An average employee exit can cost as much as 33% of their annual salary. 🤯 Who wants to lose that kind of money? 💰 Hiring then for the individual to leave in the first 6 months can be crippling. From my experience one of the main reasons a hire does not work out can be traced back to the lack of honesty during the process. From either the hiring manager to future employees or to the recruiter assigned to the vacancy. So, if there is no progression for example just be up front and honest about it. If the working environment is challenging don’t avoid the issue – face it up. The team needs rebuilding? Great, we can then hire someone who is into a transition job. Being a bit more honest during your hiring process could save you thousands. How honest are you during your hiring process? #hiring #business #humanresources #vacancy #recruitment #hr

There is nothing more important to an organization than its employees. When I was managing a team of recruiters and coordinators, I paid very close attention to their achievements, hard work, wins and contributions. If I thought they should be receiving a salary increase, I would NOT wait until annual review time. Rather, I would create a business case to present to my boss as to why my employee deserved an increase at that time. Sometimes it worked. Sometimes it didn't. But at least I knew I tried. If People Managers don't pay attention to these types of things... What are they paying attention to? #business #careers #jobs #hiringandpromotion

🤷🏻♂️ "But your fees are higher than other recruiters......" 💵 I hear this a lot from prospects and my response is "You get what you pay for". The low-cost option may save you money in the short term but can prove very costly in the long run. Industry stats show that a bad hire can cost companies up to 5 times the employee's salary, however a great hire can generate as much as 7 times their salary in revenue. As the saying goes " good work isn't cheap, cheap work isn't good", pay more first so that you don't have to pay twice. #Recruiter #Value #Success

Have you ever been turned down for a job because your salary expectations were too high? Instead of being transparent about their budget, some companies opt to say that the candidate's profile doesn't match their requirements. But isn't it better to be honest from the get-go? Let's work towards creating a culture of transparency in the hiring process. #hiringprocess #transparency #jobsearch

Don't you think Recruiters are always strong..?? Recruiters always hire employees who have higher salaries than their current ones. Just imagine their thoughts as they navigate those budgets, negotiating high salary packages while the candidate is asking for more. A recruiter better understands the above lines. Am I right? #recruiterlife #hrlife #salarynegotiation #budget #hiring #lifeofarecruiter #gameoflife

Recruiter: "What's your salary expectation?" Candidate: 8K to 10K a month. Recruiter: You are the best-fit for the role but we can only offer 7K. Candidate: Okay. 7K would be fine. Recruiter: How soon can you start? Meanwhile, the budget for that particular role is $15,000. Recruiter feels like they did a great job in salary negotiation, and management will be happy they cut costs for the organization. The new employee starts and notices the pay disparity. Guess what happens? Dissatisfaction. Disengagement. Disloyalty. Two months later, the employee leaves the organization for a better job. The recruitment process starts all over again, leading to further costs and performance gaps within the team and organization. In order to attract and retain top talent, please pay people what they are worth. #Saudivision2030 #HRManagement #Peopleandculture #Recruiter

🔊HIRE NOW AND ONBOARD YOUR NEW HIRE BEFORE THE NEW YEAR🔊   If you wait until the new year, you can expect to: 💰 Pay a higher salary - Normal salary growth (excluding bonuses) in June-23 was +6.5%; it is now +7.7%. It is highly likely to be more in January. 🥊 Compete harder to recruit – There's always more vacancies in January (new recruitment budgets, new years resolutions etc...) = more hiring managers fighting for the same talent. 🤝 Be able to meet less candidates in person – many employees are using up their residual holiday NOW and will have the time to meet in person – Could be key to ensuring the cultural fit is spot on for both you & your new recruit. 📣 Start those on a 3 months-notice after Easter – Finalise your recruitment in December and you bring that timetable forward. …..Therefore get ahead of the curve and watch your competition scramble in January knowing that your new recruit is already in the bag. Contact me now for a confidential discussion 📩donna.galbraith@hays.com #newyearnewjob #haysrecruitment  #financerecruitment #makeyourmove

