Emerald Zebra - Newsletter 05/23

Dear Readers and supporters of Emerald Zebra,

Mission accomplished! I am delighted to share that 97% of our client's job vacancies are now being advertised, clearly displaying the salary range. Transparency and fairness are at the core of our values, and we are thrilled to have achieved this milestone.

In this newsletter...

Terri Neofitou and I recently had the privilege of participating in the 2nd QUBE ICPAC Mediterranean Finance Summit. The summit provided a perfect networking setting at the Four Season's Hotel in Limassol, allowing us to connect with industry leaders and share in meaningful conversations. One of the highlights was the motivational speech delivered by Nikos Zisis, a prominent figure in the basketball world. For those unfamiliar, Nikos Zisis is a celebrated basketball player known for his incredible skills and accomplishments. His presence and words resonated with us all, inspiring us to push beyond our limits, embrace challenges, and achieve greatness in our respective fields.

This prestigious event brought together distinguished speakers with successful careers, and a standout presentation was delivered by Peter McKenzie on the qualities of a rockstar CFO. Peter McKenzie is a seasoned finance professional with a wealth of experience, and his insights were truly valuable to any field of occupation.

In line with our commitment to staying connected within our specialised sectors, Marie Pavlou, our Senior Recruiter attended the Vision Forex Forum in Limassol. This gathering of forex sector players featured topical panels on sales, marketing, technology, risk, and compliance, with participation from top international brokers. Marie's presence reflects our dedication to staying at the forefront of industry trends and building strong relationships.

We delve into a topic that holds great significance in talent acquisition: internal recruitment versus recruitment agencies! During a recent conference, I had the opportunity to engage in insightful discussions with esteemed professionals, who shared their perspectives on this matter.

To stay updated with the latest news and developments, I invite you to follow our LinkedIn page. There, you will find our latest posts and updates, get to know the exceptional individuals that make up the Emerald Zebra team, and discover what sets us apart as a recruitment agency.

Finally, don't miss out on our highlighted jobs of the month, where you can discover interesting career opportunities across various industries. Whether you are seeking a new challenge or looking to recruit exceptional talent, Emerald Zebra is here to help the process.

Thank you for being a subscriber to our newsletter, Wishing you a delightful month of June filled with joy, growth, and success!

Warm regards,

Donna Stephenson

CEO, Emerald Zebra Recruitment

ICPAC Finance Summit, Limassol, Cyprus

Terri Neofitou ?and Donna Stephenson thoroughly enjoyed attending the 2nd edition of the?ICPAC Mediterranean Finance Summit ?in Limassol earlier this month, a conference brought to us by?QUBE Events ?and The Institute of Certified Public Accountants of Cyprus. Insightful finance industry discussions, perfect networking setting, engaging speakers and motivational speech from Nikos Zisis. Can you spot Terri and Donna in the attendee selfie above?!

Terri and I would like to thank the ICPAC CFO Committee, Qube events and all the speakers and panelists who shared their knowledge, experience and great content over this 2-day event.

Mission accomplished ?? 97% of our client’s job vacancies are advertised displaying the salary range

??Empower with Salary Clarity!??

https://emeraldzebra.cy/our-view-salary-transparency/

As a recruitment agency, we are keen to promote salary transparency and would like to see more employers sharing salary ranges on their job adverts. We see this as an essential action in a candidate scarce market where displaying a salary range can better help to attract applications for a job vacancy. We know through our own research that potential candidates will be more likely to apply for a job if they can clearly see an accurate salary range for what they can expect from the job, thus providing them with the information that they need to make an informed decision about whether the role is right for them to apply to.?

Salary ranges give potential candidates an understanding of the market rate for the job and can help them to determine whether they are being offered a fair salary. This can be particularly important for those who are negotiating a salary, as it allows them to know what they are worth in the job market.?

Won’t the job applicant request the top end of the salary range?

In our view, it doesn’t necessarily mean that the job applicant will demand the top end of the disclosed range, as many employers fear. Following the salary disclosure legislation in the US, job advertisements usually state:?

