Why should we use IRES versus (fill in with name of the highest cost retained firm that comes to mind)?
Your Retained Executive Insurance Recruiters of Choice…IRES, Inc.
For anyone who has made it to the final stages of an interview process the common question that surfaces is one surrounding how to determine what to ask for as a new salary. There is always second-guessing and Monday-night quarterbacking when it seems as if you got what you wanted too easily.
The fact is there is no one single answer as this changes for junior level positions and becomes more complex for senior roles involving specialty skills (lawyers, actuaries, executives, etc.)
First there are many components to an offer ranging from salary alone, salary + vacation, and up through salary plus stock options, multi-tiered performance bonus, relocation plans and more.
The usual components are:
For mid level management jobs this list can stretch to include :
Senior level positions can have all of the above plus:
On average most new offers arrive within a range percentage-wise. That percentage can fall within a ten to twenty-five percent or more increase over your current base salary. That’s just comparing salary to salary. All other components must be evaluated linearly as well.
Some positions can command, in unique situations and for skills and knowledge/experience that is in very short supply … offer increases that exceed 25 percent and go up to 40% or more. But it all depends.
If you click on this salary bar chart you will notice in 2013 most offers were presented with values ranging from 15 to 35% above a professional job applicant’s current salary.
You will also notice the range has been creeping higher in recent years with the trend continuing 2014 (not included on this chart) and through 1st quarter of 2015.
Many variables effect your new salary expectations including:
To read the full LinkedIn article CLICK HERE
Thinking about a career move? Don’t interview without calling IRES first your only choice for Insurance Executive Recruiters. With over 25 years in recruiting on both sides of the Atlantic we can provide invaluable advice during your search.
Each week our office receives calls from professional, career-aspiring individuals seeking another career opportunity. In many cases they came recommended to us in one way or another. Usually it was a former client or placed talent making the referral. About half of these individuals are polished and well prepared for their first discussion with executive search consultants. They are the ones that are relaxed, confident and are able to discuss business while remaining cordial.
But nearly half are woefully unprepared even for the most casual and informal initial telephone discussion. Let alone being prepared for an actual formal interview.
These individuals come from all types of educational backgrounds. Some have their PhDs while others have Masters degrees while the remaining received some type of 4 year baccalaureate degree.
There are many reasons why recruiters are unable to help a large segment of people that reach out to us. Even those who came recommended by friends of the firm or past clients. Most boil down to 5 underlying factors.
5 Reasons You Might be Unprepared for Your Recruiter Audition
From the above items you will notice that some can be overcome with practice and candid discussions with friends, family or peers. Your expectations can be clarified. Your communication skills improved upon with practice … just like a musician. Other items are not as malleable such as your job track record which is something more or less welded in place.
But even there, there are ways experts can improve how you present your job record in a manner that is most flattering to yourself. This can be done without changing factual dates, titles or roles, but by simply writing your resume in a manner where it features your skills in the most flattering context and format.
Stay tuned for more helpful advise from your Insurance Executive Recruiters at IRES.
Frank Risalvato, Retained Insurance Executive Recruiter gives hiring managers insight on how to assess the actual talent pool for your open positions.
Have you ever wondered why so few people are being presented for your insurance executive positions? Read more on how to calculate your Realistic Talent Pool in this CPC, Executive Recruiter at IRES a Call at 704-243-2110.
We are proud to have Frank Risalvato, CPC and President of IRES, Inc. featured in THREE books on the Recruiting Industry as an expert in his field.
Frank has recently been featured in a new book “How to Open & Operate a Financially Successful Staffing Service Business” By Kristie Lorette. We are proud that he is constantly sought after as an expert in the industry. Congratulations Frank.
IRES, Inc. began providing retained insurance executive recruiting services in January 1991. As a company which evolved to become specialized as insurance recruiters, we are proud to be standing strong beside you and your team 20 years later this January 2011.
Just posted on the Charlotte Chamber of Commerce News page click here to visit the Chamber post :
|New Book “A Manager’s Guide to Maximizing Search Firm Success” Released|
|Published Monday, November 22, 2010 7:00 am|
Charlotte, NC, November 2010: Many first time managers promoted to the task of recruiting and hiring are given very little to go on by their own senior management. Frank G. Risalvato’s new book, A Manager’s Guide to Maximizing Search Firm Success is here to help guide managers. What began as a pamphlet that was sent to newly minted managers has grown into a 96 page book kept short intentionally so as to get to the point quickly for busy managers.
Maximizing Search Firm Success is helpful for senior level executives that were working under beliefs that had become obsolete or holding antiquated and pre-conceived notions. Every company department manager, small business owner, or board of director or senior executive – whether a novice or highly experienced – can now have the inside scoop on gaining an advantage when dealing with recruiting firms like no one has ever provided before. (more…)