A Publication of WorkMonger
and TrulyHired
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Having the right team starts with hiring the right people. While engagement and development are critical to retention, most turnover is a result of poor decisions made during the hiring process. This guide dives into common errors and highlights what you
should really be looking for in a candidate.
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OpEd/Conversation Starter
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To increase retention, you need to know what’s working and what isn’t with the staff you’re hoping to keep. Managers engaging in “stay” interviews learn why employees might consider leaving their role and how to prevent that.
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What WorkMonger is reading right now.
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Compensation remains the top incentive to keep top performers in place, regardless of industry. Across the country, teacher bonuses are hitting an all time high to keep educators in the classroom - even if that room is virtual.
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Career Corner: Ask a Recruiter
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Maximizing Odds of Getting a Raise
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A reader recently sent in the following question: “What can an employee do to maximize the odds of their employer agreeing to a raise (salary increase)? What about having a contingency request in case the request is denied (e.g., flexible work schedule, etc.)?” See my answer below!
This is a great question, and especially timely as performance reviews tend to happen around this time of year. Here are some best practices when approaching salary discussions with your manager:
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1) Let your supervisor know in advance that you’d like time to discuss your salary, either at an upcoming check-in, performance review, or one-off meeting. This allows them time to prepare for the meeting (connect with their Human Resources partner and/or supervisor to understand their budget), and ensures you are both on the same page when entering the discussion.
2) Come prepared with talking points:
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Your value-add to the department and organization (specific goals you’ve met/exceeded, times you’ve gone above and beyond). This is the most compelling argument you can use when asking for a salary increase so come prepared.
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Know the market rates for someone in your role and at your type of organization. Reviewing websites like Glassdoor is helpful, but so is reading currently posted job descriptions that are increasingly more often sharing salary ranges. Connect with peers and mentors as well if you’re struggling to understand salary trends for your functional area/seniority level. Make sure you go into the meeting with a desired salary increase as opposed to just an open ended request for more money.
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Research cost of living in your region and advocate for a cost of living increase. Many employers tend to do this for you each year, but it may be helpful to conduct your own research as well.
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Share competing offers or trends in how you’re being recruited. Sometimes, the only thing that might convince an employer to increase your salary is to remind them that they could lose you. This is a common strategy, but know it comes with risks. If your manager thinks you’re a flight risk, and your performance is inconsistent, not only might you not get a salary increase but there may be consequences as well (not being recommended for promotions, not receiving exciting projects, or even terminated). I can’t tell you whether you’re at risk - you need to reflect on your team culture and your own performance. Assuming you have strong performance and good rapport with your manager, you might use language like this: “I was recently approached about a role with [insert company name], and the starting salary is [insert salary]. Ideally, I would love to stay here as I enjoy working on our team and organization, but given the salary increase I have to seriously consider this opportunity. Can you match [company’s name]’s offer?”
3) Prepare for the possibility of them denying your request:
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Seek clarity around their rationale. Have they denied your request due to performance issues, your time in the role, or a departmental budget issue?
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Discuss a timeline for when you’ll revisit the salary discussion, especially if they provide performance metrics you’ll need to meet: “I appreciate you providing clarity, and would like to reconnect regarding salary in [insert desired timeline].”
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Have contingency requests (but also these can/should still be made if the salary increase is granted and they’re important to you!): a more flexible schedule/work location, opportunity to work on different projects, budget for special professional development opportunities/conferences, job title (yes this can be negotiated - I’ve done it many times!).
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Keep your door open. If salary is a key lever for you and your employer is unable/unwilling to meet your requests, don’t be afraid to explore new opportunities!
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Thanks for sending in this great question and we hope our readers will continue to send Ana questions for future Career Corners.
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Create or Update Your JobSeeker Profile
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WorkMonger’s mission is to bring lasting systemic change to the education sector by revolutionizing how education organizations and professionals connect for meaningful, non-teacher positions. Apply today for these remote roles at WorkMonger!
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IDEA Public Charter School in Washington, DC challenges, motivates, and strengthens the intellect of all of their students, whether they are pursuing paths to college or the workforce. They are looking for a committed and experienced K-12 education leader to lead their campus into the next phase of growth, achievement and partnership. The Head of School and Chief Executive Officer (CEO) is responsible for creating access and opportunity for IDEA PCS scholars. Reporting directly to the Board of Directors, the Head of School and CEO will be a reliable steward of IDEA’s priorities and mission, engage and support our constituent groups to develop and implement a strategic plan, and pursue faithful execution of IDEA’s goals using the school’s resources and human capital.
The ideal candidate has 5+ years of experience in K-12 school leadership, preferably working with students in historically underserved communities.
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Uplift's mission is to create and sustain public schools of excellence that empower each student to reach their highest potential in college and the global marketplace and that inspire in students a life-long love of learning, achievement, and service in order to positively change their world. They are looking for an experienced talent professional to be their Talent Recruiter. This person will serve as the Talent Recruiter for the largest charter school network in Dallas/Fort Worth by delivering all facets of recruiting success throughout the organization. This will be through the development of local and statewide recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The ideal candidate has 3+ years of recruitment experience with a clear track record of success. A teaching or school leadership background is a nice to have. While this position is in person in Dallas, TX, the Talent Recruiter can have up to 10 days of working remotely per semester.
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Readers 2 Leaders is a 501(c)(3) non-profit organization committed to helping all children in Dallas read at or above grade level. They are looking for an experienced development and partnership leader to be their Director of Strategic Partnerships. The Director of Strategic Partnerships (DSP) is responsible for building strong relationships with all stakeholders of Readers 2 Leaders. This role will spend approximately half of their time working to prospect, secure and steward individual donors, as well as conducting individual donor initiatives. The rest of the DSP’s time will focus on developing partnerships with community stakeholders.
The ideal candidate has 3+ years of relevant experience in the development field, preferably in the social sector. This person also has experience in grant writing or work within the nonprofit sector.
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The National Math and Science Initiative is a national nonprofit organization dedicated to transforming math and science education in today’s classrooms and ensuring that all students have the knowledge and skills to thrive in the global economy of the 21st century. They are looking for an experienced sales professional to be their Vice President, Program & District Sales. As the leader of the Program Team, the VP is a strategic thinker responsible for the renewal and expansion strategy for the team that supports NMSI’s partners with all NMSI’s products and services. This person will develop and direct strategy to increase NMSI’s footprint with existing and new partners, coaching and setting strategy for discovering and maturing opportunities to grow NMSI’s business.
The ideal candidate has 10+ years of relevant sales experience in the education field, especially in partnership work with districts, and has been involved with the sales process with districts.
This is a remote position with up to three overnight trips per month once it is safe to travel.
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DSST Public Schools is widely considered to be one of the leading open enrollment STEM (Science, Technology, Engineering, and Math) schools in the United States, and has become a destination for educators nationwide. DSST commits to serving students and families with sustained excellence. They are looking for an experienced talent leader to be their Senior Manager of Talent Recruitment. The Senior Manager of Talent Recruitment is a highly visible role who works closely with senior and executive leadership to drive the strategic direction and day-to-day service delivery of the Talent Acquisition Team. This position focuses on building sourcing and hiring strategies that result in long-term candidate conversion.
The ideal candidate has 4+ years of relevant experience in Human Capital Talent/Hiring OR k-12 School Leadership, with experience in management of adults.
While the role is based in Denver, CO, DSST is open to have this person work remotely the first few months.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing JobSeekers with non-teaching roles at impact-driven education organizations. Here are a few of the amazing roles we have available. Check them out and apply if you're interested!
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