Talk Money Early

image courtesy of nattanan23 via pixabay.com

With all the chest-beating and wailing hiring managers and recruiters are doing about this so-called “labor shortage” too many of them are still stubborn about not talking money early in the process.

Salary/fee/hourly should be in the job posting and/or description.

A range is better than nothing, but specifics are better.

As a job hunter, if you see a posting without any mention of money, it’s a good indication that they will try to lowball you in the hiring process. If it’s marked “DOE” (which means “depending on experience), that’s also a sign they hope to lowball candidates, since they will move the “experience” goalpost to give themselves the best break.

Instead of complaining about such listings, skip them. Don’t even bother to apply. The job will not pay anywhere close to what it should for the required skills. If it did, the company would be happy to list the payment.

If there’s a way so to do, let the listing site know that you’re skipping a listing because payment is not defined.

Something else all of us should do, whether we are happily ensconced in salaried jobs, entrepreneurial freelancers, or anywhere in between, is to write letters to both our state’s labor secretary and the US Secretary of Labor (currently Marty Walsh, for whom I have a high regard). Request that it become a requirement of any job posting to list salary/fee/payment. Follow up every few months. When you have meet-and-greet sessions with your elected officials, bring it up.

Beyond needing the monetary compensation listed in the job description, it should be one of the first things discussed, either in the interview scheduling or in the FIRST interview.

Far too often, a recruiter has wanted to schedule a meeting, and, when I’ve asked what the compensation for the position is, I’m told, “I don’t know.”

Why don’t you know? Why doesn’t the company TRUST you with that information? You can’t get the best candidates for the position without talking money.

To which I reply, “Please find out and get back to me and then we can talk about moving forward.”

Far too often, money is ignored not just in first interviews, but over a series of interviews. Too often, the interviewer becomes defensive when money is brought up. “If you really were interested in the job, you wouldn’t want to talk money yet.”

Um, sweetheart, one of the reasons I’m interested or not interested in the job is the money. This is how I make my living. I don’t worry about compensation for volunteer work. But when it is my profession, the money matters. As I’ve said when I’m told I should be “grateful” to work without compensation, “I chooose my volunteer work. You are not on that list.”

If you get a response trying to guilt you for wanting to find out if they’re willing to pay for your skills, the best thing to do is to end the interview immediately, citing that this is obviously not a good fit. The subtext is, of course, “and you can’t afford me.”

“Oh, we never talk money until we make an offer.”

This is a reminder that the offer is the START of the financial negotiations. The offer is made, and the candidate weighs if that makes sense in terms of all the different factors different people have to consider when accepting any job: money, skills, time, work environment, how it affects other portions of life, etc. If the offer is acceptable and the benefits package (where appropriate) work, by all means, get it all in writing and accept. Otherwise, counteroffer.

Again, a company that is insulted by a counteroffer is a big red flag.

Professionals understand that both sides want certain things, and both sides need to be willing to compromise on certain things.

The earlier in the process money is discussed, the smoother the entire interview process will flow. If you know the money doesn’t meet your needs, and it’s unlikely the rest of the elements of the job will make up for it, you can bow out gracefully early, and save everyone time and frustration. If the salary range is acceptable and the interview process goes well, there’s room to discuss where in the range works for both parties.

Recruiters need to be honest with both candidates and clients. I’ve sat in far too many interviews, where, through the conversation, the client and I discovered that the recruiter had told each of us what they thought we wanted to hear instead of telling me the truth about the job parameters and the client the truth about the kind of position for which I was looking. Too often, I’ve been thrown at clients, going on the job description detailed by the recruiter, only to find it was vastly different from what the person interviewing me needed – and was something in which I had no interest.

In freelance/consulting situations, money should come up early, and usually does. Whether it’s part of the initial conversation of “how can I help you in your business needs?” that leads to “this is my project rate” or a breakdown of what different portions of the projects will cost, or the hourly rate, talking money early decides whether or not you can work together. If the client is unsure, you can say, “What is your projected budget for this project?” and then, if it’s too low for your rates, suggest ways to tighten the scope of the project so that it works for both of you. And then write up a detailed contract, to prevent scope creep. Or part ways, perhaps making a referral (unless their budget is so small, none of your contacts can take it on, either).

Companies should be delighted to talk money early. Everyone’s time and energy are then better served, and the interview process is more about finding the right candidate instead of the cheapest labor.

Ink-Dipped Advice: An Ad That Attracts

Last week, I talked about ads looking for writers that guarantee I won’t pitch. This week, I’ll talk about common-sense elements to include in your ad, especially if you’re a small business.

Your business. It amazes me how many ads don’t detail the focus of the business. A bit of background on where you were, where you are, where you want to go, helps. Just a sentence or two. I’m too old for that kind of mystery. I want to know what you do. “Fast -paced office” isn’t enough. I want to know if you’re a realtor, a construction business, a landscaper, a dentist — tell me what you do.

Job description. Detail the responsibilities and expectations. Think about what you want. Then do some research on job scopes to see what is realistic. If you want to hire a writer to create advertising, marketing, and promotional materials, you want to hire a writer, not someone who answers the phone and jots down a few things in between calls. If you want something with visuals, bring in a team of writer and graphic designer. Few graphic designers write well. While more and more writers are adding graphic and web skills, that design eye of a graphic artist will take the material to the next level. It may be that what you want and need requires more than one individual. Be clear about perks and benefits included. If none are, state that. You have to know what you want and need, and balance it with realistic skill expectations.

