Time to Talk: Why Mental Health Needs a Champion in the Workplace

/in , , , /by

The modern workplace is a pressure cooker. Deadlines loom, workloads pile high, and the constant connectivity can blur the lines between work and personal life. It’s no surprise then, that mental health issues are on the rise in the professional sphere.

But what happens when employees struggling with anxiety, depression, or other mental health concerns feel unable to speak up? The answer is often silence, isolation, and a decline in productivity and well-being. This is why advocating for better mental health resources and reduced stigma in the workplace is no longer optional – it’s essential.

 

The Cost of Silence

Mental health issues don’t just impact individuals; they have a significant ripple effect on businesses. Untreated mental health concerns can lead to increased absenteeism, presenteeism (being physically present but mentally checked out), and employee turnover. Studies by the World Health Organisation show that depression and anxiety alone cost the global economy $1 trillion annually in lost productivity.

 

Breaking Down the Stigma

One of the biggest hurdles to addressing mental health in the workplace is stigma. Employees may fear judgment, career repercussions, or even job loss if they disclose a mental health issue. Leaders have a responsibility to create a culture of openness and understanding. This means normalising conversations about mental health, dismantling negative stereotypes, and promoting empathy.

 

Building a Supportive Environment

There are several ways organisations can champion mental health in the workplace:

  • Provide Access to Resources: Offer employees access to Employee Assistance Programs (EAPs) or health insurance plans that cover mental health services.
  • Promote Work-Life Balance: Encourage employees to take breaks, utilise vacation time, and disconnect after work hours. Flexible work arrangements can also significantly reduce stress.
  • Normalise Self-Care: Create a culture where prioritising mental well-being is encouraged. This might involve offering on-site mindfulness workshops, promoting lunchtime meditation sessions, or providing access to fitness programs.
  • Train Managers: Equip managers with the skills to recognise signs of mental distress in their teams. Training can also help them have constructive conversations about mental health and offer appropriate support.
  • Lead by Example: Senior leaders play a vital role in setting the tone. Openly talking about their own experiences with mental health can go a long way in destigmatising the issue.

 

Investing in Mental Health is Investing in Success

By prioritising mental health and well-being, organisations foster a more engaged, productive, and loyal workforce. Employees who feel supported are more likely to be happy, healthy, and invested in their work. This translates to a more positive work environment for everyone, ultimately leading to business success.

 

Let’s Champion Change Together

Mental health is not a weakness – it’s a human experience. By advocating for better resources and open communication, we can create workplaces that prioritise the well-being of their employees. This Mental Health Awareness Week, let’s pledge to break down the stigma and build a future where everyone feels empowered to prioritise their mental health and thrive in their professional lives.

 

JGA Recruitment Group: Building Winning Teams

Finding the right talent is the first step towards a successful onboarding process. JGA Recruitment Group is a leading provider of recruitment solutions, specialising in Payroll and HR. Our team of experienced recruiters has a deep understanding of the Payroll & HR landscapes and can help you identify and attract top talent that perfectly aligns with your organisation’s needs.

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Book a call with our Customer Success Manager Natalie Lloyd: https://calendly.com/jganatalielloyd

Telephone: 01727800377

Email: info@jgarecruitmentinc.com

Website: https://jgarecruitmentinc.com

Essential Tips for Managing Stress During Your Job Hunt

/in , , , /by

Landing your dream job is a fantastic achievement, but the journey there can be fraught with stress. From crafting the perfect CV to navigating interviews, the job search process can feel like an emotional rollercoaster.

 

But fear not, intrepid job seeker! Here are some essential tips to help you manage stress and emerge victorious:

 

Acknowledge Your Feelings:

The first step is acknowledging that feeling stressed during a job search is perfectly normal. The pressure to find the right opportunity, coupled with the uncertainty of the outcome, can take a toll on even the most resilient individuals.

 

Embrace Routine:

Structure provides stability. Create a dedicated job search schedule, allocating specific times for tasks like updating your CV, researching companies, and applying for positions. Sticking to this routine will create a sense of control and prevent you from feeling overwhelmed.

 

Celebrate Small Wins:

The job search is a marathon, not a sprint. Celebrate every small victory, whether it’s landing an interview, receiving positive feedback on your CV, or simply completing a thorough company research session. These milestones will keep you motivated and focused on the bigger goal.

