July 14, 2016

This week in the workplace: Negotiating your pay, Diversity trainings, and What we think about the gig economy

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WEEKEND LINK ROUNDUP

Yay it’s Friday! Here’s what we’ve been reading, slacking, sharing, linking, tweeting this week:

 

How One Woman Negotiated a Nearly $20,000 Pay Increase, and you can too: Before your next interview tell yourself “They’re the ones who want you. Now you go in there and tell them the figure you have in mind!” That’s what Clare Klemmer, 26 year-old media and advertising accountant, told herself in order to successfully negotiate a nearly $20,000 pay increase. Self-confidence is the attribute that helped secure this millennial a pay increase. We learned in our recent segment of Interview the Interviewer with experienced hiring manager, George Wordlaw, that companies really appreciate candidates who possess this personality trait. As George said, “There is one thing, or secret sauce, rather that I look for in every candidate and that is self-confidence. Even if you’ve shown me that you have the right competencies for the job I have available, if you don’t believe you can do it, then neither will I. There is something about when an interviewee is not only qualified, but they also believe that they are the person for the job—that will absolutely come out in their interview. Self-confident people can’t help but be noticed.”

 

Out with the old expectations of HR & in with the new. The average time to fill open employment positions has risen significantly, almost a full week longer than a decade ago. The rise is linked to an increase in demand for top talent and a smaller pool of actively available talent. Given the competitive market, HR is now expected to implement new techniques, such as adoption of the latest tools and technologies, to gather actionable insight into the company’s employment data for strategic hiring with optimal efficiency and effectiveness.

 

Diversity Training? Yay or Nay? The not so good news about diversity training is that mandatory trainings have proven not to be effective. Therefore, companies are introduced to problems such as: leaving trainees with feelings of annoyance for the time spent in the course, resistance to actually implement any of the tactics, and some diversity trainers even found that some trainees form animosity toward minority colleagues following the diversity trainings.

 

Redfin shies away from the typical start-up’s gig economy. Unfortunately, some technology companies overindulge on independent contractors. While the tactic can provide short-term financial gains, Redfin opted to differ from the typical and invested in acquiring full-time employees. Redfin gives its agents salaries, health benefits, 401(k) contributions and, for the most productive employees, Redfin stock, none of which is standard for contractors. In return, Redfin has seen better product and better performance. Now a number of technology companies have switched or are in the process of switching their contractors to employees, hoping to obtain results similar the gains at Redfin.

 

“Help, I’m afraid my resume is getting lost in a mass of resumes!” Before your resume physically touches the hands of an interviewer it must first digitally be scanned using a computerized system that checks the content on behalf of the interviewer to narrow down which candidates they will consider. What this means for applicants is that their resumes have to appeal to both a powerful human and nonhuman audience. Three of the best ways to do so:

 

  • Craft your resume around the job description.
  • List specific skill sets.
  • As much as possible, include the keywords an employer would use to search for someone with those listed skills.

 

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