This Business and Moment...

thebandit said:
My old boss used to struggle to fill roles and complain there are aren't the people out there. Im now doing that job and its simply not true, there are loads of good people out there, they just wanted more than he was prepared to pay. Good people cost you money, but its all about the value they bring. I would say don't ever undersell yourself, if you know your worth stick to your guns. Companies will always try it on (I do) even if they think you are the right person, but if they see your value they will do what they can to bring you onboard, then its up to you.
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I've had similar experience. The pay we offer entry level roles is far too low IMO. This leads to a reasonably poor selection of candidates, but usually we manage to find one or two good ones in the bunch. Feels like it would be a much easier process if we advertised a better salary!

I have definitely had multiple candidates (often the most qualified) decline an interview after learning the salary.
 
LuckyBenski said:
I've had similar experience. The pay we offer entry level roles is far too low IMO. This leads to a reasonably poor selection of candidates, but usually we manage to find one or two good ones in the bunch. Feels like it would be a much easier process if we advertised a better salary!

I have definitely had multiple candidates (often the most qualified) decline an interview after learning the salary.
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Goes back to why jobs shouldn't gatekeep salary and be up front. It would save peoples time from both sides.
 
I thought in the new year the job market might come back to life, which it started to do for about a week, but now it's totally dead again. Did someone create second Christmas and forget to tell me?
 
thebandit said:
My old boss used to struggle to fill roles and complain there are aren't the people out there. Im now doing that job and its simply not true, there are loads of good people out there, they just wanted more than he was prepared to pay. Good people cost you money, but its all about the value they bring. I would say don't ever undersell yourself, if you know your worth stick to your guns. Companies will always try it on (I do) even if they think you are the right person, but if they see your value they will do what they can to bring you onboard, then its up to you.
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Indeed - also, often the system is broken and here's why:
1. In a large org, job req and headcount is designed for a role specification that is closest to the what the hiring manager needs/wants, in reality they may not have a matching role so it's 'close fit'.
2. The job spec has a HR defined salary range for the role specification not the description the hiring manager gives.
3. Candidates align with the role specification with a salary expectation of the specification
4. Interview happens and the true role is exposed where the candidate re-evaluates the value they can bring so up the expectation.
5. HR are looking at the spec and the new increased salary expectation and reject the candidate on expectation grounds.
6. Hiring Manager then ends up having a selection sublist that has bad matches.. after the third time around, middle of the year, the manager is looking at the gap in progress citing not being able to get the right skillset on their mid year - that then becomes a HR statistic and gets reported up and out as "skill shortages".
7. Extra cost in delays to the delivery or transformation - far more than the cost of hiring the right individual.
 
throwaway4372 said:
I thought in the new year the job market might come back to life, which it started to do for about a week, but now it's totally dead again. Did someone create second Christmas and forget to tell me?
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Just as you'd expect to be honest, all the recruiters/HR/hiring managers coming back from December off.

I think the less known job sites and direct may be better in the long run. Also I've started networking more in out course group.
 
OspreyO said:
Nothing worse than not being busy.
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Indeed..

I spend my time and keep a work day - specifically getting up at 6am and getting to bed early enough to support that.
* job applications
* upskilling
* In the past I'd create content for LinkedIn to help my profile but now - AI content generation has already killed LinkedIn, both in content and in job hunting.
* an hour every other day for exercise and getting fit.

Reality it's it can take a while. I think I'll apply to local companies around Surrey this time and see how it goes.
 
Linkedln I've stopped using years ago.
It's really Facebook for recruiters. Been contacted too many times by people trying to use it for themselves. All I'm doing is feeding them. Nothing in it for me.

And looking people up to get profile of who they are is misleading as people misrepresent.
 
I have always used LinkedIn due to where I live as its most popular job searching platform here.

It works when you can ignore all the noise and fake wanna be recruiters.
 
Well, turns out my resignation has just given me a headstart, I'd be redundant anyway, whole site closed.

Feel a bit less daft about quitting my job in this market now :p
 
mid_gen said:
Well, turns out my resignation has just given me a headstart, I'd be redundant anyway, whole site closed.

Feel a bit less daft about quitting my job in this market now :p
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Oh, that French company!

Giving whats been going on there, cant really be a bad thing. Now you are free like a bird :)
 
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Just need to vent - our baby arrived on the 10th January, which is incredible. My wife had a tough time of it. I took the two weeks paternity that we're given, and now I'm back at work.

We work nearly full time in the office - officially, you get 13 days per quarter WFH.

So, I requested that for the next 3.5 weeks until my wife can drive again (following a C-section), I be allowed to WFH 4 afternoons a week, doing one full day in the office.

Director said no. Director also goes home every day at 1 PM, or works from a Danish island. Apparently as a senior staff member, I need to be visible in the office, and we've got lots to be getting on with.

I don't like hypocrisy. The company has been incredibly supportive of me in so many ways over nearly 13 years I've been here. But I just feel like this is ridiculous and petty.
 
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I have just submitted my sixth and final assessment (20%) for the AI programme. Thanks to grammarly eating my homework last night (outage) I had to get a short extension.

I now have to wait until march for the finalised grades but that's it for now.

I also got a recruiter re-approach me again with an opportunity that closed previously and has reopened.
 
dirtychinchilla said:
Just need to vent - our baby arrived on the 10th January, which is incredible. My wife had a tough time of it. I took the two weeks paternity that we're given, and now I'm back at work.

We work nearly full time in the office - officially, you get 13 days per quarter WFH.

So, I requested that for the next 3.5 weeks until my wife can drive again (following a C-section), I be allowed to WFH 4 afternoons a week, doing one full day in the office.

Director said no. Director also goes home every day at 1 PM, or works from a Danish island. Apparently as a senior staff member, I need to be visible in the office, and we've got lots to be getting on with.

I don't like hypocrisy. The company has been incredibly supportive of me in so many ways over nearly 13 years I've been here. But I just feel like this is ridiculous and petty.
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I would have a quiet word with HR and other members of the board w.r.t company policy to new parents not being an ****.

I'm surprised that new dads don't get time off for 1-2 weeks. Then into WFH/parttime office.
 
Have been working at a multinational company just over 2.5 years. Work in a role support function for a growing area of business . All trackable metrics in my area are up in terms of number of people in the business I support, revenue, client volume, regions of expansion. It is almost a 100% increases YoY on these metrics which I have been holding down. I work hard. Originally had focus on certain region, my knowledge and insights has me now involved globally just because nobody else has the same level of insights . Originally however started on a lower title to my peers and as a result paid less. Colleagues oversee far less.

I have been pretty disgruntled on pay and workload and it has been picked up and in doing so my bosses have proposed a change of title to that of my peers along but with me picking up a direct and indirect report and a more global role to influence the wider business. The standard job title description says no direct reports - ive been told to ignore this. The increase is low double digits. The increase is also bringing me more aligned with my peers who don't have direct reports. My bosses are arguing that it is a pay increase. My argument is that it is a change of job role/title/responsibilities and should not be seen as a straight increase. Ive raised twice and pushed back expecting more but the conversation ended quite frosty.

How would you view/ approach / what would be a fair £x to expect to manage a DR in London?
 
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