 

Mind Your Body:

Our physical and mental wellbeing are intricately linked. Prioritise activities that promote relaxation and stress relief. Exercise regularly, eat nourishing food, and get enough sleep. Taking care of your body helps you stay mentally sharp and emotionally resilient.

 

Connect with Your Support System:

Don’t go it alone! Surround yourself with positive and supportive individuals who believe in you. Talk to friends, family, or career mentors about your job search anxieties. Sharing your concerns can lighten the load and offer valuable perspectives.

 

Limit Job Board Scrolling:

Constant exposure to job postings can be counterproductive. While staying informed is important, set specific times for browsing job boards. Don’t get sucked into an endless cycle of scrolling, which can lead to discouragement and comparisonitis.

 

Focus on What You Can Control:

The job search process involves many factors outside your control. Focus on what you can influence, such as crafting a strong application, refining your interview skills, and researching potential employers. This empowers you and reduces feelings of helplessness.

 

Practice Mindfulness:

Mindfulness techniques like meditation and deep breathing can be powerful tools for managing stress. Taking a few minutes each day to focus on the present moment can calm the mind and reduce anxiety.

 

Remember Your Worth:

Job rejections can be disheartening, but don’t let them define your value. Remember your skills, experience, and accomplishments. Every rejection is a learning opportunity, not a reflection of your capabilities.

 

Seek Professional Help (If Needed):

If stress is significantly impacting your daily life, don’t hesitate to seek professional help. Therapists and career counsellors can provide valuable support and guidance during your job search journey.

 

By following these tips and adopting a positive mindset, you can navigate the job search process with confidence and emerge victorious. Remember, the right opportunity awaits – stay focused, manage your stress, and keep moving forward!

 

JGA Recruitment Group: Building Winning Teams

Finding the right talent is the first step towards a successful onboarding process. JGA Recruitment Group is a leading provider of recruitment solutions, specialising in Payroll and HR. Our team of experienced recruiters has a deep understanding of the Payroll & HR landscapes and can help you identify and attract top talent that perfectly aligns with your organisation’s needs.

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Book a call with our Customer Success Manager Natalie Lloyd: https://calendly.com/jganatalielloyd

Telephone: 01727800377

Email: info@jgarecruitmentinc.com

Website: https://jgarecruitmentinc.com

It’s Mental Health Awareness Week: Let’s Talk About Mental Wellbeing

/in , , , /by

This week, we turn our collective attention to a crucial aspect of overall health: mental wellbeing. Mental Health Awareness Week (MHAW) serves as a powerful reminder to prioritise our mental health, challenge stigmas, and open conversations about the challenges and triumphs we all face.

 

Why is Mental Health Awareness Week Important?

Mental health issues are more prevalent than many realise. According to the Mental Health Foundation, one in six people in England experience a mental health problem in a given week. Despite these statistics, mental health often remains shrouded in stigma, preventing people from seeking help. MHAW aims to break down these barriers, creating a more open and supportive environment.

 

What Can We Do During Mental Health Awareness Week (and Beyond)?

MHAW is a springboard for year-round action. Here are some ways we can all contribute to a more mentally healthy society:

  • Challenge the Stigma: Talk openly about mental health with friends, family, and colleagues. Normalise conversations about mental health challenges and the importance of seeking help.
  • Educate Yourself: Learn about common mental health conditions like anxiety, depression, and PTSD. Understanding the signs and symptoms can help you identify potential issues in yourself and others.
  • Practice Self-Care: Prioritise activities that nourish your mental well-being. This could include exercise, spending time in nature, meditation, mindfulness exercises, or pursuing hobbies you enjoy.
  • Reach Out for Help: If you’re struggling with your mental health, don’t hesitate to seek help. Talk to your doctor, a therapist, or a trusted friend or family member.
  • Support Mental Health Organisations: Organisations like Mind, Rethink Mental Illness, and the Samaritans provide vital support and resources for those struggling. Consider volunteering your time or donating to these causes.

 

Let’s Make Mental Health a Priority

Mental health is just as important as physical health. By creating open conversations, educating ourselves, and prioritising self-care, we can all contribute to a more mentally healthy and supportive society. This week, and every week, let’s create a space where everyone feels comfortable talking about mental health – because together, we can make a difference.

