By Kirstie McDermott 

AI chatbots are big news in 2023 as their technology has become far more accessible––not to mention usable. ChatGPT is taking all the column inches right now, but it isn’t alone. Microsoft’s new Bing search and Google’s Bard offer alternatives, and Elon Musk is reported to be exploring the development of an alternative to ChatGPT also. 

As millions of internet users delve into chatbots’ capabilities, they are discovering how helpful they can be. ChatGPT offers an easy-to-use interface––ask it a question or give it a command, and it will create jokes, poems or even scripts, in seconds. 

The tool can also write code, explain complex topics in plain language, and solve math problems. When it comes to banking and finance, it offers a number of shortcuts too. As we’re now so used to chatbots answering queries, the obvious one is to integrate ChatGPT into banking customer service systems. 

But it can do more. ChatGPT can analyze customers’ spending habits, preferences and financial situations and recommend financial products for them. It can also help automate the underwriting process for documents like loans, all of which could be useful in your current role. 

If you are job-seeking, then it can also help you with your resume and cover letters for each and every job you apply for. Here’s how… 

1.  It can customize your resume 
It’s vital to create a custom resume for every job you apply for––but that can take a lot of time and research, as the purpose of doing this is to make sure you are including as many keywords from the job description as possible. 

With your current or master resume to hand, prompt ChatGPT to “personalize my resume for this (finance job title) role at (bank name)”. Paste in the job ad, plus your existing resume. The result is a custom resume you can use to apply for a specific position. 

2.  It can write cover letters 
Ask ChatGPT to “write a cover letter for a Financial Analyst job”, and you’ll get back a useful, well-structured template for your letter. All you’ll need to do is add your relevant personal details and experience, and hit send. 

3.  Ask it for some interview questions 
You can also use ChatGPT to get an idea of interview questions you may be asked for a specific role, which offers a shortcut for your interview prep. Additionally you can ask it to do keyword analysis on job descriptions, and get it to explain any technical topics you may not be totally familiar with. 

While it can’t automate your entire job search, it can help. If you want to put it to the test, here are three new jobs worth a look. Plus, find many more on the American Banker Job Board. 

Business Solutions Banker – Business Banking, JPMorgan Chase Bank, N.A., Columbus 
As a Business Solutions Banker you will be helping to improve the lives of clients by offering financial solutions, education and advice. You’ll manage a portfolio of business or not for profit clients and build relationships by proactively providing comprehensive business banking solutions tailored to the financial needs and circumstances of each. To apply, up to three years’ of experience in a business banking relationship management or portfolio management role or related business experience is required, as is a Bachelor’s degree in finance or related field, or equivalent work experience. Get the full job description here. 

Digital Scam and Money Mule Fraud Strategies Analysis – Cons Prod Strat Analyst III, Bank of America, Plano 
As a Client Protection Fraud Strategy Analyst, you will spend time analyzing difficult problems to effectively manage an evolving fraud attack environment, developing complex defenses designed to minimize the impact to good customers, while maximizing fraud loss avoidance. You’ll also support biometrics capability enhancements and strategy design, and build and develop logic for strategy. To apply, you’ll need two or more years’ of experience in SAS or SQL querying, and the same level or experience in data analysis. Find out all the details now. 

Citi Global Wealth, Transformation Program Management Lead – C14, Citi, Tampa 
The Transformation Program Management Lead is responsible for the program and project management of strategies, initiatives, and action plans. You’ll work with a team of leaders to ensure the delivery of sustainable global solutions on-time, and within budget. To be eligible, you’ll need a good understanding of the global wealth business industry, and a thorough understanding of industry program and project management standards and best practices. You will require 10-plus years’ broad experience in program management/project management transformation roles. Discover all the responsibilities for this role here. 

For more opportunities across banking and finance, visit the American Banker Job Board today 

The post 3 great ways ChatGPT can get you a new finance job  appeared first on Highland Consulting Group.

Exploring these two powerful forces through the eyes of a multimedia expert working in a professional services environment can yield some surprisingly common-sense solutions. Patrick Convery, Senior Marketing Manager at MRINetwork, one of the world’s leading talent access organizations, addresses the challenge for employees from a technology and management perspective.

