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When it comes to sharing salary expectations, you don't want to quote a high figure and push yourself out of the budgeted salary range. You also don't want to quote a low figure and cheat yourself out of what you are worth. (unless you desperately need a job and willing to compromise). The best approach is to do some research to get a number—learn as much as possible about the position and comparable salaries from local industry sources and job sites. See if you can get any insider information, too. Try looking for salary information on the company’s website or understanding from the recruiter about market salaries and if there is any scope of negotiations. You will likely come up with a range, and you should put the highest number in that range, based on your experience, education, and skills. And yes, that’s a little aggressive, but continue to read on. Ensure you use the words “(flexible)” or “(negotiable)” next to your number. This way you’re certain you can find a way to satisfy both yourself and your prospective employer. You are now setting the stage for negotiations. Professor Adam Galinsky of the Kellogg School of Business at Northwestern University has explained the anchoring phenomenon this way: Items being negotiated have both positive and negative qualities—qualities that suggest a higher price and qualities that suggest a lower price. High prices selectively direct our attention toward an item's positive attributes while low prices direct our attention to its flaws. By stating a salary requirement that is lower than your prospective employer might be willing to pay, you not only cheat yourself out of more money, but you might come across to the employer as very economical and with possible shortcomings. By stating a salary higher than they might be willing to pay, you risk little harm, so long as you indicate that your salary requirements are flexible. And at the same time, you are communicating that you already know your skills are valuable. You have also given yourself enough room to negotiate if you are offered the job. Research has proven that people are happier with the outcome of a negotiation if their bargaining partner starts at point A, but reluctantly concedes her first couple of requirements before saying “yes.” So, by stating an initial salary that leaves room for negotiation (keep room for at least three negotiations, or back-and-forth conversations), you’re more likely to get what you actually want. By far the best advice on making an aggressive opening offer is that contained in Galinsky’s short article, " Should You Make the First Offer? " The three major takeaways are these: Don't be afraid : Galinksy’s research shows that people typically tend to be fearful of the opposite partner walking away in response to an initial quoting/offer, and that most negotiators make first offers that aren’t aggressive enough. Focus on your target salary: Determine your best-case-scenario outcome, and focus on that. Negotiators who focus on their target price make more aggressive first offers and ultimately reach more profitable agreements than those who focus on the minimum amount they’d be satisfied with. Be flexible : Always be willing to concede your first offer. In doing so, you'll still likely get a profitable deal, and the other side will be pleased with the outcome. Remember, there’s little to risk if you put the highest number you can justify , but there’s a lot to lose if you don’t.

Preparing for a job interview is a crucial step in landing the position you desire, regardless of whether you're a fresh graduate venturing into the professional world or a seasoned expert seeking new opportunities. It's essential to master the etiquette fundamentals to ensure you leave a lasting impression. Here's a comprehensive guide to help you navigate the before, during, and after stages of your interview: 1. Research: Before stepping into the interview room, equip yourself with thorough knowledge about the company. This includes browsing through their website, scouring the internet for recent news or accolades, and understanding their core values and mission. Take note of key details such as recent expansions or achievements, as these can be valuable conversation points during the interview. Additionally, familiarize yourself with the backgrounds of your interviewers, leveraging platforms like LinkedIn to gain insights into their professional journeys. Referencing this information during the interview demonstrates your genuine interest, diligence, and attention to detail. 2. Rehearse: Prepare yourself for the anticipated interview questions you're likely to encounter during the interview. Classic inquiries such as "Why do you want to work for this company?" or "What are your strengths and weaknesses?" are almost inevitable. Take the time to formulate insightful responses to these questions, as well as others relevant to your field. Consider conducting mock interviews with a friend or mentor to practice articulating your thoughts and refining your delivery. This rehearsal process not only boosts your confidence but also enhances your ability to think on your feet during the actual interview. 3. Job Responsibilities : Study the job description meticulously to grasp the intricacies of the role and how your skills and experiences align with its requirements. Ensure you're well-versed in the details of your own resume, as the interviewer may delve into specific aspects of your professional background. Familiarize yourself with the responsibilities associated with the position and be prepared to discuss how you can add value if selected. Arrive at the interview venue ahead of time to acclimate yourself to the surroundings and avoid any last-minute rushes. 4. Formal Attire: Your attire plays a significant role in shaping the initial impression you make on the interviewer. Aim to dress professionally, adhering to the corporate culture of the organization. Opt for a polished, conservative ensemble, such as a dark suit paired with a crisp white shirt. Pay attention to grooming details, ensuring your appearance exudes professionalism. Avoid flashy accessories or overpowering fragrances, as these distractions can detract from your overall presentation. 5. Body Language: Non-verbal cues speak volumes during an interview, so be mindful of your body language . Start by initiating the conversation with a genuine compliment, which sets a positive tone from the outset. Offer a firm handshake, maintaining eye contact and a friendly smile to establish rapport with the interviewer. Throughout the interview, maintain an open posture and refrain from fidgeting or crossing your arms, as these gestures can convey nervousness or disinterest. Accept any offered refreshments graciously, as this simple act can provide a moment of respite to gather your thoughts. 