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At the best of times, salary negotiation can be incredibly daunting. Even with the utmost preparation, research and self-belief talks beforehand, you may fall at the final hurdle when it comes down to it. Negotiating an interim salary is sometimes considered even more difficult, with many interim candidates feeling that the urgency to fill a role may dissuade employers from considering time for compromise, however, the current market suggests they could not be more wrong.
Read our helpful tips on why interim managers can take advantage of the current job market and how to secure yourself the salary you deserve.
Why? A candidate-driven market
In recent months, as the market recovered from the covid-19 pandemic, we saw a huge shift in the relationship between job seekers and employers. While organisations get used to searching for high-quality talent, the impact of the great resignation puts applicants at an advantage to negotiate a better package. From relocation to an upskill in work to a whole career 180, there are many reasons why this shortage of skills has come about, and equally why people would want to ask for different salary packages that suit their needs.
Taking advantage of this market is a fantastic opportunity to secure what works for you, not just in financial terms, but with regard to flexibility, efficiency, and work-life balance. Employers now recognise that they must be progressive in order to secure the candidate they desire, and local authorities have become less rigid in their approach to hybrid working and flexibility, but it is anticipated that this will not last forever, so make sure to level what things would work for you and your personal situation when putting forward a negotiation.
Why? A smaller talent-pool
At an interim management level, the number of people applying is greatly reduced, due to the requirement for specialist knowledge of its applicants. Additionally, Local Authorities also require candidates to have a specific understanding of the problems that they face, as well as processes that are inherently different to more corporate c-suite roles, meaning that the number of eligible candidates is even smaller than first imagined. This can work in your favour, as hiring managers will not want to risk losing top talent in an already small candidate pool.
How: Do your research
Being sure of the salary range of your job role and responsibilities is very important in ensuring you do not lowball yourself or offer something unrealistic. Particularly for interim work in the public sector, keeping up to date on current financial situations within both local government as a whole and the particular authority will ensure you can justify your negotiation if you feel the proposed offer is below the market rate. Practicing how to clearly articulate why you feel a salary increase is the best first step in convincing the employer of your added value to the business. Quantifying this information is the next step in solidifying your case, ensuring you deliver hard evidence to the hiring team.
How: Confidence in what works for you and why
Sometimes, it simply comes down to the fact that in order for the role to be right for you, some changes to salary and package need to be made. One example of this, especially for interim positions, is the security of a higher salary that allows for breathing space between new roles. Being honest in the reasons for your negotiation, alongside your confidence as the ideal candidate for the position you are applying for, gives the employer some insight into how these changes will affect your overall productivity, motivation and happiness in your role, and may persuade them to make changes for a candidate they do not want to lose.
How: Talk with your recruitment consultant
Working with an agency to find your next interim management role within the public sector can be extremely beneficial when you are looking to negotiate a better package. Not only can consultants, with years of experience in the processes of Local Authorities, provide you with a wealth of research and knowledge on market rates and average salaries, but their insight can also be beneficial throughout the entire process. Recruiters tend to have long standing relationships with many clients and will be able to provide valuable insight into whether an attempt to negotiate may be successful, based on past experiences, as well as the advantage of a good rapport with the hiring managers.
Negotiation attempts can sometimes be met with long periods of consideration, which can often slow the process down. A recruiter, who naturally has a higher level of communication with the employer than the applicant, can keep the process moving and combat any potential stalls.
Looking for your next challenge? Let us help.
Our specialist public sector teams are here to help place you into your next interim management role, focusing on tiers 1-3 and c suite, we make an effort to understand what you would like from your next job, considering salary, flexibility and your career goals.
To find out more about our large number of interim and perm roles across the UK, you can get in touch with the team via [email protected]