“Most of my professional life has involved work in front of and behind a camera – capturing vivid images and smart dialogue to drive training, internal communication, and B-to-B thought leadership content to build brands,” says Convery. “My background should have fully prepared me for the sudden transition to a full-time WFH situation driven by the pandemic. But I got caught in the trap between video technology and an overcompensation for the lack of quality face-to-face time with team members and clients.”

Technology-savvy Convery initially welcomed the elimination of a three-hour round-trip commute to the office and was excited about the added time to accomplish more work – both faster and more effectively. He soon found, however, that his new-found productive time was consumed by an endless series of video calls and his inability to protect those precious hours to accomplish critical tasks.

He created a path out of the technology and time trap through three axioms, which are applicable to almost any role in the new world of work.

Axiom 1:  Video calls are unnatural acts. Make them as natural as possible.

As user friendly as new Zoom technologies are, they all force participants to live in a one-screen, one-position environment. Patrick notes, “In normal, live, face to-face meetings, you can shift positions, move from side- to-side, cross your legs, and look pensively out the window as you absorb your colleague’s comments. Your listening skills are engaged and your body language is adding a communication layer to the speaker who senses your response to the dialogue.” Convery offers two key production tips:

• Use a camera angle that allows you to shift between sitting and standing. Controlled motion promotes more natural participation. Use a standing desk or elevate the position of the camera. When standing don’t hesitate to look off to the side as if looking out a window from time to time (even if it is an imaginary window). It provides a non-verbal cue expressing your interest in the comments to the speaker or the audience.
• Avoid the Brady Bunch effect – don’t try to look at all the participants at once for any length of time. Shift from the gallery view to speaker mode for a more natural focus on the speaker. Every so often, go to voice-only to allow for a brief stretching exercise.

Axiom 2:  Consider an old-fashioned phone call for quick routine exchanges.

You remember phone calls, right? Hassle free, simple to arrange, and easily managed to be short and concise. Don’t hesitate to turn down a video request and suggest a voice-only alternative.

Axiom 3:  Don’t suffer in silence.

If your schedule is overloaded with video check-ins, say something! Tell your boss that too frequent, lengthy, and often unfocused video calls are not productive for anyone. So far, technology hasn’t provided a solution for that important comment with a colleague traded briefly around the water cooler or as a quick question over the office partition. Until technology delivers that immediacy (and be assured it is being worked on right now), Convery notes, “You must be assertive and jealously protect that most precious commodity, time, to successfully get a job completed. If you need to block off your calendar to focus on executing tasks and guard against additional calls and meetings being added to your day – do it and don’t feel about it.”

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“Keep in mind that your new employer is also grappling with orientation difficulties, so be patient and flexible,” advises Nancy Halverson, SVP Global Operations. “Depending on policies at your new company and the current public health situation, logistics might be confusing at first so you might want to reach out ahead of time to find out what the process will look like in your case. Contact your recruiter, your HR contact, or your new manager to find out how they’re handling the logistics of onboarding during WFH.”

You’ll probably receive an onboarding packet that provides you with a list of tools, links, and systems and directions on how to access them, internal/external contact information for any issues that may arise, colleague contact information, and an organizational chart. It’s also likely that your new boss will send out a communication to your team members announcing your hiring, but you can also reach out to your co-workers and personally introduce yourself.

Halverson’s additional recommendations include:

Understanding expectations.  Your new job probably wasn’t intended to be remote, and since your manager and colleagues won’t be working in the same location, you can’t just drop by to ask a quick question or get clarification. “Take the initiative and make sure you fully understand your role and the tasks you’ve been assigned,” says Halverson. “Know when you’re expected to produce deliverables, for example, and how your boss wants to receive them. Don’t hesitate to ask for more information.”

Knowing what digital tools your team is using.  “This is really important,” says Halverson. “Remote working depends heavily on the use of digital tools for communication, meetings and project management. Take your time navigating the company’s training documents and onboarding materials. Walk yourself through each new tool – especially the ones that involve workflow and communication.” Once you know the preferences of your boss and your colleagues, you should be able to quickly adapt to a digital platform that allows you to work effectively with your team and collaborate on projects.

Cultivating a work friend or mentor.  “Remember that people who are working remotely miss the camaraderie and interaction they enjoyed in the office,” says Halverson. “Most would be happy to have a virtual one-on-one coffee chat with you, giving you a chance to build relationships and find helpful mentors.” You’ll learn about what they’re working on, and you’ll gain a better understanding of the organization and how it functions.

