Addressing Common Myths about Recruiters
We’re addressing common myths and misconceptions about external recruitment agencies. Here at Jonathan Rhys, we're delivering you the facts about how we work and what you can expect when you partner with us.
Myth 1: Recruitment agencies charge candidates for their services.
Recruitment agencies are paid by the companies that hire them to find suitable candidates for their open positions.
The advice and support that we give job seekers is absolutely free. This is because we want to get you feeling prepared and confident about your interview to maximise your chances of getting that job offer!
Myth 2: Recruiters don't understand the roles they're hiring for.
Unfortunately there are some recruiters out there who get by on basic knowledge of the role they’re recruiting for. They give generic advice which tends to give little value to candidates preparing for job interviews.
At Jonathan Rhys Recruitment, we work closely with hiring managers to understand job requirements, hard skills, industry terms and trends so that we can engage in meaningful discussions with candidates about technical aspects.
Our in-depth industry knowledge enables us to guide candidates on certain career paths or highlight development opportunities to help them stay relevant in evolving tech landscapes.
We also consider cultural fit when evaluating candidates. As finding professionals who align with the company's values and work environment will create a platform for long term career success.
Myth 3: Recruiters only care about candidates with extensive experience.
We help fill positions at all levels within the European technology sector, from Computer Science graduates through to Senior Engineers. (Check out our latest jobs in technology).
When we’re actively seeking candidates, we look at potential, transferable skills, and attitude, as these factors contribute to a diverse and dynamic workforce.
Myth 4: Recruiters only pass around CV’s. They don't provide value.
We offer free advice and valuable insights to candidates to help them present themselves effectively and navigate the tech hiring landscape.
Our consultants regularly help with:
- CV writing - enhance appeal to employers and pass automated Applicant Tracking Systems.
- Interview preparation - sharing information about the full interview process, so that candidates know what to expect and can prepare accordingly.
- Salary advice - managing expectations through smart recommendations, based on industry benchmarks, work experience and skill set.
...And more!
Myth 5: Recruiters are only interested in filling roles quickly.
While speed is important, we prioritise finding the right fit for both the candidate and the company.
We not only aim to align your technical skills with the demands of the job, we also look at cultural fit. We want to help create a harmonious and collaborative working environment, so aligning your values and goals with that of the business is important.
Our consultants can also identify opportunities for professional development, based on their industry knowledge and your current skills, to help you stay relevant in an evolving landscape.
We want to maintain long-lasting relationships with both our candidates and clients. Therefore, we focus matching candidates to roles and businesses where they can thrive and achieve their career aspirations. Delivery of quality candidates helps our business clients overcome skill gaps and build a stronger workforce.
Myth 6: Recruiters have no influence in the hiring process.
For businesses, recruiters play a pivotal role in shaping the hiring process. We aim to positively influence employee retention rates and business development by streamlining the hiring process to improve efficiency and cost.
Salary Negotiations: A Guide for IT Professionals
Navigating salary negotiations can be a challenging task, especially for IT professions in the competitive Technology industry. However, by partnering with a reputable recruitment agency, like Jonathan Rhys Recruitment, you can gain a strategic advantage in securing the compensation you deserve.
In this comprehensive guide, we share our tips on how to navigate a better salary, and the benefits working with a recruitment agency to help you achieve a better outcome.
Top strategies to negotiate a higher salary:
- Research and Preparation
- Set Your Target Salary Range
- Highlight Your Value Proposition
- Timing and Approach
- Effective Communication
- Active Listening and Collaboration
- Handling Counteroffers
1. Research and Preparation:
- Understand the market: Conduct thorough research on salary trends and averages for your specific IT role and location. Online resources, industry reports, and salary surveys can provide valuable insights.
- Know your worth: Assess your skills, experience, certifications, and unique qualifications. Understand how these factors contribute to your market value and the impact you can make in a new role.
2. Set Your Target Salary Range:
- Determine your ideal salary range based on your research and personal circumstances. Consider your financial goals, cost of living, benefits, and other factors that contribute to your overall compensation package.
- Define a realistic minimum acceptable salary. This will serve as your bottom line during negotiations.
3. Highlight Your Value Proposition:
- Showcase your accomplishments: Prepare a comprehensive list of your achievements, projects, and contributions that demonstrate the value you bring to an organisation. Quantify your results whenever possible.
- Emphasise unique skills or certifications: If you possess specialised skills or certifications that are in high demand, highlight them during negotiations to strengthen your negotiating position.
4. Timing and Approach:
- Choose the right moment: Initiate salary discussions after receiving a formal job offer. This ensures that the employer has already expressed interest in hiring you, making negotiations more favourable.
- Express enthusiasm and gratitude: Begin the negotiation process by expressing your excitement about the opportunity and gratitude for the job offer. This positive tone sets the stage for constructive discussions.
- Aim high but be realistic: Start with a salary slightly above your target range to allow room for negotiation. This gives both parties an opportunity to find a middle ground that meets their needs.
5. Effective Communication:
- Clearly articulate your case: Clearly explain why you believe you deserve a higher salary. Link your skills, experience, and achievements to the value you will bring to the organisation.
- Use data and market research: Back up your arguments with relevant data, such as industry salary averages and your research on market rates. This objective information strengthens your negotiation position.
6. Active Listening and Collaboration:
- Understand the employer’s perspective: Listen carefully to the employer’s concerns or constraints regarding compensation. Seek to understand their priorities and work collaboratively to find a solution that benefits both parties.
- Explore alternative options: If the employer is unable to meet your desired salary, consider negotiating other aspects such as additional vacation days, flexible work hours, stock options, health benefits, retirement plans, and professional development opportunities.
7. Handling Counteroffers:
- Evaluate counteroffers carefully: If the employer presents a counteroffer, assess it based on your priorities, career goals, and overall fit with the organisation.
- Maintain professionalism: Whether accepting or declining a counteroffer, communicate your decision respectfully and professionally. Keep doors open for future opportunities.
Leveraging a Recruitment Agency for Successful Negotiations in the Technology Industry
In addition to the base salary, there are often other components of the compensation package that can be negotiated. A recruitment agency can help you explore and understand the full scope of the package, including bonuses, stock options, benefits, professional development opportunities, and more.
When you partner with Jonathan Rhys Recruitment, we take the time to understand your unique needs, preferences, and career goals. Based on this information, we can craft a negotiation approach that reflects your specific situation. For instance, if you prioritise a higher base salary, we will focus on emphasising your value proposition and using market data to support your request. On the other hand, if work-life balance is essential to you, the agency might explore negotiation alternatives like remote work options or additional vacation days.
We specialise in European Technology recruitment. Partner with us today and get access to top tech jobs at leading businesses in Europe, job search and interview support, and expert advice for your next career move. Send us your CV to get started.