 

JGA Recruitment Group: Building Winning Teams

Finding the right talent is the first step towards a successful onboarding process. JGA Recruitment Group is a leading provider of recruitment solutions, specialising in Payroll and HR. Our team of experienced recruiters has a deep understanding of the Payroll & HR landscapes and can help you identify and attract top talent that perfectly aligns with your organisation’s needs.

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Book a call with our Customer Success Manager Natalie Lloyd: https://calendly.com/jganatalielloyd

Telephone: 01727800377

Email: info@jgarecruitmentinc.com

Website: https://jgarecruitmentinc.com

Nick Day wins The Global Vision Award at the 42nd Payroll Congress!

/in , , , /by

JGA Recruitment Group is thrilled to announce that our CEO, Nick Day, has received the esteemed Global Vision Award at the recent 42nd Payroll Congress – the world’s largest gathering of payroll professionals!

 

Nick has long been inspired by past winners like Sheri Sullivan and Catherine Honey, and this recognition as the 2024 recipient is a true privilege. His commitment to elevating the global profile of the payroll industry goes beyond words.

 

Whether it’s through JGA Recruitment Group, where he helps talented individuals secure career-defining opportunities, or by showcasing industry legends on The Payroll Podcast, Nick’s dedication is unwavering.

 

The past two decades have flown by in a whirlwind of activity, yet every moment has been cherished. Sharing the stage with Dan Maddux and the newly appointed President, Jim Bolek, CPP, to receive this award was a truly humbling experience. Nick’s signature smile says it all – pure joy and immense gratitude!

 

A heartfelt thank you goes out to everyone who contributes to the magic of the payroll industry. Over the past 22 years, Nick has had the pleasure of meeting countless remarkable individuals, and their support and the connections forged are deeply treasured.

 

Nick says “Thank you for allowing me to share this incredible journey with you. A huge thank you to everyone who has made this possible. I am truly humbled and unbelievably grateful to you all.”

 

Join us in congratulating Nick on this well-deserved recognition! His passion for the payroll industry is a beacon for all, and we at JGA Recruitment Group are incredibly proud to have him at the helm.

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

 

Book a call: https://calendly.com/jganatalielloyd

Telephone: 01727800377

Email: info@jgarecruitmentinc.com

Website: https://jgarecruitmentinc.com

Effective Onboarding Strategies for New Hires

/in , , /by

Onboarding Done Right: Retaining Top Talent Starts on Day One

First impressions matter. Especially when it comes to welcoming new hires to your organisation. Effective onboarding sets the tone for the employee experience and plays a crucial role in retention. New hires are often brimming with enthusiasm and a desire to contribute. A well-structured onboarding program capitalises on this initial wave of excitement, integrating them seamlessly into the team and ensuring they feel valued and supported. Here are some effective onboarding strategies to help you create a positive first impression and set your new hires up for success:

 

Preboarding: A Warm Welcome Awaits

The onboarding journey shouldn’t begin on the first day. Preboarding allows you to connect with new hires even before they step into the office. This could involve sending a welcome email with essential information, company swag, or even a video message from their future manager.

 

Hitting the Ground Running: A Smooth First Day

The first day can be overwhelming for new hires. Prepare their workstation beforehand, ensure their login details are set up, and have a clear schedule outlining their day. Introduce them to key colleagues, including their team members, HR representative, and any mentors they may have.

 

Learning and Development: Investing in Your People

Don’t just throw new hires into the deep end. Structured training sessions are crucial for familiarising them with company policies, processes, and tools. This can include product knowledge sessions, HR policy presentations, and software tutorials. But learning goes beyond formal training. Encourage mentorship programs where experienced colleagues can guide and support new hires.

 

Social Integration: Building Connections

A strong team culture creates a sense of belonging. Schedule team lunches or coffee breaks to help new hires integrate socially. Encourage team-building activities and informal interactions.

 

Feedback and Goal Setting: A Roadmap to Success

Regular check-ins with new hires allow you to address any concerns, answer questions, and provide feedback on their progress. Set clear goals and expectations for the first few weeks and months. This ongoing dialogue creates a sense of direction and builds trust between new hires and their managers.

 

Celebrating Success: Big Wins and Small Victories

Recognition goes a long way in motivating new hires. Acknowledge their contributions, no matter how small. Celebrate milestones and achievements – it shows you value their work and encourages continued effort.