6. Presentation: During the interview, communicate your experiences and accomplishments clearly and concisely. Avoid responding with simple "yes" or "no" answers, opting instead to provide detailed explanations where appropriate. Remember that the duration of the interview serves as your opportunity to showcase why you're the ideal candidate for the role. Be authentic in your responses, refraining from exaggeration or misrepresentation, as interviewers are adept at discerning honesty. Furthermore, refrain from speaking negatively about past employers, as this reflects poorly on your professionalism and integrity. 7. Sharing Salary Expectations: When it comes to sharing salary expectations , you don't want to quote a high figure and push yourself out of the budgeted salary range. You also don't want to quote a low figure and cheat yourself out of what you are worth. (unless you desperately need a job and willing to compromise). The best approach is to do some research to get a number—learn as much as possible about the position and comparable salaries from local industry sources and job sites. See if you can get any insider information, too. 8. Ask Questions: Demonstrate your interest in the role and the company by asking thoughtful questions during the interview . Inquire about the day-to-day responsibilities of the position, the organizational culture, and potential growth opportunities within the company. Consider questions such as whether there's a specific reason for the vacancy or what challenges the company has encountered in similar roles in the past. Engaging in dialogue showcases your enthusiasm and commitment to understanding the role and its expectations. 9. Thank You Note: Following the interview, express your gratitude to the interviewer for their time and consideration. Consider sending a handwritten thank-you note as a personal touch, reinforcing your appreciation for the opportunity. While email correspondence is acceptable for prompt communication, a handwritten note adds a memorable touch that sets you apart from other candidates. Avoid overdoing it with extravagant gestures, as excessive follow-up can come across as insincere or desperate. 10. Post-Interview Research: After the interview, continue your research into the company to gain deeper insights into its management style and employee satisfaction. Reach out to current employees or other contacts within the organization to glean firsthand perspectives on the company culture and work environment. This additional information can help you make an informed decision about whether the company aligns with your career aspirations and values. In conclusion, thorough preparation, professionalism, and attention to detail are key to acing your job interview. By adhering to these guidelines and showcasing your strengths and qualifications authentically, you'll increase your chances of leaving a lasting impression and securing the position you desire. Good luck!

In the ever-evolving landscape of job searching, one strategy remains steadfastly effective: networking. Regardless of whether you find yourself recently unemployed, fresh to the job market, or continuously seeking opportunities amidst global challenges, leveraging your professional network is not just advisable—it's imperative. However, the approach to networking must adapt to the current environment. Here, we outline key guidelines for effectively tapping into your network during these unprecedented times. The Importance of being Specific in Your Requests When seeking assistance from your network, clarity is paramount. People are generally more inclined to assist when presented with clear and specific requests. Given the prevalent uncertainties and personal challenges, the time and capacity of your network are likely limited. Therefore, it's crucial to tailor your outreach with precise inquiries. For instance, rather than a vague appeal for help, consider framing your request with specifics like: "Could you share insights about working in the [X industry]?" "Would you be able to introduce me to your colleague who is hiring for [Y role]?" By articulating clear needs, you enhance the likelihood of receiving an actionable response and potentially open avenues for additional support. Before engaging your network, take time to clarify your professional aspirations and value proposition. Understanding your unique skills and career objectives enables your contacts to advocate for you more effectively if suitable opportunities arise. Embracing Empathy and Authenticity when Searching for a Job During challenging times, genuine connection is essential. It's crucial to acknowledge that everyone is navigating personal and professional challenges. Begin your communications with sincere inquiries about the well-being of your contacts and acknowledge the broader context of uncertainty and change. Craft personalized and empathetic messages that demonstrate your consideration for their circumstances. Moreover, tailor your approach based on the relationship level you share with each contact. Strive for a conversational tone that resonates with the depth of your connection. Practicing Patience In a period marked by heightened stress and disruptions, exercising patience is essential. Avoid pressuring or bombarding individuals with repeated requests for immediate responses. If you haven't received a reply within a reasonable timeframe (e.g., one to two weeks), a gentle follow-up is appropriate. Respect varying response times and avoid taking delays personally. Prepare yourself for the reality that persistence may be necessary to connect with the right support. It's vital to remain patient and understanding while navigating the complexities of networking during challenging times. Conclusion: Strategic Networking in Current Times In summary, the current climate underscores the importance of thoughtful and strategic networking practices. By articulating specific requests, demonstrating empathy, and exercising patience, you can navigate job networking effectively even during challenging times. Remember, fostering genuine connections and understanding individual circumstances are fundamental to building a supportive network capable of aiding you in your career pursuits. Embrace these best practices to maximize the potential of your networking efforts and navigate the job market with resilience and adaptability.

