Category: Employer Branding

Some of the world’s biggest companies use The Employer Brand Index to understand, improve and measure their employer brands.

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Employer Branding Talent Acquisition Workplace

5 Ways to Boost Your Twitter Profile

How important is Twitter to you? Chances are you have more followers on Twitter than any other social media network, mainly because it’s less personal and acceptable to follow complete strangers. I would venture to say Twitter is as important to you as your LinkedIn and Facebook accounts. Some tech recruiters even say they won’t…

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Employer Branding Talent Acquisition Workplace

Who Needs a Bio and Why?

Most job seekers will use two documents in their job search; their resume and cover letter. That’s a good start, but how about professional bio as well? They are no longer just for authors, musicians and politicians. Anyone that has an online presence across social media and blogging (which is just about everyone nowadays) can…

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Employer Branding Talent Acquisition Workplace

Career Burnout: Don’t Let it Happen to You

The first contact of the year came from the brother of a friend of mine. My friendship with my friend had started some years ago when he had returned from overseas and was trying to find an executive role in the UK. Now his brother needed help. These are bright guys – excellent academic backgrounds…

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Employer Branding Talent Acquisition Workplace

5 Good Ways NOT to Network

I went to this networking event a few weeks ago featuring a good speaker named Andy Lopata. I hadn’t actually heard of him before but apparently he’s known as Mr Networker for those in the know. I liked what he went on about as it seemed very aligned my own thinking. The points outlined below…

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Employer Branding Workplace

Do You Get a Pay Increase when Changing Jobs Internally?

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Got this question from a Linkedin contact today and thought I would share the answer with the world, and at the same time enlighten any other career advancers who are in the same boat.
 
First off, let’s pretend the contact’s name is Carlos and mainly for comedy effect that he is the mustache sporting gentleman in the photo above. Second, let’s look at the question:
 
New internal gig, more wonga?
 
“Can I ask you for an advice? If I am given an opportunity to change my role/responsibilities by moving to a different department in the same company, is it a good idea to ask for a raise?
 
Thing is a new role has opened up in my company and open for internal people only. I am very much interested. As part of the process, I am required to go through interviews and other recruitment related stuff. I am thinking of asking for compensation raise when I am in the final round. Is this fine thing to do? If yes, what stage should I ask for it – final stage when everything is confirmed or at the first step even before applying for it?”
 
Of course he should get more moolah
 
There are really two questions here. The first is, should Carlos ask for raise when moving jobs internally? I would say yes he should. The new position could entail new tasks, more responsibilities or more travelling to different sites – these are all good reasons for giving someone a raise as they increase the workload, stress and learning curve for the employee. But what if the new position is merely a change of scenery, doing the exact same job but in another location? Carlos should still get a raise as he has to make changes in his life, and he is crucially taking a risk moving away from the safe confines of his current position. 
 
How much does one ask for?
 
Carlos doesn’t want to rule himself out early in the process by making high demands. In my experience, he has nothing to fear as long as his request is reasonable and he can justify it. Asking for a 10% increase when taking on a new position is realistic, perhaps even 15%. If Carlos goes any higher than this, he could be treading on thin ice.
 
What about the timing?
 
Question number two is when does he ask for the pay hike? The more honest and upfront he is, the more he will be respected for it. There is nothing wrong in valuing your own work as long as you can back it up. I say he should prepare the reasons why a raise is justified and then mention it in the first interview. It can even work in Carlos’ favor if the hiring manager realizes that Carlos doesn’t sugar coat anything and speaks his mind on matters like these.
 
Bottom line
 
Going for a new internal position is a safer way of learning a new job in a tough economy. You are still taking a risk though and you deserve a reward for it. If you want something, you have to ask for it. And you have to be prepared to back your request up with a good case. As long as you provide value equal to, or exceeding your request – you are in the money. Go for it Carlos and please let us know how it went!
 
What is your experience of moving jobs internally, more cash or just more work? Please share your thoughts in the comments.