Broadening the Talent Pool and Negotiating Salaries

9 Tips on Negotiating a Higher Salary

It can be a nerve-wrecking thing to do, especially in such strange times, but does that make it even more pressing to be assessing your current salary and pitching a raise?

We’ve got you covered… Here’s our top tips on how to prepare for the conversation:

? Research salary trends in your market. Before going in with a number, compare what you are paid now against the current market rate for your role (and in your sector/location). You can download our salary survey here, or check things like Glassdoor.

? Know your value. When you first started the role, what were your strengths, accomplishments, and the skills you had? Compare them to where you’re at now – what have you learnt since then? How have you up-skilled yourself? This can help determine why you deserve a higher salary.?

? Be realistic in your expectations. Doing your research will come in handy here so not to over-egg the pudding too early!

? Timing is everything… Of course, you will need to consider where the business is at. If times are challenging and there is worry, you should explore other options. However, if the company are doing well and you are contributing to success in some way (not just financially), the time is now!

? Be assertive! You must be confident when asking for more money, just make sure you use a respectful and professional tone! Practice the conversation with someone you know and share your negotiation points.

? Should you be considering a bonus? This might not be applicable in your role, so skip to the next point if so! If, however, you have a bonus, commission structure, shares, etc. to your role, make sure you include this and don’t just talk about the basic salary.

? Keep it professional and don’t make it personal. The bonus should be focused on your value-add, it’s not about you personally.

? Be open to a compromise. Negotiation is give-and-take. They say having a figure in mind that although might not be what you want, but would mean you accept, is a good way to prepare. Don’t share this though, just keep it in mind.?

? Once you have come to an agreement, follow up in writing and request this as a written offer just to follow process and avoid any misunderstandings later.

If you’d like to chat to one of our consultants for more tips or support when negotiating your salary, get in touch directly.

Movers & Shakers

Check out some of the top talent making waves in insight.?

Whether they've just joined, or have settled in after a month or so, we wanted to take a minute to congratulate the people below on their new role - watch this space!

Looking to broaden the talent pool? Let’s start with the length of an interview!?

ENI have been speaking to candidates to get their take on long interview’s – we’re talking in one sitting, not multiple. Some cases these might be over 2 hours. There are many reasons an interview might need more time blocked out, for example:

• There could be a task to present, or even complete during the interview.
• There could be a few essential people in the business to meet.
• This might include meeting the team you’ll be working/be managing.

Whilst we totally understand this can be a little inconvenient, we also must consider the fact that this might not work for everyone, and there are a number of reasons as to why.

• Working hours look different for everyone, as do family set ups!
• Neurodivergent people may struggle a little with focusing and absorbing so much information in one sitting.
• Some may need additional accommodations, not only to be there in person, but for longer periods.

???58%?of candidates asked (400+) said they would not commit to a 2-hour interview on working days.

???42%?said they would if it were the right role.

Not a bad split you might think, but that’s half the talent pool gone!

Shortening interview processes without sacrificing key information can be challenging, but with careful planning and execution, it’s possible to streamline the process while still gathering the detail needed.

We've shared some of our top tips on keeping the time of interviews reasonable, and still gathering key information - click here to head over to our website for more information.

Expert Interview: User Research

with? Michael Thompson and Liz Norman

We recently conducted an interview with Michael Thompson, Head of UX Research at MTM

We wanted to discuss his move from qualitative research to UX research, and explore how others can transition from one, to the other

It is so interesting to see how UX can predict consumer trends, what makes apps discoverable and more.

"UX presents opportunities to move out into different sectors, specifically tech-related spaces (fintech, food tech etc.), and therefore provides a platform to take your expertise into other markets and sectors".

You can watch the short interview, or click below to read the full article.?

If you're looking to hire top talent in UX, or would like to discuss career opportunities, please get in touch with us at [email protected].

Thanks for subscribing to our latest issue of our newsletter - ENI's Industry Insights.

ENI is a leading talent partner, supporting agencies, consultancies, and brands on inclusive hiring across insights & analytics at a global scale.

We have over 50 years of industry expertise, so not only can we help you source the very best talent out there as a key hire or for scaling your team, but also means we ae able to provide a range of solutions outside of recruitment to our clients.

We span across the UK, EU, APAC & the US, on perm, temp and contract roles. If you'd like to talk to us about hiring permanent or contract talent across insight & analytics, contact us at [email protected], or use the?contact us ?page on our website.

––––––

Get in touch with the team to explore opportunities in insight and analytics: [email protected]. You can also see a list of the jobs we're currently recruiting for?here .?