 

Building a Strong Foundation for Long-Term Success

Effective onboarding is an investment that pays dividends. By creating a positive first impression, equipping new hires with the tools they need to succeed, and creating a sense of belonging, you set the stage for long-term success. Your new hires will be more engaged, productive, and likely to stay with your organisation for the long haul.

 

Onboarding is an ongoing process, not a one-time event.

By implementing these effective strategies, you can create a positive first impression, equip new hires with the knowledge and skills they need to succeed, and create a sense of belonging that keeps them engaged and motivated in the long run. Investing in a well-structured onboarding program is an investment in your most valuable asset – your people. It sets the stage for a positive and productive employee experience, leading to higher retention rates, increased productivity, and a more successful organisation overall.

 

JGA Recruitment Group: Building Winning Teams

Finding the right talent is the first step towards a successful onboarding process. JGA Recruitment Group is a leading provider of recruitment solutions, specialising in Payroll and HR. Our team of experienced recruiters has a deep understanding of the Payroll & HR landscapes and can help you identify and attract top talent that perfectly aligns with your organisation’s needs.

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Book a call with our Customer Success Manager Natalie Lloyd: https://calendly.com/jganatalielloyd

Telephone: 01727800377

Email: info@jgarecruitmentinc.com

Website: https://jgarecruitmentinc.com

Building a Positive Company Culture

/in , , /by

Company culture isn’t just about ping pong tables and free snacks (although those can be perks!). It’s the heart and soul of an organisation, encompassing the shared values, beliefs, attitudes, and behaviours that shape the employee experience. A positive company culture creates a sense of belonging, motivates employees, and drives overall success.

 

Here are some key strategies to build a positive company culture:

 

1. Define Your Values and Live Them:

Develop a clear set of core values that reflect your organisation’s mission and vision. These values shouldn’t be just words on a poster; they should be embedded in everyday practices. Ensure leadership actively demonstrates these values in their decisions and interactions with employees.

 

2. Open Communication and Transparency:

Create a culture of open communication where employees feel comfortable expressing ideas, raising concerns, and providing feedback. Regular company updates, town hall meetings, and anonymous surveys can help keep employees informed and engaged.

 

3. Recognition and Appreciation:

A simple “thank you” goes a long way. Recognise and appreciate employee contributions, big and small. Public recognition at team meetings, rewards programs, or even handwritten thank-you notes can significantly boost morale and motivation.

 

4. Empowerment and Ownership:

Give employees the tools and resources they need to succeed. Delegate tasks, encourage innovation, and allow employees to take ownership of their work. This creates a sense of responsibility and builds confidence.

 

5. Work-Life Balance and Flexibility:

Employees value a healthy work-life balance. Offer flexible work arrangements, remote work options, and encourage employees to take their allotted holidays. Respecting personal time demonstrates that you value their well-being and contributes to a happier, more productive workforce.

 

6. Professional Development and Learning:

Investing in your employees’ professional development shows you’re committed to their growth. Offer training programs, conference attendance opportunities, or tuition reimbursement to help them develop new skills and advance their careers.

 

7. Teamwork and Collaboration:

Encourage collaboration and teamwork across departments. This creates a sense of community, breaks down silos, and leads to better problem-solving and innovation. Team-building activities and social events can help build stronger relationships amongst colleagues.

 

8. Fun and Celebration:

Work doesn’t have to be all serious! Celebrate milestones, team achievements, and company holidays. Organise social events, team outings, or casual Friday dress codes to inject a bit of fun into the work atmosphere.

 

Building a positive company culture is an ongoing process that requires continuous effort and dedication. By implementing these strategies, you can create a thriving workplace where employees feel valued, respected, and motivated to contribute their best work.

 

Conclusion: Investing in Your People – Building a Strong Future

A positive company culture isn’t just about employee satisfaction; it’s a strategic investment in your organisation’s future. It leads to increased employee engagement, reduced turnover rates, and improved overall performance. Happy employees are more productive, innovative, and become strong brand ambassadors for your organisation.

 

JGA Recruitment Group: Building Your Dream Team

The right team is crucial for creating a positive company culture. JGA Recruitment Group can help you find the talent you need to build a thriving workplace. Our experienced recruiters specialise in identifying high-performing individuals who not only possess the necessary skills but also align with your organisation’s values.

