Beth Walls on LinkedIn: Salary.com – Unlock the Power of Pay (2024)

Sharing a post that I created for the Salary.com community that I am an ambassador for. Enjoy the article and I highly recommend digging down into some of the links:The speed with which the Tech sector had evolved has changed, now that giant companies are well established, we may not see the same momentum for new start-ups according to Wall Street experts. Read more here: https://bit.ly/3HVDe99 #tech This article is interesting on many levels. On this highest level, it suggests that there may be opportunities for the rest of us (who aren’t Big Tech and might not have Big Tech pockets) to attract some of the talent that might be leaving or being asked to leave these mega-companies.My company uses CompAnalyst to find market data and market ranges for salaries across industry and across the country, even though we’re a snowboard company located in Vermont. We know that in order to evolve, innovate, and make a significant difference in our world, we need to recruit people from outside our bubble with diverse backgrounds, experiences, and new thoughts. If your company has a compelling mission and/or a product or service that inspires your employees to show up and fully engage every day, then maybe you can attract the talent that is leaving Big Tech, even if you can’t quite get to the Big Tech salary ranges. And who knows, check out the ranges in your industry or region in CompAnalyst and you just may be able to offer a pretty good total package.I’d be interested to hear your perspective.

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No❌ - What are you making now?Ok 😑 - What would you like to make in your next your role?Best 💚 - The pay range set for this role is X, and the benefits are X, what questions can I answer for you? ...Income questions can be awkward.Ask, "Will you share the range set for this position please?"**Bonuses, benefits and schedule can also be a factor to know and consider.What you make now doesn't matter, your income for the next role does. What you are seeking for the next role, based on title, location, duties etc. does.How else do you answer questions about pay?#hiringandpromotion #jobseekers #communication

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Even if you think your employees or team members are doing ok financially, you’re probably wrong. 📣80% of employees would struggle to pay bills if their pay was delayed one week.Hard to believe?We just onboarded a new employer whose first several employees signed up with us ALL had credit card debt and no savings, despite earning good salaries.Although this is our sweet spot for help, they had no idea this was going to be the case. 📣Your employees aren’t going to tell you they’re struggling, but they will tell us. And we’ll help them. Let us do an anonymous financial wellness review so we can show you exactly what we’re talking about. No strings attached. 👉🏼Message me or email me 📧 amy@boldermoney.com

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Questions on salary research websites:First, I think they're wrong, at least in IT. When I look up tech jobs on any of the most common sites (salary.com, Glassdoor, Payscale, etc) they're low. Like way low. Like virtually no-one-I-am-talking-to-would-accept-that-salary low. Can anyone explain why? Am I the only one who has seen this? I feel like it's for a couple of main reasons. One, they represent salaries only of people who answer the surveys, or jobs they scrape. And we all know that still, the majority of jobs posted don't include salaries.Two, they represent a salary someone has NOW, vs a salary someone would need to make a change in position.IDK, maybe it's none of that and most people don't see it this way. I'd love some feedback!#salary #salaries #salarydiscussions #pay

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5 ways to answer the question….What is your salary requirement?1. I’m currently interviewing for positions with salaries from $165k to $190k. Does the salary for this position align?2. I’d like to find out more about the scope and responsibilities of this role before providing you with a number. 3. According to the research I’ve done on Salary.com and other resources, taking into consideration my experience and contributions, I believe that this role should pay me $XYZ. 4. My salary has increased approximately 20% for each new role I’ve pursued. In order for me to consider this position, the offer would have to be in line with that progression. 5. Can you tell me the pay range for the professional who held this role previously and whether the salary was a factor in their departure?You are in control (even if you don’t feel like it). Many employers are trying to pay you the least….But when you drive the narrative, you have a much better chance of getting the most!#resumewriting#salarynegotiations#money

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Negotiating a better salary as a web developer can feel intimidating, but with preparation and the right approach, you can increase your chances of success. Here are some key tips:Before Negotiation:Know your worth:Research the average salary for web developers with your skills, experience, and location. Consider factors like specific technologies you know, your years of experience, and any industry certifications.Gather evidence of your achievements:Prepare a portfolio of your best projects, code samples, and testimonials from clients or colleagues. Quantify your impact whenever possible. Use these metrics to showcase your value.Practice your negotiation skills:Role-play with a friend or family member, or record yourself practicing your pitch. This will help you feel more confident and articulate when it's time to negotiate for real.

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Great tips on answering the #money question.

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🚨 Featured #LinkedInQuestion 🚨: I am seeing some managers that are posting that they are looking to fill positions but there is no pay rate information mentioned in the job description. Is it considered improper to reach out to ask what the pay rate is before applying?I have seen a number of recruiters post that the pay rate for a position is considered proprietary information. However, it seems like it's wasting both the job seeker and the company's time if they apply for and interview for position only to find out that it wouldn't be a wage that the employee can live on.What do you think? ANSWER from Brenda Meller🥧 : I’m going to ask a few of my career coach friends like Mindy Stern SPHR, Linda Brubaker, PhD Kenneth Lang to weigh in on this, but here are my thoughts. I would assume the company is going to pay the market rate for the role. Before you apply, you should do your research on what that rate is. I used to use sites like these:Salary.com Payscale Glassdoor And input as much info as you know about for the role including:✅ Job title ✅ years of experience ✅ industry✅ company size✅ any other requirements for the roleBUT do not put in “gender” because many roles still unfortunately have lower salary ranges for women vs men. Then, assume they are paying those rates. If they make you an offer lower that that rate, ask if the salary is negotiable and if they ask what you are seeking, tell them based on your research for this role, the range should be X to Y and be sure to back up your request on where you fall in the range based on your level of experience. I’ve heard that the first to mention salary typically is at a disadvantage in a salary negotiation. Also, asking for the salary range too early in the process could eliminate you before they have had a chance to interview you as a candidate. Hope this helps.

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Ya know that "super secret" comp spreadsheet goin around the company?Does it bother the 💩 out of you? Here's how to 🔪 it🎓 EducateTeach your team about comp! Helpful for conversations today, but also for their long term career.🎁 Share Give high level data of your org! Enable each person to understand how their pay compares to the rest of the company.💚 RespectNot everyone wants their info shared. Use Comp Ratio averages and data cuts to build understanding - if folks choose to share numbers, that’s their right! How are you helping your team understand your compensation?

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[Qn@NGL] Dude, don't go for low salary in the workforce especially after its' known that you can clear the coding interview rounds and maybe system design rounds to milliseconds latency.Workforce wants to hire cheap talented labour for higher positions and then normalize it by staging these cheap labours as examples to others who expect increment as per their performance besides their 401k plan.Sell off the stuff to someone in need, if needed. Arrange funds to fuel the buffer. You're closer than you think. We purchase these stuffs for hard times and deliquedate these PFs, Bonds etc. in need.- Hmm. Thanks for the suggestion. Shall keep it in my mind.

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