Tag: employers

Job offer

Shift yоur mindset аbоut the jоb оffer

Think аbоut the оffer in terms оf yоur develорment, quаlity оf life, аnd the vаriety оf the wоrk yоu wаnt tо dо. Think аbоut the trаde-оffs yоu аre gоing tо mаke.

When аn emрlоyer extends а jоb оffer tо yоu, he hаs рsyсhоlоgiсаlly соmmitted tо yоu. Yоu hаve mоre leverаge tо shарe yоur jоb desсriрtiоn аnd imрrоve yоur sаlаry аnd benefits расkаge immediаtely аfter yоu аre mаde аn оffer thаn in yоur first twо yeаrs оf emрlоyment.

Соmmitment аnd enthusiаsm

The рurроse оf the interview is tо get the оffer. The next stаge is аbоut соnsidering the оffer, then negоtiаting with yоur new emрlоyer.

Emрlоyers need tо feel thаt yоu аre соmmitted. Соntinue tо be enthusiаstiс in yоur deаlings with yоur рrоsрeсtive mаnаger sо yоu dоn’t sоund unсertаin thаt yоu wаnt the jоb.

Metriсs fоr аssessing а jоb оffer

Think аbоut whаt is imроrtаnt in yоur рrоfessiоnаl аnd рrivаte life, then аssess the оffer аgаinst these metriсs.

  • Sаlаry: Even when the mоney is enоugh, yоu need tо figure оut if it’s wоrthy оf yоur knоwledge аnd skills аnd in line with the lосаl mаrket.
  • Jоb соntent: Соnsider whether yоu will derive jоb sаtisfасtiоn frоm the оffer. Tо аnswer this questiоn, yоu need tо knоw the kinds оf асtivities yоu wаnt tо be invоlved in аnd the skills yоu wаnt tо use. Yоu will need а deeр understаnding оf whаt’s exрeсted оf yоu tо deсide whether yоu dо indeed wаnt the jоb.
  • Сulturаl fit: Аsk yоurself if it is а рlасe where yоu will be hаррy, сhаllenged, аnd where yоu will thrive. It might mаke sense tо dо а triаl run tо see whаt yоur соlleаgues аre like.
  • Flexibility, vасаtiоn, аnd оther рerks: Flexible hоurs аnd vасаtiоn time аre inсreаsingly vаluаble рerks. During the evаluаtiоn stаge, it’s imроrtаnt tо find оut whether сurrent emрlоyees аre аffоrded suсh benefits.
  • Оther орtiоns: Аlsо, аssess yоur wаlk-аwаy аlternаtives. Think аbоut the оffer in terms оf the соst аnd benefit оf stаrting the jоb seаrсh рrосess оver аgаin, оf stаying in yоur сurrent jоb, оr оf first seeing whаt оther оffers mаteriаlize.
Negоtiаting а jоb оffer: Devise yоur рlаn

Оnсe yоu knоw whаt elements оf the оffer yоu wоuld like tо сhаnge, yоu need tо deсide whiсh раrts yоu аre gоing tо рress аnd hоw yоu will dо it.
If yоu аre deаling with аn intermediаry, suсh аs аn HR аdministrаtоr оr а reсruiter, remember nоt оnly tо mаke requests but аlsо tо аsk questiоns, give infоrmаtiоn, аnd shаre ideаs tо mаke the jоb mоre раlаtаble.

Be tоugh but сheerful during the negоtiаtiоn

During the stаge оf the сlаssiс negоtiаtiоn, mаximize the соst оf the things yоu аre рreраred tо ассeрt while minimizing the things yоu’re аsking fоr.

Sаy nо (роlitely) if the jоb feels nоt right

There will be sоme give аnd tаke in negоtiаtiоns fоr а new jоb, but if everything yоu аsk fоr is а “nо”; it demоnstrаtes inflexibility оn the раrt оf yоur рrоsрeсtive emрlоyer аnd соuld be а red flаg.
If yоur internаl mоnitоring system tells yоu thаt yоu shоuld nоt tаke the jоb, listen. Hоwever, turn it dоwn роlitely аs they соuld be роtentiаl сustоmers, роtentiаl аdvisоrs, оr even yоur future emрlоyers.

Reference

https://hbr.org/2017/04/how-to-evaluate-accept-reject-or-negotiate-a-job-offer

Gig Economy

What Is the Gig Economy?

In a gig economy, temporary, flexible jobs are commonplace and companies tend to hire independent contractors and freelancers  instead of full-time employees. A gig economy undermines the traditional economy of full-time workers who often focus on their career development.

Understanding the Gig Economy

In a gig economy, large numbers of people work in part-time or temporary positions or as independent contractors. The result of a gig economy is cheaper, more efficient services, such as Uber or Airbnb, for those willing to use them. People who don’t use technological services such as the Internet may be left behind by the benefits of the gig economy. Cities tend to have the most highly developed services and are the most entrenched in the gig economy. A wide variety of positions fall into the category of a gig. The work can range from driving for Lyft or delivering food to writing code or freelance articles. Adjunct and part-time professors, for example, are contracted employees as opposed to tenure-track or tenured professors. Colleges and universities can cut costs and match professors to their academic needs by hiring more adjunct and part-time professors.

The Factors Behind a Gig Economy

America is well on its way to establishing a gig economy, and estimates show as much as a third of the working population is already in some gig capacity. Experts expect this working number to rise, as these types of positions facilitate independent contracting work, with many of them not requiring a freelancer to come into an office. Gig workers are much more likely to be part-time workers and to work from home. Employers also have a wider range of applicants to choose from because they don’t have to hire someone based on their proximity. Additionally, computers have developed to the point that they can either take the place of the jobs people previously had or allow people to work just as efficiently from home as they could in person.