Dubai, the vibrant and cosmopolitan city nestled in the heart of the United Arab Emirates, is a beacon of opportunity for professionals worldwide. With its booming economy, diverse industries, and dynamic business environment, Dubai attracts talent from across the globe. However, for both job seekers and employers, navigating the recruitment landscape can be daunting. This is where recruitment agencies play a pivotal role, serving as the bridge between talent and opportunity. In this comprehensive guide, we delve into the world of recruitment agencies in Dubai, exploring their functions, benefits, challenges, and providing invaluable insights to help individuals and businesses alike achieve their goals. Understanding the Role of Recruitment Agencies: Recruitment agencies in Dubai act as intermediaries between employers and job seekers, facilitating the hiring process and matching the right talent with the right opportunities. They play a multifaceted role, offering a range of services that include candidate sourcing, screening, interviewing, and placement. By leveraging their industry expertise, networks, and resources, recruitment agencies streamline the hiring process, saving time and effort for both parties involved. Benefits of Using Recruitment Agencies: For Job Seekers: Access to Exclusive Opportunities: Recruitment agencies often have access to job openings that are not advertised publicly, giving job seekers access to a broader range of opportunities. Career Guidance and Support: Recruitment consultants provide valuable guidance and support throughout the job search process, offering insights into market trends, resume writing tips, interview preparation, and salary negotiation. Efficient Matching: With their in-depth knowledge of the job market and client requirements, recruitment agencies can match candidates with roles that align with their skills, experience, and career aspirations, increasing the likelihood of a successful placement. For Employers: Time and Cost Savings: Outsourcing the recruitment process to agencies saves employers valuable time and resources spent on sourcing, screening, and shortlisting candidates. Access to Talent Pool: Recruitment agencies maintain extensive databases of qualified candidates, allowing employers to tap into a diverse talent pool and find the best fit for their vacancies. Expertise and Industry Insights: Recruitment consultants bring industry-specific expertise and insights into market trends, salary benchmarks, and competitor analysis, helping employers make informed hiring decisions. What to consider when evaluating a recruitment company or an executive search firm Reputation: Conduct thorough research, seek recommendations, and evaluate the track record and credibility of potential partners before engaging their services A positive reputation often indicates reliability, professionalism, and successful placements. Industry Expertise: Evaluate whether Genesis specializes in your industry or sector. Firms with deep industry knowledge often have better insights into the specific talent needs and challenges faced by companies within that sector. Track Record: Consider Genesis's track record of successful placements for executive roles. Experience in placing candidates in key leadership positions can be a strong indicator of the firm's effectiveness in executive search. Network and Reach: Assess the firm's network and reach, both locally and internationally. A wide network can provide access to top-tier executive talent, while international reach can be beneficial for companies with global operations or aspirations. Customized Approach: Look for a firm that takes a personalized and customized approach to executive search, tailoring their services to meet the unique needs and culture of your organization. Cost: Employers may incur fees for using recruitment services, either on a contingency or retainer basis. It's essential to understand the fee structure and negotiate terms that align with your budget and hiring needs. Communication and Transparency: Evaluate the firm's communication style and transparency throughout the search process. Open and transparent communication fosters trust and ensures alignment between the firm, the client, and the candidates. Ethical Standards: Consider Genesis's adherence to ethical standards and industry best practices in executive search. This includes maintaining confidentiality, avoiding conflicts of interest, and treating all parties with professionalism and respect. Innovation and Technology: Assess whether Genesis utilizes innovative tools and technology to enhance the executive search process. Technology-driven approaches can improve efficiency, accuracy, and the overall candidate experience. Quality of Candidates: Not all candidates sourced by recruitment agencies may meet the desired standards or cultural fit of the hiring organization. Effective communication and collaboration between the employer and the agency are essential to ensure alignment in expectations. By considering these factors and conducting thorough research, you can gain a better understanding and determine whether they align with your needs and priorities. Tips for Maximizing Success with Recruitment Agencies: For Job Seekers: Build a Strong Online Presence: Enhance your visibility to recruiters by optimizing your LinkedIn profile, showcasing your skills, achievements, and professional interests. Tailor Your Resume: Customize your resume to highlight relevant skills and experiences that match the requirements of the roles you're applying for. Stay Engaged: Maintain regular communication with your recruitment consultant, provide updates on your job search, and be proactive in attending interviews and networking events. For Employers: Provide Clear Job Specifications: Clearly define the job requirements, responsibilities, and expectations to ensure that the recruitment agency understands your needs accurately. Collaborate Effectively: Foster open communication and collaboration with your recruitment consultant, providing feedback on candidates and refining the search criteria as needed. Establish Long-Term Relationships: Build lasting partnerships with recruitment agencies that understand your organization's culture, values, and long-term hiring objectives. Conclusion: Recruitment agencies play a vital role in the dynamic job market of Dubai, connecting talent with opportunities and helping businesses thrive. By understanding the functions, benefits, challenges, and best practices associated with recruitment agencies, both job seekers and employers can navigate the hiring process with confidence and achieve their goals effectively. Whether you're embarking on a job search or seeking to fill critical positions within your organization, partnering with the right recruitment agency can make all the difference in realizing success in Dubai's competitive landscape.

