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Salary Negotiation Advice

A large proportion of UK workers are unsatisfied with their pay, but many of them refuse to ask their bosses for a pay rise.

Reasons for keeping quiet over pay include; employees find asking for a pay rise humiliating or embarrassing, it wouldn’t be appropriate in the current economic climate, or they don’t want to be perceived as a militant trouble maker!

A high number of employees would rather move jobs every couple of years in order to increase their pay, but surely this is bad for both the employee (burnt bridges etc) and the employer, who bears the cost of recruiting and training a new employee. 

Food Careers has spent the last 10 years working exclusively with candidates and employers within the food industry, and has become an expert at managing the job offer stage and salary negotiations to ensure both parties agree terms. 

If the candidate and employer can get the job offer ‘right’ when the candidate is initially offered the job, and a development plan with clear objectives can be agreed, a great deal of cost and disruption can be avoided further down the line.

As a recruitment business, you might think we are comfortable with candidate’s changing jobs every year or two, but that’s not true. If a food manufacturing business comes to us for assistance and we help them recruit an employee, we want that employee to stay and grow with the company. If the candidate leaves after 6 or 12 months, the employer might not see the recruitment fee as value for money and might be reluctant to use our service again. However, if the employee stays with the business for 3 or 4 years there is a strong likelihood the employer will use us again when they are next looking to recruit someone.

Because of the above, Food Careers provide candidates with information and advice that can be used to negotiate a salary or pay rise in a realistic and professional manner. Salary negotiation is a success when the result leaves both candidate and employer happy with the details of the job offer/package.

We inform candidates that the onus is on them to be focused and assertive when negotiating salary or a pay rise, as they will have to live with the salary package for the next 12 months. Although an increase in salary is rarely the principal driver in someones decision to change jobs, it is still an important consideration, which is borne out by the fact that it’s quite rare for someone to switch jobs for less pay (unless a key underlying reason exists).

We work extremely closely with both candidates and employers during the job offer stage and have established that what is required to maximise the opportunity of salary negotiations being a success is information, information and more information! This information will include the motivations of the candidate, the market rates paid for this type of role by similar food manufacturers in the area, the culture of the business, the expectations the employer places on the employee, the career progression available, the scarcity of the skills possessed by the candidate, the employers pay structure, the financial health and prospects for the business, and a number of other factors both generic and unique to each salary negotiation.

When all the facts and information is out in the open and readily available to both parties, it is much more likely that the candidate and employer will agree a realistic remuneration package without damaging relations or losing goodwill. Food Careers are here to manage the process and ensure a successful outcome is achieved.