Hours expected per week and work location. Be specific on the hours or hour range you expect every week. Do you expect your writer to work in the office? If you do, make sure you have a place for them to work. Perched on a chair with a laptop across the knees in the garage is not an acceptable work space. Lighting is important. Make sure you have good light for the tasks required. (That doesn’t need to be in the ad, but it’s something to consider when setting up work space). What kind of breaks do you offer? How much time for a meal break? Is the meal break paid or unpaid? Check with your state’s Department of Labor to make sure you follow their guidelines. Is the job remote? Is the job onsite? Are you willing to do a mix of on site and remote? Are there hours outside of normal business hours, and, if so, what are they? What is your policy on holidays?

Your target market. Who is your market? Who is the market you want to reach? What kind of gap is there between them? You’ll expand on this discussion in the interview process.

Length of job. Are you looking for someone to join the staff, or contract for a particular project? Be clear. Don’t dangle “this could lead to more work.” Most skilled writers will roll their eyes and move on. Maybe-somedays don’t cut it. If you wind up being a good match on this project, then suggest working together in a longer-term capacity.

Pay. Is it fixed or is there a range? If you list “negotiable,” listing the range is even more important. If you do the latter, be willing to negotiate. That means, when the prospect comes back with a counteroffer, you give it serious thought and return with another offer. A real one, not re-iterating the original price. If you’re not willing to negotiate, state the rate. Don’t hope a candidate will offer you a lower one. Again, do your research. Look at the salary ranges for the position and don’t assume you can lowball and get quality. Salary.com is a great resource for individuals on both sides of the hiring table.

Contact Information. Email address or mailing address to which materials can be sent. Contact person. If you do not want phone calls, state it in the ad. Candidates who don’t respect your preferred contact method can be tossed.

The above information should be in clean, error-free copy with a tone that matches the tone of the work environment. Is the workplace Formal? Flexible? Don’t call it a “creative” environment when what you mean is “disorganized.” There’s a difference. Read the ad. Would you want to work for this particular business, in this particular environment, if it wasn’t yours? Let an interesting, vivacious ad reflect your business.

Material to Ask From Candidates:
Cover Letter. A cover letter should address the job, why the candidate is interested, relevant experience, and express some of the candidate’s personality. It should also demonstrate grammar, spelling, and writing skill, and be free of typos.

Resume. This gives you an idea of the person’s experience. If the experience is vastly different from the job, go back to the cover letter to see why the candidate wants a change, and see if the reason resonates. The out-of-the-box choice could be the right one. If the candidate doesn’t mention the disparity between resume and reason for pitching for this job, it’s a red flag for you.

Website link. Most professionals have their own website. Many have samples on the site or links to samples. Ask for the link and take a look around.

Samples from portfolio or clip file. Decide if you want links, attachments, and in the format you want them. Do you want .doc? .docx? PDF? Do not expect a candidate to write a sample specific to your company unless you pay for the test. You should be able to read one or two samples and get a sense of the candidate’s style, and see if that works with what you do.

Contact information. Most candidates will have it on their resumes and/or cover letter. It doesn’t hurt to ask. Also, let them know how you plan to contact them to set up an interview.

Where do you post?

Chamber of Commerce. Most chambers allow job postings. You’ll get to support other chamber members and, since it’s a community of businesses and those who want to work for them, a high quality of business-savvy responses.

Your Own Website. You’ll often get a high quality of candidate, because the candidates made the effort to find and research you. They can also look through your site, to see if it’s the right fit. Make sure you put the link to the job on social media.

Media Bistro. A good place to find professionals from all over the country. You’ll get great candidates. They will also expect solid rates well within the range for the position.

Hire Culture. If you’re in Massachusetts, or willing to work remotely with a MA-based writer, Hire Culture is a site that pairs arts-based professionals with business. Arts-related businesses and non-profits in particular can find solid candidates here.

Career Centers. In Massachusetts, the Department of Labor partners with “Career Centers.” Job candidates use these for unemployment filing, resume writing workshops, and career retraining. These sites offer job boards. It’s a good place to find both early-career and mature workers with experience who are looking for a new job because their position was eliminated, or because they want a career change. Check with your state’s Department of Labor for the equivalent.

Indeed and ZipRecruiter are popular, often used by larger companies. It’s a way to get the ad out to a large pool; but you’ll also receive a large pool of unqualified applicants.

What about Craigslist? Many small, local businesses post on Craigslist. It’s hit or miss. I glance through Craigslist here and there if I need a quick fill-in project. It’s rare the ads interest me or the pay meets my range. Every now and again, there’s something that makes me take a second look, but I don’t count on it. Small business owners I know who post on Craigslist complain to me about the low quality candidates who respond. I don’t recommend posting on Craigslist if you want a seasoned, professional writer. As an FYI, the above-mentioned Career Centers in my area warn job seekers they are not allowed to list Craigslist ads in their weekly job search logs that are submitted for unemployment benefits.

As a writer, I am far more likely to pitch to a business who provides the above and asks for the above. If I’m sent to a link that has a form to fill out, unless the job pays well above my normal rate, I usually don’t apply. You’re hiring a person, not an algorithm. Algorithms don’t find creative thinkers. They find people who’ve learned the game of filling in boxes the way the computer wants (which has little to do with the person’s actual skills, other than being able to outwit an algorithm), or whose lives fit into boxes. At a certain point, professional, creative people decide to ditch the boxes and those who use them, because they’ve earned their way beyond the forms. Most forms have little to do with the actual job. You get more from reading a well-written resume. I’d rather create my own pitch packages, relevant to an individual company. I also expect to be treated like an individual. Please don’t expect me to re-key my resume into your form, especially if I’ve attached said resume. That’s insulting.

Next week, I’ll focus more on writers, and where I’ve found the best (for me) jobs.