 

Let JGA Recruitment Group help you build a team that embodies your company culture and drives success.

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Telephone: 01727800377

Email: info@jgarecruitmentinc.com

Website: https://jgarecruitmentinc.com

Closing the Gap: Steps We Can All Take for Equal Pay

/in , , /by

In the UK, women typically work an extra 52 days (almost two months) to earn what men do on average. This disparity is unacceptable, and achieving equal pay for equal work demands action from all of us.

JGA Recruitment Group is firmly committed to promoting fair compensation practices and fostering a diverse and inclusive work environment. While we actively work towards these goals within our own recruitment services, the responsibility for achieving equal pay extends far beyond any one organisation. Here’s a look at steps we can all take to bridge the gender pay gap:

 

  1. Challenge Unconscious Bias:

Unconscious bias can creep into the hiring process, leading to the undervaluing candidates. Here’s how to mitigate this:

  • Utilise anonymous resumes: By removing names and other identifying information, hiring managers can focus solely on qualifications and experience.
  • Standardise interview questions: Develop a set of pre-determined questions for all candidates in a specific role. This ensures a fair and objective evaluation process.
  • Train hiring managers on unconscious bias: Educate those involved in the hiring process on recognising and mitigating unconscious bias.

 

  1. Promote Salary Transparency

Open communication about salary expectations is crucial for achieving fair pay. Here are some ways to encourage transparency:

  • Research salary benchmarks: Conduct research to understand the average salary range for a specific role and location. This information can be a valuable starting point for salary discussions.
  • Disclose salary ranges in job postings: Providing salary ranges upfront allows candidates to make informed decisions about applying for a position.
  • Normalise salary discussions during interviews: Encourage open dialogue about salary expectations during the interview process.

 

  1. Advocate for Fair Compensation

Negotiating for fair pay is a vital skill. Here’s how to advocate for yourself and others:

  • Be prepared with data: Research salary benchmarks for your position and experience level. This data will strengthen your case when negotiating salary.
  • Practice your negotiation skills: Role-playing salary negotiations can help build confidence and ensure you present your worth effectively.
  • Speak up for colleagues: If you witness a gender-based pay disparity, use your voice to advocate for fair compensation for your colleagues.

 

  1. Support Upskilling Initiatives

Equipping employees with the skills and qualifications needed for advancement is crucial for closing the pay gap.

  • Support training programs: Encourage and support opportunities for employees to develop new skills and qualifications, making them strong contenders for higher-paying positions.
  • Promote mentorship programs: Mentorship programs can provide employees with guidance and support as they navigate their careers.
  • Advocate for flexible work arrangements: Flexible work arrangements can help employees better balance work and family responsibilities, allowing them to pursue career advancement without sacrificing personal needs.

 

Closing the Gap: A Collective Effort

Equal pay is not just a goal, it’s a necessity. By taking these steps and fostering a culture of transparency and accountability, we can all play a role in closing the gender pay gap. JGA Recruitment Group is committed to working with businesses that prioritise diversity and equal opportunities. Let’s work together to create a workplace where everyone is valued and rewarded fairly!

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

5 Top Tips to Cultivate a Happy and Engaged Workforce

/in , , , /by

Employee happiness isn’t just a feel-good notion; it’s a strategic advantage. Studies consistently show that happy employees are more productive, creative, and loyal to their companies. But how do you create a work environment that fosters this kind of positive employee experience?

At JGA Recruitment Group, we understand the importance of building a happy and engaged workforce. Here, we share five key tips to get you started:

1. Recognition and Appreciation

Everyone wants to feel valued. A simple “thank you” or a public shout-out for a job well done can make a big difference. Make recognition a regular part of your company culture, and watch your team morale soar.

2. Invest in Growth

Employees who feel there’s a path for them to learn and develop are more likely to be engaged and stay with your company. Provide opportunities for training, mentorship, or even conference attendance. Investing in your employees’ growth shows you value them as individuals and their long-term contribution to the company.

3. Embrace Flexibility

In today’s world, a healthy work-life balance is essential. Consider offering flexible work arrangements, remote work options, or compressed workweeks. This allows employees to manage their personal commitments without sacrificing their work contributions.