‘Actual offers may vary by market location, job-related knowledge, skills, and experience.’?(using Tesla as an example when advertising a salary range)

Talking with some employers, many believe that salary ranges should not be displayed on job adverts for several reasons. Firstly, displaying salary ranges on job adverts can make it more difficult for employers to negotiate salary with potential candidates. As mentioned above, candidates will be able to see the salary range on the job advert and may insist on the higher end of the range, making it difficult for employers to negotiate the appropriate level of salary. This can be particularly problematic for start-ups and other small businesses that may not have the budget to offer competitive salaries. Secondly, displaying salary ranges on job adverts can open employers up to unwanted criticism or scrutiny. Candidates may be unhappy with the salary range on offer and may publicly criticize the employer, which can have a negative impact on the employer’s reputation. Finally, displaying salary ranges on job adverts can limit an employer’s ability to reward employees for their performance. If salary ranges are set in stone, employers may not be able to reward employees for their hard work or for taking on additional responsibilities. For these reasons, many employers are not keen to broadcast their salary ranges on job adverts.

Some employers, Netflix for one, have been navigating around the recent US pay transparency law with ridiculously wide salary ranges.

A recent job advert quoted the range as?$90,000 to $900,000 for a software engineer, creating quite a grey area in legislating to promote pay transparency.?

Yet from the perspective of job seekers, here are a couple of examples of the frustration of not seeing salary ranges on display.

“I am frustrated by the lack of salary ranges on job adverts. I understand that employers want to negotiate the best possible salary with potential candidates, but it is difficult to make an informed decision about whether a job is right for me if I don’t know the salary range.”Candidate seeking a Software Developer job opportunity.

“It is frustrating to encounter job adverts that don’t include salary ranges. Without this information, it is difficult for me to determine whether the job is worth the time and effort to apply, as I have no idea if the salary is fair or competitive.”?Candidate seeking a Financial Controller job opportunity.?

Indeed, we agree that it can be frustrating to encounter job adverts that don’t include salary ranges. Without this information, it can be difficult to know whether the employer is paying their employees a fair wage for the job. In a recent?LinkedIn poll?by?Emerald Zebra Recruitment Agency?in Cyprus, we asked?

‘Would you attend an interview if you didn’t know the salary range or salary from €+ on offer?’

44% voted ‘NO’ – they wouldn’t attend an interview in comparison to a much lower 26% that stated ‘YES’, they would attend an interview and 29% stating ‘MAYBE’.??

Our view is that employers should include salary ranges on job adverts along with the following disclosure that?‘actual offers may vary by market location, job-related knowledge, skills, and experience’?to ensure that job seekers have the information they need to make an informed decision about whether the job is attractive for them to apply to or not.?

If you are looking for a recruitment agency that specialises in the attraction and recruitment of candidates to the FinTech, Tech and Financial Services sectors in Cyprus, then look no further than Emerald Zebra. Contact us today to find out how we can help you find the right person for your company.?

[email protected]

??With our extensive network and proven expertise in the tech, fintech, finops and gaming industries, we've meticulously prescreened hundreds of exceptional candidates (local candidates, expats, relocators to Cyprus) who are ready to bring their skills and expertise to your organisation in Cyprus.

LinkedIn Insights: Explore Our Latest Posts and Updates

Follow our page at: https://www.dhirubhai.net/company/emerald-zebra/

Meet the Extraordinary Emerald Zebra Team

https://emeraldzebra.cy/about-us/#team

We are a team of professionals who specialise in finding and attracting qualified candidates for job openings within organisations that partner with us for their hiring needs. Our extensive network spans industries, continents, and sectors, giving us a unique advantage when it comes to sourcing exceptional candidates. We pride ourselves on our ability to identify individuals who not only possess the requisite skills and qualifications but also align with our client's company culture and values.

What Sets US Apart?

What sets Emerald Zebra apart is our deep-rooted expertise across various domains. Our team comprises seasoned professionals who have honed their skills and knowledge through years of experience. We stay ahead of the curve by constantly updating our understanding of industry trends and emerging technologies, ensuring that we can identify the most suitable talent for even the most specialised roles.