The decision to accept a lower salary, whether due to economic circumstances, career opportunities, or personal reasons like relocation, can be a daunting prospect. However, amidst the initial challenges and adjustments, there are hidden advantages that can significantly impact your career and personal growth. Here's why accepting a lower salary isn't just about financial compromise—it's an opportunity for valuable life lessons and professional development. 1. Refocusing on What Truly Matters When faced with a pay cut, monetary concerns take a back seat, allowing you to recalibrate your priorities. Suddenly, material possessions lose their allure, and you begin to appreciate non-monetary aspects of life—like health, family, and relationships. This shift in perspective fosters a deeper understanding of what truly contributes to your happiness and fulfillment. Money ceases to be the sole measure of success, opening doors to a more holistic approach to life's pursuits. 2. Reassessing Market Value Accepting a lower salary prompts a critical evaluation of your market worth and skillset. It challenges the notion that financial gain is the primary indicator of success, encouraging a focus on intrinsic value and personal growth. This process can lead to the acquisition of new skills and a clearer understanding of your professional niche, paving the way for future career advancement based on expertise rather than monetary compensation. 3. Recalibrating Work-Life Balance A reduced salary often accompanies lifestyle adjustments that can enhance work-life balance. This might involve opportunities for remote work, flexible hours, or reduced responsibilities. Consequently, you regain control over your time, enabling a more harmonious integration of career aspirations with personal interests and well-being. Time previously spent commuting or on taxing work schedules can be redirected towards self-care, hobbies, or community involvement, enriching both your professional and personal life. 4. Learning Resourcefulness Navigating financial constraints cultivates resourcefulness and innovation. The need to accomplish more with fewer resources stimulates creativity, fostering adaptive problem-solving skills. In a broader societal context, economic challenges can spark a shift towards sustainability and collaborative consumption—a testament to the transformative power of adversity in driving positive change. 5. Uncovering Hidden Opportunities A lower salary can catalyze exploring new opportunities (at your original or higher salary) and taking calculated risks. It might inspire entrepreneurial ventures or the pursuit of long-held aspirations previously overshadowed by financial security. Embracing uncertainty can fuel ambition and resilience, leading to unexpected personal and professional growth. In considering a pay cut, it's essential to conduct a thorough assessment of its impact on your financial obligations. However, don't overlook the potential benefits that come with embracing change. The experience of managing with less can be a transformative journey, empowering you to achieve more meaningful and sustainable success in the long run. Ultimately, accepting a lower salary isn't solely about making ends meet—it's about leveraging adversity to cultivate resilience, creativity, and a deeper appreciation for life's intangible rewards. By reframing the narrative surrounding financial setbacks, individuals can harness the inherent opportunities for growth and self-discovery, ultimately shaping a more fulfilling and purpose-driven career trajectory. I have shared the this link for legal understanding on salary reduction in the UAE.

In the last blog of our CV Tips Series, we covered the Training, Development, and Achievements in your CV. For those, you have missed this can read it here . Other modules completed so far Writing a Winning CV Headline – Read the complete blog Using Core Competencies, to give your CV an edge – Read the complete blog The Influence of Work Experience on Your CV – Read the complete blog Education is critical in your CV Format – Read the complete blog Brag about Training, Development, and Achievement - Read the complete blog This sums up the education section. In this blog, we learn more about How to Make Use of Temporary Jobs and Gaps in Your CV It is very important for me to stress that a progressive career is very important when your CV is being reviewed and needs to beat the competition for jobs. Work experience and constant learning are the best way and you will see its importance as we understand more about the effect of gaps and short-term roles in your career. Do Not Include Very Short Jobs If you have been employed in a job for one or two months and chose to leave for a better opportunity, then it is best not to include it in your CV. You can disclose the same if it comes up in an interview and you need to talk about the role. Temporary jobs are not the best especially if you are looking for a long career since the interviewer is going to feel that you are going to leave them as soon as you get a better opportunity. They want loyalty and performance Covering Gaps in Your CV The experience you may have gained in a short-term role can be shown as training and development or learning under a separate section. Some recruiters feel that you need not be specific about months and years but stick to the year of employment. E.g. 2018 – 2020 but I feel it may arouse suspicion. Then again it may warrant a call and give you the opportunity to explain more about how much you have achieved and contributed and not focus on the dates. Best to be honest and transparent always. Note : Remember, “lying” or “misrepresenting” your CV is when you have not done a certain responsibility or completed a qualification and saying you have done, whereas presentation is more to chose what you want to share and what not as long as you have done it. Explain Temporary Jobs More Precisely You may find that your CV shows a constant change every one or two years. This may not always go down well with the interviewer unless you are so good that companies chase you and ready to offer you what you want. You may otherwise want to mention the reason for the move and immediately below your employment dates/job title. E.g. My position was made redundant or was not paid a salary for 2 months, the company forced me to relocate to XYZ country. Explain Unavoidable Career Breaks Sometimes career breaks have to be taken based on choices, e.g mothers who have to take a career break when their precious newborn arrives, or burnout and stress due to intensive work over several years or a career break to study further. A long break to find the right job may not be the best idea and often seems detrimental to your career prospects. I have seen so many candidates wait for a perfect job and land up unemployed for even up to a year and finally forces to take up a role which they had rejected a few months earlier. Learn New Courses Between Jobs The moment you lose your job or have chosen to take a break, your CV is going to have a career gap maybe just a short one. We do not know how soon you will get your next job unless you have already signed an employment offer. Use this time wisely – learn a new skill, join an online course or classroom-based training, do freelance work if required, attend networking events, rethink your options too. There is quite a lot you can do until you find the right job. Do not leave open gaps. You do not want your CV to have gaps and short durations like in the below example. ABC Company Recruitment Consultant January 2018 to May 2019 XYZ Company Recruitment Officer March 2016 to November 2016 Genesis Executive Search Recruiter July 2015 to December 2015 That’s all for this week. Next week we lear n HOW TO FORMAT YOUR CV