Not every small business can offer a competitive salary & benefits package. So I always tell client to offer creative total comp packages. A lot of times, people will hire based on what their budget is and there's nothing wrong with that. But then they end up trying to compete on price and often hire wrong or lose out on great talent because they can't match what bigger employers are offering. When you have a comprehensive Staffing Plan, you have to include budgets for salary, costs of the recruiting process, and an extra pad in case you need to replace. Want to know more? Let's get on a Discovery Call and see if it's ideal to work together. https://lnkd.in/eS5pUM_H #MogulChixChat #WomenEntrepreneurs #femalefounders #businessstrategy #powermoves #mogulmoves #businessgrowth #powerplays #growthstrategy #ceo #ceolifestyle #ceomindset #ceolife #ceoshift #ceocoaching #money #moneymatters #moneymindset #businessliteracy #jobs #work #hiring #employees #staffing #staffingplan

Abstract Recruiting and I have some very exciting things we have been working on and want to share with you!! Starting now! We are 🚀 launching some new service options to better benefit YOUR company needs!! We are well aware that external recruiting can be a cost that not every company has a budget for. Knowing that we have been working very hard to create options that work for both parties. We pride ourselves in "Doing Business Better" Therefore here are some new options and programs we are now offering: 1. Flat Fee Agreement 💸 - This is a set flat rate placement fee. The amount will not change based on the candidate's salary. This is with a promise of a set # of recurring business/placement opportunities. 2. Company Salary Audits 💲 - Auditing your company's current salary ranges and providing you with where your company salaries are VS where they should be compared to the current market data! 3. Employee Retention Program 🤗 - This is a program where we go over the top 10 current reasons you may be losing employees and provide you with the hows and what to dos, to stop losing and start retaining your people! We want to be a partner and resource to your company. Working with you to give you the best people, keep the best people, and strengthen and grow your business! Please reach out with any questions or interest in learning more about these new services and what they would look like for you and your team: Amanda@abstractrecruiting.com P.S If you think of any companies or business leaders that could benefit from these new services please feel free to tag and share this with them :) #recruiting #doingbusinessbetter #retainingyouremployees #flatratefees #newservices #externalrecruiting

🚫 𝗠𝗶𝘀𝗰𝗼𝗻𝗰𝗲𝗽𝘁𝗶𝗼𝗻𝘀 - 𝗧𝗵𝗶𝗻𝗸 𝗼𝗳𝗳𝗲𝗿𝗶𝗻𝗴 𝗹𝗼𝘄 𝘀𝗮𝗹𝗮𝗿𝗶𝗲𝘀 𝗳𝗼𝗿 𝗵𝗮𝗿𝗱-𝘁𝗼-𝗳𝗶𝗹𝗹 𝗿𝗼𝗹𝗲𝘀 𝗶𝘀 𝗼𝗸𝗮𝘆? 𝟭. 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝘄𝗶𝗹𝗹 𝘀𝘁𝗶𝗹𝗹 𝗮𝗽𝗽𝗹𝘆: Offering below-market salaries may deter top talent from applying, as they likely have multiple opportunities with more competitive compensation. 𝟮. 𝗦𝗮𝗹𝗮𝗿𝘆 𝗶𝘀𝗻'𝘁 𝗮 𝘁𝗼𝗽 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝘆: While salary isn't the only factor candidates consider, it still plays a significant role in their decision-making process, especially for highly skilled or specialized professionals. 𝟯. 𝗡𝗼𝗻-𝗺𝗼𝗻𝗲𝘁𝗮𝗿𝘆 𝗯𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗰𝗮𝗻 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗲: Perks and benefits do matter, but they can't entirely compensate for a low salary, particularly for candidates with high demand in the market. 𝟰. 𝗛𝗮𝗿𝗱-𝘁𝗼-𝗳𝗶𝗹𝗹 𝗿𝗼𝗹𝗲𝘀 𝗮𝗿𝗲 𝘁𝗲𝗺𝗽𝗼𝗿𝗮𝗿𝘆: Companies might assume they can hire someone at a lower salary initially and adjust it later. However, this approach can lead to employee dissatisfaction and high turnover. 𝟱. 𝗦𝗮𝗹𝗮𝗿𝘆 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻𝘀 𝘄𝗶𝗹𝗹 𝗯𝗿𝗶𝗱𝗴𝗲 𝘁𝗵𝗲 𝗴𝗮𝗽: Relying on negotiations to reach an acceptable salary range can backfire, as candidates may feel undervalued and choose to pursue other opportunities. ⚠️ Don't fall into these misconception traps! Offer competitive salaries and create a comprehensive compensation package to attract and retain top talent for hard-to-fill roles. Share your experiences with salary misconceptions or tips for successful hiring in the comments below! Let's learn from each other and elevate our hiring processes. #advocatestaffing #lowsalary #recruitingtips