When you choose to work with any member of the Emerald Zebra recruitment team, we understand that communication is key and we will make every effort to communicate job opportunities to you?that?match your profile. However, it is important to note that we shortlist?based on the requirements provided by our clients.?We handle each interaction with the utmost professionalism and respect, ensuring that your information remains secure and confidential. Trust is the foundation of our relationships, and we take that responsibility seriously.

So, whether you are a candidate seeking new opportunities or an organisation in search of exceptional talent, don't hesitate to contact any member of the Emerald Zebra recruitment team!

Vision Forex Forum, Limassol, Cyprus

Marie Pavlou (MSc - ACyHRMA- ABNLP) , Senior Recruiter attended the Vision Forex Forum hosted by?QUBE Events earlier this month. Vision Forex Forum is a forum for people operating in the Forex Industry, with topical panels with FX players in sales, marketing, technology, risk and compliance from top international brokers. Discover jobs in the Forex sector in Cyprus here !

Exploring Perspectives: Internal Recruitment vs. Recruitment Agencies

During a recent conference in Cyprus, I had the privilege of engaging in a thought-provoking discussion on the merits of internal recruitment versus recruitment agency partnerships. Three esteemed professionals shared their perspectives, each shedding light on the topic. Following the conference, I reached out to each of them to delve deeper into their viewpoints.

Connection 1, an HR Manager at a technology startup in Limassol, strongly advocates for internal recruitment over agency recruitment. With a background in talent acquisition and HR strategy, she believes in leveraging in-house talent acquisition professionals to handle all recruitment activities. She highlighted the direct access to a talent pool that internal recruitment provides, enabling her team to tailor their approaches and attract candidates who align with their company's values and culture. This approach not only ensures a better fit for the organisation but also offers cost savings by avoiding agency fees.

On the other hand, Connection 2, the Director of Operations at an international Forex company in Limassol, heavily relies on recruitment agencies to tap into a wider talent pool. He emphasised the advantages of recruitment agencies, including their expansive networks, expertise in employer branding, streamlined processes, and candidate screening capabilities. These qualities save his company time and enable swift and efficient filling of critical positions, mitigating operational disruptions.

Connection 3, a C-level executive in a financial services company in Nicosia, primarily leans towards internal recruitment but acknowledges the value of partnering with recruitment agencies for specialised roles. She collaborates with agencies to source candidates with specific skills, leveraging their industry-specific knowledge and connections. This approach allows her company to tap into talent pools that may not be easily accessible through traditional channels. By harnessing the expertise of recruitment agencies, her company can ensure the acquisition of exceptional talent for their unique hiring needs.

These perspectives highlight the advantages and considerations associated with both internal recruitment and recruitment agencies. Connection 1 emphasises the control and direct access to talent that internal recruitment offers, while Connection 2 underscores the expanded reach, expertise, and efficiency provided by recruitment agencies. Connection 3's viewpoint emphasises the value of striking a balance, leveraging agency partnerships for specialised roles while maintaining control over the overall recruitment process.

There is no one-size-fits-all solution when it comes to choosing between internal recruitment and recruitment agencies. Organisations must carefully consider their specific needs and objectives, remaining open to new strategies and continually evaluating the effectiveness of their recruitment efforts. Striking a balance between internal recruitment and agency partnerships can maximize talent acquisition capabilities, especially in a candidate-short environment where agencies often have better access to passive job seekers or individuals actively exploring their next career opportunity.

By remaining adaptable and open to exploring recruitment agency partnerships, organisations can tap into a wider talent pool and gain a competitive edge in attracting top talent. As the war for talent continues, the insights and perspectives shared here may inspire organisations to approach talent acquisition with a strategic and adaptive mindset. By embracing a hybrid approach that combines the strengths of internal recruitment and recruitment agencies, or even considering recruitment process outsourcing strategies, companies can optimise their talent acquisition processes and position themselves for success in today's competitive market for talent acquisition.

I hope these perspectives provide valuable insights to navigate the complexities of talent acquisition for anyone working in this field.

Donna Stephenson, CEO Emerald Zebra Recruitment.

Discover interesting career opportunities

Visit and explore the Emerald Zebra website , where you can browse and apply for an extensive range of jobs spanning the Fintech , Finops , Tech , and Gaming industries. Below is a selection:

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