For those who have missed our previous posts on CV Tips, you can catch up on the importance of “ Writing a Winning CV Headline ” and “ Complete CV Formatting ”. If you find your CV getting rejected too often, then here are some of the reasons why? Also, ensure that your CV engages the reader and is not too long . A Standard CV Format: Work Experience, Education, Training Programs and Seminars, Achievements, etc. One very useful subheading that helps you add keywords to your CV to show up in an ATS or Boolean search is " Career Synopsis " or " Areas of Expertise " or " Core Competencies ". This helps you not only add value to making your CV a sellable document but also allows it to be captured by the system during a resume search process. So what does core competencies really mean? Is a career synopsis the same as a career objective? Well NO, it is not. Don’t waste time with career objectives unless you are fresh out of college or changing careers. Career Synopsis highlights a summary of your experience, qualifications, training, and key skills to complete a 5 line description of the rest of your CV. You can use BULLET POINTS with one or two lines maximum, A TABULATED representation or INFOGRAPHICS or CHARTS So let’s look at what a career synopsis can look like. --------------------------------------------------------------------------------------------------------------------------- PROFILE SUMMARY Subject Matter Expert in Resource Management and Corporate Training with over 2 decades of rich and versatile experience. A proactive focal point of contact with a marked forte in fulfilling demand within projects. Excelled in conceptualizing and developing training & development initiatives for improved productivity, building capability, and quality enhancement. Strategy architect in the development of cutting-edge HR initiatives to streamline processes and capitalize on organizational growth opportunities.

Effective recruitment is essential for any business. That means sourcing and hiring great candidates efficiently—and ensuring your investment in them is worthwhile. But how do you judge the success of your recruitment efforts? Recruitment ROI (return on investment) is a crucial HR metric that measures an employee’s long-term value to the company against the money you spend on hiring and retaining them. Simply put, a high ROI shows you get maximum bang for your buck. In this post, we’ll show you how to calculate ROI for recruitment, including what costs to factor in and how to assess the value of new hires. How to calculate your recruitment ROI? Now, let’s take a look at the steps involved in calculating recruitment ROI. Gather reliable and accurate recruitment data Just as you would for any other business metric, you should start by collecting the relevant data. In recruitment, this will include any information on hiring costs, money spent on retaining employees, and both quantitative and qualitative data regarding employee performance and value. These are the figures you’ll need to make the calculation: Net Benefits (NB) denoting the total value generated from the new hires Net benefits signify the value that new employees bring to your business, directly and indirectly. “Value” includes factors such as individual and team productivity, increased revenue, and overall business success. You can quantify this value by using specific metrics that align with your business goals. To find the net benefits generated by your new hires, you’ll need to subtract the total costs from the total benefits. Total Costs (TC), including all expenses relevant to the recruitment process Total costs refer to all the expenses your business incurs during the hiring process. This will include the cost of placing advertisements, paying an external recruitment agency, carrying out background checks, recruitment software, and interview expenses. Apply the formula for recruitment ROI to gauge hiring success Once you know your net benefits and total costs, the good news is that you can calculate recruitment ROI with a simple formula: Recruitment ROI (%) = [(Net Benefits – Total Costs) / Total Costs] x 100 So, if the net benefits add up to $7 million, and you spent $4 million on recruiting the new hires, the calculation would look like this: [(7 – 4)] / 4] x 100 = 0.75As recruitment ROI is expressed as a percentage, your ROI would be 75% in this case. Assess data for positive or negative hiring ROI  A number such as 75% is a positive hiring ROI. If your total costs outweighed the net benefits, you’d be looking at a negative ROI. But don’t just take this percentage at face value—look at the individual metrics involved to see if there’s room for improvement. Gauge ROI against industry benchmarks Whether your ROI is positive or negative, it’s a good idea to check it against that of other companies in your niche. There’s no standard figure for what represents a “good ROI,” but if yours is lower than that of your main rivals, that’s even more reason to make improvements. Identify recruitment areas needing improvement As we mentioned, you need to drill down into the recruitment data to find ways to improve. For instance, if your time-to-hire is too long, you might automate manual processes for efficiency. If the application completion rate or offer acceptance rates are low, perhaps you need to make the candidate experience more appealing. 81% of job seekers say that candidate experience influenced their decision to accept an offer. What to include to calculate recruitment costs Let’s go back to those total costs—what do you need to include? Direct, indirect, and hidden costs Some recruitment costs are directly connected to a tangible “cost object,” such as the money you spend on placing job ads. Indirect costs are those necessary to your operation, such as office rent, software, and the salaries of your recruitment team. You also need to consider the ongoing cost of retaining new employees, including equipment, software, onboarding, salary (and any payroll or integrated payments software used), benefits, and career development. Then there are hidden costs, such as low morale and decreased productivity caused by a “wrong” hire who has to be replaced—plus the opportunity cost of a poor candidate experience. Cost allocation methods Cost allocation means identifying costs and assigning them to specific cost objects. This helps you to connect a cost to something specific so you can identify the cost objects that are profitable