Economic reasons also factor into the development of a gig economy. Employers who cannot afford to hire full-time employees to do all the work that needs to be done will often hire part-time or temporary employees to take care of busier times or specific projects. On the employee’s side of the equation, people often find they need to move or take multiple positions to afford the lifestyle they want. It’s also common to change careers many times throughout a lifetime, so the gig economy can be viewed as a reflection of this occurring on a large scale.

During the coronavirus pandemic of 2020, the gig economy has experienced significant increases as gig workers have delivered necessities to home-bound consumers, and those whose jobs have been eliminated have turned to part-time and contract work for income. Employers will need to plan for changes to the world of work, including the gig economy, when the pandemic has ended.

Criticisms of the Gig Economy

Despite its benefits, there are some downsides to the gig economy. While not all employers are inclined to hire contracted employees, the gig economy trend can make it harder for full-time employees to develop in their careers since temporary employees are often cheaper to hire and more flexible in their availability. Workers who prefer a traditional career path and the stability and security that come with it are being crowded out in some industries.

For some workers, the flexibility of working gigs can actually disrupt the work-life balance, sleep patterns, and activities of daily life. Flexibility in a gig economy often means that workers have to make themselves available any time gigs come up, regardless of their other needs, and must always be on the hunt for the next gig. Competition for gigs has increased during the pandemic, too. And unemployment insurance usually doesn’t cover gig workers who can’t find employment.

In effect, workers in a gig economy are more like entrepreneurs than traditional workers. While this may mean greater freedom of choice for the individual worker, it also means that the security of a steady job with regular pay, benefits—including a retirement account—and a daily routine that has characterized work for generations are rapidly becoming a thing of the past.

Lastly, because of the fluid nature of gig economy transactions and relationships, long-term relationships between workers, employers, clients, and vendors can erode. This can eliminate the benefits that flow from building long-term trust, customary practice, and familiarity with clients and employers. It could also discourage investment in relationship-specific assets that would otherwise be profitable to pursue since no party has an incentive to invest significantly in a relationship that only lasts until the next gig comes along.

Should Employers Check Social Media Accounts of Potential Employees?

In today’s world everyone has at least one social media account. This shows how much social media has gained popularity especially among youth. With this rise, an increasing number of companies are utilizing it to screen job prospects which means they check their potential employee’s social media account. So, make sure your social media profiles are appropriate for work because it could possibly have negative impact on your work life. It has the potential to cost you your present work as well as future career chances. According to a poll conducted by career builder in 2018, the result depicted that 70% of employers use social media to evaluate candidates throughout the recruiting process, while 43% use it to check on current employees.

Employers examine social media accounts for a variety of reasons, but the most common one is to ensure that a candidate is a good match for their firm. they do so because social media accounts allow them to get a look of a person’s personality outside of their resume, which aids them in finding the best candidate for their company.

However, Before relying on any information obtained from social networking sites such as Facebook, Twitter, Instagram, or LinkedIn, it’s vital to understand that there are several flaws to be wary of. When checking a candidate’s social media history, employers and HR professionals should be cautious. A social media history should only be evaluated as part of a comprehensive background check on job applicants. A criminal history record, as well as academic and job verifications, should all be included in a background check that can easily be done by hiring a third-party who is good in running background checks on applicants. 

Everyone who is seeking for a job or will be applying in the future should examine their social media profiles and not entirely delete their online presence. Because as per statistics 47% Employers do not call  people for interviews if they can’t locate them online. More than a quarter of employers say they like to acquire more information before phoning a candidate, and 20% say they expect candidates to have an online presence. so, deleting a social media account out of fear of shame is a no-no. you can simple keep it clean anyway. 

Now, the question of privacy comes into play. So, Employers are perfectly legal to examine public social media platforms, but anything beyond public accounts is a murky area. As long as the employer has access to public information that everyone can see, there should be no privacy concerns.  But a major pitfall is that A social media search, on the other hand, cannot provide a check on the authenticity or veracity of the material. As with any other background or reference check, the information obtained through social media must be checked for accuracy because a person’s whole career is dependent on that 1 job. Employers should use extreme caution when using social media searches to gather information about job candidates. At the absolute least, companies should consult their attorneys before obtaining information for employment reasons via social media. 

As per the data collected, following are the types of posts and behaviors that left a negative impression on employers. It is essential to know this because more than half of the employers i.e. 57% polled claimed that they discovered something through their social screenings that caused them to reject a candidate. 

Provocative or improper photos, videos, or information were shared by a job candidate: 40%
job applicants disclosed details regarding their drinking or drug use: 36%
Discriminatory remarks on color, gender, religion, and other factors were made by a job candidate: 31%
The following job contender was related to illegal activity: 30%
An applicant for a job lied about their qualifications: 27%
Candidate’s communication abilities were poor: 27%
A job seeker slandered their prior employer or coworkers: 25% 
The screen name of a job seeker was unprofessional: 22%
Former employers’ private information was disclosed by a job candidate:  20% 
Candidate for a job lied about an absence: 16%
Candidate postings are very frequent: 12%

Professionals should not take any shortcuts when it comes to establishing a positive internet presence once they have landed a job. According to the survey, 48% of companies visit social networking sites to do background checks on existing employees and as per sources they had fired them too. So one seeking job or an employee should keep his/her social media accounts clean in order to secure their jobs.