Tuning in to the culture.  Every organization has its own culture, and typically you absorb it through everyday interactions that are a normal part of being in an office. You hear conversations, have discussions about what other people are working on, and you pick up on what activities are valued and what styles of work are appreciated. “Now you have to create those interactions digitally,” says Halverson. “From them you’ll be able to determine a great deal about the values of the company and its leaders.”

Starting a new job is always a challenge, never more so than now. However, if you are proactive in your efforts to acclimate, you’ll soon begin to feel more comfortable socially and to demonstrate your value more quickly.

The post Starting a New Remote Job During the Pandemic appeared first on Highland Consulting Group.

Although working remotely has long been applauded as a benefit to employees, allowing flexibility and saving time and money on commuting, work clothes, lunches and other expenses, it can also result in burnout. What was once a luxury is now a necessity, and many people report increased anxiety about missing a call or not responding immediately to emails being interpreted as not working as hard as if they were in the office.

About 45% of workers said they were burned out, according to a survey of 1,001 U.S. employees by Eagle Hill Consulting, as reported by Bloomberg. Almost half attributed the mental toll to an increased workload, the challenge of juggling personal and professional life, and a lack of communication and support from their employer. Maintaining employee morale has proved difficult, said two-thirds of human resources professionals surveyed by the Society for Human Resource Management earlier this month in the Bloomberg report.

“Weekdays blend into weekends,” says Patrick Convery, Senior Marketing Manager at MRINetwork. “Without physically leaving your place of work and closing the door behind you, you no longer have a definite signal that says it’s time to relax and enjoy your home life. That means you have to make a conscious effort to set boundaries and take care of yourself in order to avoid burnout.”

As an individual who is now working from home, Convery recognizes the importance of establishing routines and segmenting your day into your work life and personal life. ”Have a separate place for your home office and go to work there just as you did when going to work meant leaving your house,” he recommends.

Other tips for avoiding burnout include:

Crafting a daily routine with consistent parameters. Create a work schedule for yourself and stick to it as much as you can. Start at the same time every day, and check out around the same time. Eat lunch and take breaks at the same time, and try to keep your work schedule as consistent as you can. Routine is reassuring when you have to create your own schedule. You no longer have the rhythm of a commute and a set lunch time as schedule markers. It’s up to you to create a new routine so that you can normalize things as much as possible.

Redefining productivity. Working in an office building, productivity is often gauged by time at the office. WFH can make it harder to define productivity. Focus on the priorities of your job role. Establish goals with your manager to ensure realistic accomplishments and set healthy parameters. Integrate time for professional development and support into your work hours.

Making connection a priority. Reduced social connection in WFH is a definite challenge. Determine how you’re going to stay connected with your team, your colleagues and your friends. Use technology to facilitate connections, but don’t neglect opportunities to safely gather in parks or other places that allow for social distancing. Another way to stay connected is through broader networks, such as professional organizations. Use social media to initiate or access online connections, such as Facebook professional support groups.

“The bottom line is that working from home for extended periods can lead to burnout, and if you don’t take steps to deal with that burnout, your quality of life will be affected,” warns Convery. “Work will spill into the rest of your life, your work performance will suffer, and ultimately it will have a negative impact on your career and your life. So be on the lookout for signs of burnout and do what you have to do to improve your situation.”

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“Working with outside recruiters is inevitable at some point in your career. The senior-most searches are often handled by executive recruiters to preserve the confidentiality of the search and to access the broadest pool of candidates,” according to Forbes. Plus, mid-level and entry-level searches are also tackled by recruiting agencies a lot of the time, and it’s helpful to form relationships with these people earlier in your career.

While it’s extremely important to develop a kinship with the hiring managers you work with during the job-hunting process, don’t forget the recruiters as well. Here are tips on developing a meaningful relationship with them:

First, it’s important to understand the difference among the recruiters you work with. “Get to know how recruiting works. There are two kinds of firms: contingent and retained. Contingent recruiters are only paid if a candidate they present is hired. Retained recruiters are paid to handle the search, regardless of where the final hire actually is sourced,” according to Forbes.

By knowing the difference, you can more effectively communicate with them about what you’re looking for as well as understanding the types of jobs these recruiters can help you find.