or otherwise. The fixed cost allocation method links specific direct costs to cost objects, while the proportional allocation method assigns indirect costs. Either way, you can use the information to make smarter decisions on resource allocation and investments. How to measure new hire values Measuring value isn’t always easy, especially as different businesses have different views of what constitutes employee value. Setting quantifiable and qualitative metrics Some metrics can be easily quantified. Time to hire (the amount of time between advertising a vacancy and onboarding the new hire) and cost to hire are examples of quantifiable metrics. You can also look at the employee retention rate and first-year attrition rate. If you’re using specific tools for recruitment and retention, such as an applicant tracking system or an HR app , then you can work out its ROI by measuring the impact on performance. Although you can measure some performance aspects with numbers, such as productivity levels or targets, others are more subjective. You’ll need qualitative metrics to assess the quality of new hires—such as cultural fit and employee happiness—and to evaluate the candidate experience. Forecasting long-term impacts These metrics are useful for predicting the long-term ROI of your new hires. For example, if the quality of hire is high, you can expect maximum profitability and productivity. You can make decisions based on this information. You can also use predictive analytics for hiring based on historical data and patterns among current employees. This helps recruiters to select candidates who are likely to be a good fit and make a positive impact. Streamline your recruitment strategy Calculating recruitment ROI helps you make sure that the value from each new hire justifies the money spent on hiring them. The evaluation process highlights areas for improvement so that you can optimize your recruitment strategy. Once you know your ROI, you’ll be able to identify the recruiting and retention methods that work well and allocate more resources to these. This helps you make smarter investments that will enhance your HR efforts and bring more best-fit candidates to your door.

I remember reading a lot of novels and articles during my college days. Subsequently, it was research work, but by default, I had to look at the size of the material before reading it. My immediate thoughts in almost all cases were " Gosh, it's too long ". But since I had to read it, I was hardly left with any choice. Hiring managers and HR team members have a choice. They receive hundreds of job applications every day. I know the same applies even with recruiters. Long CVs can be " put-off ". I will not say that CVs 3 or more pages are not read. It finally depends on the reader and what attracts him or her to your CV - its design and contents. So how long must your CV be? After extensively researching hiring manager and human resource department preferences and feedback, CVs three or more pages tend to receive 10%-20% attention by default for review as compared to one page CVs which is 50%-60% and 2 pages CVs which is 30-40% attention assuming correct applications. This does not mean that all one-page CVs are read. Your CV can be two pages, but most should be one , especially if you have less than 5-7 years of experience. After having worked for 20 years, I still have a 1 page CV and a separate single page list of accomplishments and achievements. Recommended length of a CV - CV Template If you have less than 5-7 years of experience - ONE Page - Perfect If you have more than 5-7 years experience - 2 page cv template - Very Good (assuming you have detailed skills, attended training and seminars, highlighted achievements) A 3-page CV is suitable, depending on engaging contents More than 3 Pages - Risky and may (or may not) be recommended. Remember, the use of infographics, pie charts, statistics is always more engaging and attractive, especially on 3 pages CVs. It'll depend on the reader's experience. You want our CV to be considered for an immediate job opportunity or at least kept for a future vacancy, but not rejected because the hiring manager was put off from reading a mini-novel. If you have missed the importance of writing a CV headline, then you can read it  here  or if you want to catch up on  career synopsis  or  work experience , I am confident you will get a lot of insights. If you have been applying for jobs and your CV is getting rejected or you are not getting a response, then here's probably why?

It should not be difficult to hold on to good employees. Most of the mistakes that companies make are easily avoided. When you do make mistakes, your best employees are the first to go. ​1. Unnecessary Rules in the Job Companies need to have rules, but they do not have to have a dictatorship or a 100-page rule book. Whether it is an over-ambitious attendance policy or dress code or "leave family, work is priority" policy, employees feel overburdened. When good employees feel like big brother is watching, they will find someplace else to work well without worrying about getting a headache. ​2. Equal Treatment Treating top performers and lowest performers equally sends the wrong signal to the achievers. It is said that a team is only as good as the worst member; no matter how great some team members may be. When you permit weak links to exist without consequence, they drag everyone else down, especially your top performers. It shows your top performers that no matter how well they perform, they will be treated the same as the lowest perfperformersormer. It is easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Rewarding individual accomplishments shows that you are paying attention. If you cannot keep your best employees engaged, you cannot keep your best employees. ​ When you lose good employees, they do not disengage all at once. Instead, their interest in their jobs dies slowly. Managers need the performer for a job well done. With top performers, this will happen often if you are doing it right. 3. Passionless Pursuit Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction. Many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions. Studies have shown that people who can pursue their passions at work are five times more productive than the normal average. 4. No Fun If people are enjoying their work, then there is something. Maybe it is just the money or job security or hard work that keeps them going. There may be no genuine love or ambition in the work. People don’t give them all if they are not having fun, and fun is a major protector against burnout. The best companies to work for know the importance of letting employees loosen up a little. Google, for example, does just about everything it can to make work fun—free meals, bowling allies, and fitness classes, to name a few. The idea is simple: if work is fun, you will not only perform better, but you will stick around for longer hours and an even longer career. 5. Blameless Game Managers tend to blame their turnover problems on everything under the sun: people don’t leave their jobs; they leave managers.