4. Foster Open Communication

Transparency and open communication are key to building trust. Keep your team informed about company developments, and encourage honest feedback. Regular team meetings, anonymous surveys, and open-door policies can help create a space where employees feel comfortable sharing their thoughts and concerns.

5. Celebrate Wins (Big and Small!)

Don’t wait for a major milestone to celebrate your team’s achievements. Acknowledge and celebrate successes big and small. Organise social events, team outings, or even casual dress days to boost team spirit and morale.

Building a happy and thriving workforce is an ongoing process, but the rewards are significant. By implementing these tips, you can create a work environment where employees feel valued, motivated, and empowered to do their best work.

Contact JGA Recruitment Group

Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: info@jgarecruitmentinc.com.

JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.

Our Impact

/in , , , /by

Sustainability and environmental impact are paramount to JGA Recruitment Group as we recognise our responsibility to minimise our footprint and contribute positively to the planet.

We believe that fostering a sustainable business model not only benefits the environment but also enhances the well-being of our communities and strengthens our brand reputation.

Through mindful practices, such as reducing waste, conserving resources, and supporting eco-friendly initiatives, we aim to lead by example in creating a brighter, greener future for generations to come.

 

Negotiating Salaries via Email: Why More Employees are Choosing this Route

/in , , /by

It’s not surprising that salary negotiations have gone digital. Email is the go-to method of communication at work, for 74% of people. This is likely a reflection of contemporary working and a need for efficiency. Discussing compensation packages in this way eliminates awkward silences and makes sure key points aren’t missed. It also allows more time to curate responses.

Some candidates may be hesitant to be forceful or unsure what to mention, but emails provide a neutral platform for communicating a person’s needs and wants.

So why does this digital shift make sense?

 

More time to collect evidence and present proof

Discussing salary by email gives candidates the space and time to compile and present proof of their value. The rapid pace of face-to-face negotiations can overshadow the case they’re presenting. An effective email conversation provides a chance to meticulously construct an argument.

 

It’s quick but effective

Involved parties can reply in their timeframe and keep control of the negotiation. It also removes the pressure to instantly respond. Proper analysis of a counteroffer can be completed, and confidence can be expressed in the wording used.

 

A digital trail of every conversation

There’s no worries about discrepancies for applicants going forward as there’s a digital record of the whole conversation. It’s a reliable reference of all topics discussed and mutually agreed terms. The added layer of protection prevents miscommunication and conflicts later on.

 

How to craft an ideal salary negotiation email?

  1. Show appreciation and drive

Begin positively. Thank your new potential employer for offering you the role and let them know of your excitement. This will set the tone for the rest of the email.

 

  1. Express your intention to reach an agreement

Prepare your new employer for the topic of conversation. Be open and honest about your intentions to discuss your salary.

 

  1. Make your argument

Present your case. Why are you certain your value exceeds the initial amount proposed? Revisit your experience, achievements and any skills which are relevant to the role.

 

  1. Have a counteroffer ready

Look into the industry norms for your secured position. Propose a new figure that matches your value. It should be confident but remain within reasonable bounds. Back this up with supporting evidence.

 

  1. Ask their thoughts

Propose a call or meeting to speak about your counteroffer. This paves the way for continued negotiating. It also guarantees prompt responses to any queries or concerns.

 

  1. Be professional when signing off

Sign your email by reiterating your enthusiasm for the role at hand. Voice your eagerness to settle the discussion on pay, with a result that suits both sides.

 

Summary

In-person interactions still hold the most value, but using emails for salary negotiations presents a technical advantage. They illuminate the stress of direct discussions, allowing candidates to articulate their points without worry of being thrown off by unexpected queries.

Constructing a negotiation email properly demonstrates professionalism and assurance. Both traits should be recognised positively by a prospective employer.

Don’t underestimate emails as a key tool for salary negotiating. When it’s used correctly, outcomes can be secured that are mutually beneficial.

 

Written by Hannah Walters

https://hannahmillercontentncoffee.wordpress.com/

James Gray Associates Ltd

Suite 4, 1 Lea Business Park
Lower Luton Road
Harpenden
Hertfordshire
AL5 5EQ

JGA Recruitment, Inc.

8 The Green, STE B
Dover,
Delaware, 19901
USA

Tel: +1 302 857 0446 | Email: info@jgarecruitment.com | Click to add send us a vacancy | Click to send us your resume