Second, you should always respond to a recruiter who reaches out to you. “The best way to get connected to a recruiter is when they reach out to you. So if you get unsolicited calls from recruiters, take those calls,” according to Forbes. “Yes, you want to vet the recruiters and if they are legitimate players, help them with their search – recommend people you know who are a fit. Recruiters remember candidates who are helpful.”

Finally, you should make sure to have a fully updated LinkedIn page so that recruiters have the most recent information on your career. This will help get you paired with recruiters who can help you find the best possible job, and lead to a strong jumping off point to get better opportunities in your industry.

Recruiters are essential to making a good next career move. By understanding their work, communicating with those who reach out to you and keeping up-to-date on social media, you can start meaningful relationships with recruiters that will pay off in the long term.

The post How to Build a Meaningful Relationship with a Recruiter in Your Industry appeared first on Highland Consulting Group.

“Quitting immediately isn’t always an option so they have to find a way to stick it out. If this is you, and you are trying to make it last (at least for right now), then it is time you start being proactive about your work environment,” according to Huffpost in an article discussing how to survive and thrive in a toxic work environment.

To help, here are tips you can use to thrive in a difficult workplace (that don’t involve quitting and finding another job):

First, it’s important that you have someone outside of the workplace who you can turn to for support. “Having a support system is so key, especially if you want to follow tip #1. This way you can vent and release your pent up frustration without bringing it home with you,” according to Huffpost. “Ask a friend who you trust if they would be willing to let you vent to them once in awhile. You can even let them know you don’t need a response, but just a safe space to release pent up frustration.”

Second, you should do your best to maintain a positive mental attitude even if it can be difficult to maintain at times. “Perhaps there are professional development opportunities that could help train you for a future position. Take advantage of those and think about how this job is just a stepping stone to something more. Find any positive ways to make your job a positive and only focus on that,” according to the news publication.

Another piece of advice? You should create boundaries between the toxic work environment and your personal life in order to protect your mental well-being, while also being able to focus on the tasks at hand. “This one is a real challenge for most people. Learning to say no can be really difficult,” as noted by HuffPost.

So, what are examples of successful boundaries? It can be mean everything from simply taking your lunch break to ensuring that you don’t take any work with you after the day ends. “Boundaries are not only healthy for you, but also for the people you work with. You can set an example for others and show them that it is okay to take care of yourself and let your job come second,” according to the publication.

In sum, a challenging work environment can make it difficult to succeed for a variety of reasons. By having people you can speak with, maintaining a positive attitude and creating boundaries, you’ll be able to thrive no matter what.

The post How to Thrive in a Challenging Work Environment appeared first on Highland Consulting Group.

As Forbes notes, for example, “Working for a younger boss – while becoming more common in today’s multigenerational workforces – tends to go against certain basic social and psychological norms most of us are used to.” While that’s certainly the case, there are potential benefits as well. For example, when older employees and younger managers work together effectively, there can be opportunity for creative synergies and learning new skills and abilities.

To help, here are tips you can follow if you report to a manager who’s younger than you:

First, it’s crucial that you’re respectful above all. This is important because even though you’re older, you want to express that you are willing to work with your manager and won’t push aside their feedback or recommendations simply because of age. “As the older subordinate, you must always show respect to your boss. They are in the role for a reason. Respect and sincerity always go a long way. Especially, if you may need a letter of recommendation someday,” according to Forbes.

In addition to being respectful, you should consider managing up in your role as the older worker to a younger manager. This can mean offering your “life experience” and advice to your boss, who may willingly accept it, according to Forbes. “The younger boss may often feel awkward too,” as noted by the publication. “But the good emerging leaders that have been put in management roles will willingly accept advice from anyone on the team – the best crave it.

A final piece of advice that may seem counterintuitive? According to Forbes: Don’t skirt around the issue and tackle it head-on if you feel like that would help your working relationship with a younger boss. “If you feel there is an elephant in the room and some tension based on the age gap, just get it out there. Make a joke out of it,” as noted by the publication. “Be confident in the fact that you have been hired to bring value to the team – regardless of your age – so get over it and give it everything you’ve got.”

This is powerful advice because it will instantly ensure that the relationship between worker and boss starts on a strong note. By putting both parties at ease from the get-go, you’ll find the age difference isn’t an issue.