Congratulations, you have got the offer letter. After 3 rounds of interviews and probably a few hundred (if not more) candidates competing against you, you have been chosen as the most suitable candidate for the job. You definitely deserve a pat on the back. Well done! Although you are almost 100% certain you will take up the job, it may be just normal to try and negotiate for a bit more in salary or additional perks But do you know there is a right way to negotiate and a wrong way? Even though the employer may have sent you an offer letter via email for you to review, it is only natural that you want to initiate a phone conversation before finally putting your signature on the document. At this point, you will probably be thinking that if you don't, there will be someone else who will and you will lose the offer that you have been so waiting for. While that is true, there is a very good chance that the employer will not want to lose you just as much as you will not want to lose them. Before you make the call, you may want to send a short simple thank you email that conveys your enthusiasm for the job and an appropriate time to discuss a few details: Once the date and time for the call is confirmed, take a few minutes to note jot down the points that you need to discuss. Make sure you have a note pad handy and any references you can speak highly of you and your work. Make sure you take or make the call in a quiet place without any disturbances or distractions. Here’s a little peek at what you  might  expect.  You :  “Thank you for taking the time to speak with me today. I’m thrilled with the opportunity to join "company name" and have enjoyed being part of the interview process and getting to know everyone so far. I would like to discuss a few details of this offer with you; is now a good time to do that?” Hiring Manager :  “Yes, what would you like to discuss?” You :  “I would like to discuss the salary included in the offer. In researching this type of role in Dubai and more specifically with your direct competitors (make sure your research has been done) for someone with my experience and education level, I was anticipating an offer closer to AED X. What kind of flexibility is there in getting closer to that number?” [Note: Be careful not to sound demanding or overquote. Your choice of words is important and should not sound like you are being greedy, demanding or rude] Hiring Manager :  “I understand your concerns here. Unfortunately, all of our hires start at the same range (or this is the maximum budget that has been allotted for this role) so it will not be possible to increase that amount.” You :  “OK, thanks for sharing, I can understand that limitation. Let me share with you that my concern here is my ability to cover my cost of moving since I would need to travel an extra 30 minutes to reach office (or since I would be promoted within my current company in 3 months, Could we discuss opportunities for school fees for my children (or a gym membership or an additional airline ticket for my spouse) Hiring Manager :  “I do believe we may be able to accommodate something, but I will have to discuss with my HR team and get back to you on that. What else would you like to discuss?” At this point, if there is anything else you want to address, you can do so. Or, you can thank the hiring manager and end the call with the understanding that they will revert when they have an answer to your requests. Keep in mind that as “you are conducting a negotiation you should be able to make trade-offs,” It is an important conversation, and you want to do everything in your power to have it go as smoothly as possible. Keep the channel of communication open. This is the key to successful negotiations.

The United Arab Emirates (UAE) stands as a beacon of economic prosperity, drawing in millions of expatriates from around the world seeking lucrative career opportunities. Boasting a dynamic job market, tax-free income, and a high standard of living, the UAE continues to be a magnet for professionals across various industries. However, understanding job salaries in the UAE can be a complex and nuanced endeavor, influenced by factors ranging from industry trends to cultural norms. In this blog post, we delve into the intricacies of job salaries in the UAE, shedding light on key considerations for job seekers and employers alike. Overview of the UAE Job Market The UAE's economy is diverse, encompassing sectors such as oil and gas, finance, tourism, real estate, and technology. Each sector offers unique employment opportunities with corresponding salary structures. The influx of multinational corporations and the development of free zones have further fueled job creation, attracting a global workforce. Factors Influencing Salaries Industry and Sector: Salaries vary significantly across industries. Traditionally, sectors like finance, oil and gas, and healthcare offer some of the highest-paying jobs, while hospitality and retail may offer comparatively lower salaries. Experience and Expertise: Experienced professionals with specialized skills command higher salaries. Employers often prioritize candidates with a proven track record and relevant qualifications, which can significantly impact salary negotiations. Education and Qualifications: Academic qualifications and certifications play a crucial role in determining salary levels. Advanced degrees, professional certifications, and specialized training can lead to higher-paying positions. Location: Salaries may differ between regions within the UAE. For instance, Dubai and Abu Dhabi typically offer higher salaries compared to other emirates due to