Tag Archives: Recruiting

What You Should Know About Negotiating Salaries

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Through working in the recruiting industry, we’ve learned quite a bit about negotiating pay. While pay might be the number one thing that job candidates are concerned about, pay is the last thing recruiters are concerned about. When we consider sending a candidate to our client, we look at a few things: skill-set, ability to execute and do the work, and company fit.

Several factors influence pay ranges, and budgets for positions vary depending on both the client and the candidate. While a candidate might be looking for a certain salary at a company that expects a 50-hour workweek, the pay will be much different for a company that has a 35-hour workweek. Each company has its own budget for salaries, expectations, and benefits. These are components that both the recruiter and the candidate should take into consideration.

Recruiters should be prepared for candidates to come into this process with some knowledge about salary negotiations. It’s the recruiter’s job to work with the client to make a counter offer if a proposed salary is unrealistic. The salary might be too low or too high depending on the market rate for the position. Recruiters can and should work with candidates to negotiate salaries according to market rates. It’s important to note that clients that don’t pay their employees according to market rates inevitably lose employees to companies with more competitive salaries. This reflects poorly on both the recruiter and their clients.

Job seekers, here’s what you should keep in mind when negotiating pay with recruiters:

Never underestimate the value of honesty. If you show you are someone with ethics and integrity—and allow the recruiter to get to know you for your skills, experience, and professional reputation—recruiters will be more likely to place you. It’s all about company fit.

Know the market and competition. Your role in this process is significant. There is often limited flexibility for negotiation, so knowing your value and being able to assert that value is crucial. There are several salary surveys online that can help ensure you’re knowledgeable about salaries in your field. Use this to your advantage, but keep budget restrictions in mind. The way you ask is most important, so reference your employer’s needs, not your own, in justifying more pay.

Don’t draw out the recruitment process. Prompt responses are crucial in developing a professional reputation. The art of negotiation can be very sensitive, so remember that it is the recruiter’s aim is to find the best candidate for the job in a timely manner.

At Financial Professionals, we handle the negotiating. The recruiter acts as a messenger and will hear honest feedback from both the client and the candidate. When a company hires us to find candidates and fill positions, we know what the budget is. It’s our job to determine whether or not someone is the best candidate for the role, and if we don’t get the sense that it’s a good fit we won’t send that person to the company. We take care of your hiring needs on both ends. Visit our Employers page to learn how we can meet your staffing needs and, if you’re looking for a job, our Job Seekers page. We look forward to helping you find the right match.

Priscilla Stricker

Priscilla is the Managing Partner who oversees operations, staffing and business development for Financial Professionals. She has 15+ years' experience in the staffing industry, which has allowed her a successful career of finding the right fit for clients as well as candidates. Specialties have included banking, commercial real estate, title, mortgage, accounting and financial positions at all levels.

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Why Texas Is Where You Want to Work

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Photo courtesy of nbcnews.com.

When it comes to getting ahead in your career, it’s important to make a change – whether it’s moving to a slightly different field of work or transferring to a new city. Moving to another city to advance yourself professionally – especially if you plan on moving without lining up a job –can be intimidating and stressful. But if you find a job in a city that is thriving economically, you’ll be one step ahead of the game.

Right now the Dallas-Fort Worth metroplex and Austin are prime areas for motivated professionals to relocate because of state’s fiscal health. Texas is one of the fastest growing state in the nation. Every day, approximately 158 people are moving to Austin and about 198 people are moving to DFW. Thanks to the energy boom, growing tech scene, low cost of doing business and growth in population, the Lone Star State is the nation’s second largest state economy. Better yet, the best part about living in Austin, Dallas, Fort Worth and the surrounding cities is the cost of living is more affordable than other cosmopolitan cities in the United States.

We’re excited to be recruiting in the DFW area and Austin right now because there are plenty of job opportunities. Our employers in these cities and the surrounding areas are looking for qualified employees to fill a variety of financial positions. If you’re ready to make the jump to a new career working in banking, accounting or finance, take a look at our job postings and reach out to us today.

Erika Boswell

Erika Boswell is Vice President of Recruiting at Financial Professionals, a Dallas-based financial staffing agency. With a background in Marketing and Management, Erika uses her expertise to place prospective job candidates and seasoned talent where they belong in the financial industry.

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Are Cover Letters Still Necessary?

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Do you recall the viral cover letter sent to Wall Street by a recent college grad? It was an unremarkable letter sent to the head of his dream intern program asking for an opportunity, even though he was a self-proclaimed ‘hopelessly average student’ with ‘no special skills’. The casualness of it made you stop and wonder if spending time writing cover letters was really worth the effort.  Believe it or not, his cover letter was carefully crafted for his particular task.

I read some articles recently that claim there is no need for a cover letter. From a professional recruiting perspective, I couldn’t disagree more. There are several crucial aspects of a well-crafted cover letter. It should:

  • Show you did your research on the company
  • Highlight a particular voice you want to convey
  • Lack information overload
  • Ask for an interview

You don’t have to be an English major to craft a well-written cover letter either. A well-researched letter offers a good chance at getting noticed over someone who merely sends their cover letter, “To whom it may concern.” There is credibility to writing with a clear voice, and without information overload. A painfully lengthy letter containing awkward details will probably hit the trash, so think offensively rather than defensively. You have one final chance to grab their attention as you close your letter so choose carefully.

Erika Boswell

Erika Boswell is Vice President of Recruiting at Financial Professionals, a Dallas-based financial staffing agency. With a background in Marketing and Management, Erika uses her expertise to place prospective job candidates and seasoned talent where they belong in the financial industry.

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