In conclusion, an older employee and a younger boss can work together effectively if they take the right steps to ensure the working relationship begins on the right note. By being respectful as an older employee, managing up and tackling the question of age right away, this won’t be a problem, but rather a strength for your team and your career.

The post How to Work with a Younger Manager as an Older Employee appeared first on Highland Consulting Group.

Since successful business operations hinge on performance, employers are placing more focus on performance reviews. But as a study from MRINetwork found, many workers simply don’t find these reviews to be useful.

In fact, the 2018 MRINetwork Performance Management Study found the majority (54 percent) of employers are putting more of an emphasis on performance reviews with their staff, but interestingly, most employees don’t feel the same.

When respondents were asked whether they see their employers placing more focus on performance reviews, only 13 percent said the importance of reviews is increasing, compared to 65 percent who indicated the emphasis on performance evaluations has remained the same.

Regardless of how your organization conducts performance reviews, it’s important for you to leverage these meetings as a way to gain insight about your performance, as well as how to propel your career within the company. Here are a few things you can do to make the most of these reviews:

Seek out a mentor

It’s always important to have someone at your organization to consult for advice or help when you have a question about something, or just simply want to bounce an idea off someone. According to Forbes, there are three different qualities to look for in a mentor, which can significantly enhance your performance at work.

These include: “a desire to develop and help others,” “current and relevant industry or organizational knowledge, expertise, and/or skills” and a “growth mindset and learning attitude.” By finding a mentor with these qualities, you’ll be continually learning and challenging yourself to drive your performance at work.

By asking a mentor for advice, especially ahead of a performance review, you’ll be more prepared to have a strong and valuable conversation with your manager. Plus, you’ll have increased confidence about your own skills and abilities.

Do your homework before your review

While performance reviews are typically thought to be one-sided meetings, they shouldn’t be. Instead, they should be more of a conversation, where you and your boss discuss your overall performance throughout the year, outline areas that can be improved and set new goals for the coming year. After all, this is the time when you can ask your boss questions, bring up concerns and more.

To get started, make a list of the things you’d like to discuss – in order of priority – and go from there. Just make sure that the items you mention are things that can help you perform more effectively or would be an asset to your team.

Seek out new projects and opportunities to illustrate your growth potential

In addition to working with a mentor and making the most of the performance review, it’s also important to be proactive and collaborate with others. Whether it’s a major initiative or just providing some assistance based on your skillset, make note of when you’ve offered a helping hand, so you can point back to these instances in your performance review.

By doing so, you’ll be able to get strong feedback in your performance review for taking initiative, while also inspiring your manager to give you more responsibilities that could ultimately lead to a promotion and/or raise.

According to Forbes, it may be helpful to review your email ahead of a review in order to figure out what’s best to highlight. “Reflect on your successes over the past year.  If you’re stuck, look through your email and find all the of ‘thank you’s’ and notes of appreciation from coworkers, clients and your supervisor. Did you decrease time and increase efficiency on a project? Start a new initiative? Bring on new clients?” the publication notes.

In sum, these tips will help you make the most of your performance review, while also setting you up for success at your organization in the years to come.

The post Here’s How You Can Make the Most of Performance Reviews appeared first on Highland Consulting Group.

However, when these initial conversations don’t go as planned, both candidates and employers point to the same issue as the primary cause: poor communication. That’s according to recent data revealed in the 2018 MRINetwork Performance Management Study. When employers were asked to identify the biggest shortcomings among candidates they’d interviewed, a lack of communication skills (41 percent) was the most commonly cited response.

Notably, when candidates were asked a similar question – What are the greatest gaps or short-comings of companies where you’ve interviewed most recently? – they also cited bad communication, particularly after final interviews, as the biggest problem of all (according to 36 percent of the individuals polled).

To communication more effectively during interviews, here are tips that both candidates and interviews can leverage:

1. Explain yourself during the interview process and be authentic when doing so. “Be you from the start. Interviewing is a two-way street. The organization wants to see if you are going to be the right fit. Take advantage of the interview process to see if the organization is going to be the right fit for you, as well. The only way you will know it is a good fit is if you are your authentic self. Make sure you can bring your whole self to work to ensure that you can be most effective in your new role,” according to Forbes. This applies to both the candidate and the interview.

