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We have noticed lately that property management candidates have lifted their expectations of what their base salaries should be based on their own personal circumstances rather than market reality. The market will generally pay what the market will pay and this is commercial reality not one persons view. As a recruiter when we talk to candidates we often hear "I need t get at least $60K as I have a mortgage and bills to pay" which is totally irrelevant to the principal of the office as the majority of principal's do pay "market rates". What job seekers also need to remember is that the principal also has to run a profitable rent roll to stay in business. Most principal's will look at what the individual is bringing to the office and their skill sets, their abilities and their experience before making them an offer based on this. Part of this is also what training needs to be out in place, do they understand the existing software etc. so rather than having a blanket base all things will be considered. I feel that part of the problem also has arisen form the job seekers looking at job boards that have salary ranges listed in them and think "I can do all of that so therefore I am worth that amount of money". Part of our role in the industry is to explain this to candidates before they go to the meeting or interview. We suggest to them that it is better to go to a meeting to see if the environment is what they are looking for, if they feel that they are a good fit as well as what does the principal think of the candidate! If all of this works out then we call discuss salaries from that point rather than going in to a meeting with a fixed idea of money. A case in point - I had a candidate meet a client recently and all the boxes were ticked, a job offer came for the candidate and they turned around and asked for another $10,000 as a base. The original offer was very good in my opinion and covered off many aspects including a very good base salary based on the candidates experience. What this candidate had also forgotten was that they had been out of the industry for over 5 years and regardless of their previous experience they would need a reasonable level of training to bring up to speed with technology and legislation changes and that was just the beginning. So you ask what is the answer! Part of the answer is education and perhaps having a third party involved to explain to job seekers what the reality is in the market place versus their own personal circumstances. If expectations can be met by compromise and negotiation then everyone will be happy and we can move forward with a happy employer and employee. Another part of the answer may be to look at offering employment to people who are actually looking for THE position rather than just a job or as we call them "serial appliers" or people who just hit the apply now button on a regular basis. If we can get the person who really wants to work for you, will buy into your culture and workplace and will do almost anything get the job then we have the right person for you and the money will not be the issue and the job offer becomes exciting rather than challenging. Good luck and if you need assistance the REJS team is here to help. Richard. visit: Free Download Software Rising Antivirus Free Edition WinRAR 5 PhotoZoom Pro
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