their status as economic hubs. Company Size and Reputation: Established multinational companies and industry leaders tend to offer more competitive salaries compared to smaller enterprises. Company reputation, financial stability, and benefits packages also influence salary offers. Government and semi government organisations offer lucrative salaries and perks. Market Demand: In-demand skills and professions often command premium salaries. Industries experiencing rapid growth or facing shortages of skilled professionals may offer higher compensation to attract talent. Understanding Salary Packages In the UAE, job offers typically include a comprehensive salary package comprising several components: Basic Salary: The fixed amount paid to an employee before any bonuses or allowances. Basic salaries serve as the foundation of the total compensation package. The basic salary is approximately 40-60% of your monthly gross salary. Housing Allowance: Given the high cost of living, many employers provide housing allowances to cover rent expenses. The allowance amount varies depending on the employee's seniority and the company's policies. This allowance is approximately 20-30% of your monthly gross salary. Some companies pay housing rent at actuals. Transportation Allowance: Some companies offer transportation allowances to cover commuting costs, including fuel, public transport fares, or car maintenance expenses. Health Insurance: Employers are required by law to provide health insurance coverage for their employees. This typically includes medical treatment, hospitalization, and emergency services. Depending on the seniority of the position, companies offer medical insurance for family members too generally covering upto 2 children. Education Allowance: Companies may offer education allowances to support employees with children attending schools or universities in the UAE. This education allowance varies and sometimes upto a very good AED 40,000 per month per child. Annual Leave and End-of-Service Benefits: UAE labor law mandates annual leave entitlements and end-of-service benefits, which are typically factored into salary packages. Performance Bonuses and Incentives: Performance-based bonuses and incentives are common in the UAE, rewarding employees for their contributions to the company's success. Negotiating Salary in the UAE Negotiating salary in the UAE requires careful preparation and understanding of local customs and norms: Research: Conduct thorough research on industry standards, salary benchmarks, and cost of living indexes to determine a reasonable salary range. The research must be based on similar parameters such as experience, and qualifications. Consider Total Compensation: Look beyond the basic salary and consider the entire compensation package, including allowances, benefits, and incentives. Be Prepared to Negotiate: While negotiating salary is common in the UAE, it's essential to approach the process respectfully and professionally. Highlight your skills, experience, and value proposition to justify your salary expectations. Understand Cultural Sensitivities: Emirati culture places importance on diplomacy and respect in negotiations. Avoid aggressive or confrontational tactics, and maintain a positive and collaborative demeanor throughout the negotiation process. Seek Professional Advice if Necessary: If you encounter issues related to salary negotiations or employment contracts, consider seeking professional advice from experts in in UAE labor law. Average Salary in Dubai The average salary in Dubai for employees having about 5 years of UAE experience will also vary based language skills (or nationality), company policies and industry trends will also affect the below salary ranges. Administrative Assistant: AED 6,000 - AED 10,000 Software Engineer: AED 8,000 - AED 12,000 Human Resources Generalist: AED 8,000 - AED 12,000 Financial Analyst: AED 10,000 - AED 15,000 Operations Manager: AED 15,000 - AED 20,000 Customer Service Representative: AED 4,000 - AED 6,000 Project Manager: AED 25,000 - AED 30,000 Accountant: AED 7,000 - AED 12,000 IT Support Specialist: AED 8,000 - AED 12,000 Secretary: AED 6,000 - AED 10,000 Supply Chain Manager: AED 15,000 - AED 20,000 Graphic Designer: AED 5,000 - AED 8,000 Legal Counsel: AED 25,000 - AED 35,000 Operations Coordinator: AED 6,000 - AED 10,000 Quality Assurance Analyst: AED 8,000 - AED 12,000 Business Development Manager: AED 12,000 - AED 25,000 Sales Manager: AED 12,000 - AED 20,000 Human Resources Manager: AED 15,000 - AED 20,000 IT Manager: AED 15,000 - AED 20,000 Procurement Manager: AED 15,000 - AED 20,000 Logistics Manager: AED 15,000 - AED 20,000 Regional Sales Manager: AED 20,000 - AED 30,000 Sales Director: AED 30,000 - AED 45,000 Marketing Director: AED 35,000 - AED 40,000 Receptionist: AED 4,000 - AED 8,000 Compliance Officer: AED 12,000 - AED 18,000 Network Engineer: AED 8,000 - AED 15,000 Mechanical Engineer: AED 12,000 - AED 18,000 Civil Engineer: AED 10,000 - AED 15,000 Electrical Engineer: AED 10,000 - AED 15,000 Public Relations Specialist: AED 7,000 - AED 12,000 Training Coordinator: AED 5,000 - AED 10,000 Financial Controller: AED 30,000 - AED 40,000 Web Developer: AED 8,000 - AED 15,000 Operations Analyst: AED 8,000 - AED 12,000 Marketing Coordinator: AED 6,000 - AED 10,000 Data Analyst: AED 8,000 - AED 12,000 Procurement Specialist: AED 8,000 - AED 14,000 Event Coordinator: AED 5,000 - AED 10,000 Executive Assistant: AED 12,000 - AED 18,000 Chief Financial Officer (CFO): AED 50,000 - AED 80,000 Chief Executive Officer (CEO): AED 70,000 - AED 130,000 Chief Operating Officer (COO): AED 60,000 - AED 90,000