Last year more than 40 million people left their jobs and there the term great resignation was coined. Then a multitude of other names: The Great Renegotation, The Great Rishful employees follow suit to find better ways to earn a living, earn higher salaries, flexibility with stability, and have overall higher expectations from their employers.
Across the country, workers have had a flood of opportunities as companies were and are still embracing the workplace changes demanded by employees – a new culture for working in and out of the office. Things have changed because employees have now shifted the power of the hiring process, telling their employers what and how they want to appear in their role—or shall I say, how they want to stay away. Somehow, this generation of employees are cleverly using their bargaining power to meet their expectations for quality of life.
During an interview experience with a company, I sat down 1:1 with a contract employee who was being considered for a full-time position after several months of working with a temporary agency, which took on the responsibilities of the role. matched his skill set. Interestingly, potential employees didn’t shy away from being very direct with their expectations about salary negotiations, a requested sign-on bonus, and benefits packages being offered. Quite impressive to say the least! It then looked for potential talent after what it needed, as opposed to committing itself to a conglomerate of companies centered around their own needs rather than employees. Competition for talent is still fierce and employees must act in their power even in the power of basic negotiation.
The lesson in this is that you can negotiate a potential position in addition to salary before adding your signature to the job offer. You’ve proven your skills as a professional and successfully demonstrated your value to a new employer, now what? Consider starting a discussion about the potential benefits and work-life balance priorities that matter most to you.
Succeeded in your interview after applying for multiple positions and navigating multiple skill tests but didn’t hear back from the hiring manager? Tempted to follow-up? Go with your gut and press send! Draft an email to the hiring manager to briefly remind you why you are a good fit for the position. Open with a grateful note sharing your appreciation for the opportunity and the interviewer’s time, then begin fully balking at your interest in the position. Second, include the goals of the company with clear expectations of what is of interest to you. Finally, differentiate yourself from the other candidates, and invite them to ask additional questions about what you can bring to the opportunity. You can also ask for a deadline that you would like to hear back from the hiring manager. Remember, it’s about you!
Have you been to the gas station or grocery store recently? Inflation is rising faster than wages for many Americans. Certainly, a potential employer may state that your basic pay is non-negotiable. That doesn’t mean you can’t ask for a change in financial compensation. Since you are part of the top talent pool, hiring managers are looking for lucrative ways to secure new employees. Ask for a bonus, if you plan to make the plunge from your current position into a new role. Your experience is valuable, companies will pay.
Money is a great motivator. But, let’s also think about longevity and upward mobility in your career. Now that you’ve followed up because you’re the best fit so far and you’ve requested that a potential employer compensate you generously for your value to the company – what complements a solid offer more than anything else? Ability to develop a career plan centered around growth. Hired for a mid-level position but you strive to stay in a leadership role? Ask employers for a career development plan based on the opportunity for advancement in the first six to twelve months of your tenure. The plan should be completely based on your goals and professional development over time. Whether it’s skills you’ll need to grow, training, or more detailed performance feedback. Moving on and possibly going forward is to build your repertoire of experience.
Take the rare opportunity to set your own expectations during the hiring process, seeking talent is your chance to prioritize your wants and needs. Gone are the days when employees have to be close about what they need for growth, quality of life, and even more so financially. Leading into a new role is a huge change, make sure the terms are centered around you.