For candidates: Talk about your skills, experiences and abilities as accurately as possible. Don’t lie in any way as that will be evident to the job interviewer and can likely come back to haunt you in the future. Instead, tell stories that express your abilities and your interest in the company you’re applying to in a genuine way.

For interviewers: Don’t sugarcoat the position or the company in order to win over candidates. Instead, be real about the job’s responsibilities, the company culture and what’s needed from a candidate to be successful in the position.

2. Do your homework and let that come through in the job interview.

Candidates: For job candidates, you should feel prepared by researching the company and interviewer(s) as much as possible ahead of time. This will allow you to answer questions and speak confidently. Asking questions is another important way to communicate interest and being naturally inquisitive about the direction of the company demonstrates a strong sense of engagement for the position.

Employers: Job seekers devote time, money and energy into establishing their credentials and their work experience. Their dedication deserves recognition. As an employer, you should come to the interview having looked over the candidate’s resume, and at least a few questions to probe deeper into the applicant’s background. Asking questions about certain aspects of their education and/or experience can show genuine interest in their expertise and serves as positive affirmation that they are being considered for the role.

3. Make sure that you stay in touch after an interview concludes.

Candidates: Sending a thank you note is not only courteous, but it shows that you’re highly interested in the job for which you’ve interviewed. Enthusiasm is a crucial component of landing a position. Thirty-seven percent of employers in the MRINetwork poll referenced lack of enthusiasm about the job as one of the top shortcomings among job seekers they’d evaluated.

Employers: Not knowing whether they got the job can be unnerving for candidates, especially when they feel like the interview went well. It’s also disrespectful of the time and effort the applicant has invested. Try to keep them in the loop even if you don’t extend an offer. Approximately 1 in 3 candidates in the poll cited little to no communication after the interview as their biggest frustration.

In sum, communication is a two-way street during job interviewers. By being authentic and doing research, conversations between candidates and employers will be more effective and lead to stronger hires and better job fit in the long run.

The post How Job Candidates and Interviewers Can Communicate with Each Other Successfully appeared first on Highland Consulting Group.

It’s said that women earn approximately 80 cents for every dollar that a man makes for equal work. However, a study from the Institute for Women’s Policy Research suggests that the disparity may be even greater, with women making just 49 cents compared to the average man’s dollar. Other studies, such as one from PragerU, suggest the data is being misinterpreted, and the wage gap is more like 4.8 – 7 percent, when you factor in the individual choices people make throughout their career that impact pay.

In light of these inconsistencies, lawmakers as well as business owners are taking the wage gap more seriously. For example, under the Equal Pay Act, employers are mandated to compensate women and men the same amount “for performing substantially equal work.”

To avoid unconscious biases, seven states, Puerto Rico, three cities, and three counties have enacted “Can’t Ask Salary Laws” which prohibit private sector employers from asking candidates about how much they are currently earning or have earned in previous positions. Additionally, several states, cities, and counties have enacted such laws which are applicable to public sector employers. While this represents a minority of states, steering clear of wage-related inquiries makes good business sense and puts more of a focus on workers’ qualifications as to what determines their salary. Still, not wading into these discussions is often easier said than done, both for businesses as well as candidates.

Here are a few strategies to better adhere to existing wage laws:

For employers

Voluntary wage disclosures

Generally, voluntary salary disclosures by candidates do not violate these laws, though the candidates’ disclosures must be “willing” and “unprompted.” However, in several states, voluntary salary disclosures cannot be considered by an employer when determining job offers.

Reference salary range in job postings

Just because salary history has become a sensitive topic, it doesn’t mean that candidates are no longer interested in it. It remains among the top factors they consider when deciding on a potential employer. In light of this, consider mentioning the compensation range when advertising job openings. California law requires employers to provide a candidate with “the pay scale for a position” for which they are applying, if requested by the candidate. Alternatively, you may prefer to ask applicants about their salary expectations in initial screening calls. This not only enhances transparency, which candidates want, but also helps weed out people who have salary expectations that exceed the company’s budget, saving time and money.

Introduce merit pay programs

It’s pretty straightforward: The better workers perform – whether in quality measurements or productivity – the more they stand to earn.

This free market system incentivizes current and potential hires to give it their all on the job so they can better provide for themselves and their families. In job interviews, employers may want to briefly touch on merit pay to demonstrate that the company is truly invested in equal pay for equal work.

For candidates

Do your homework

Employers may be mentioning salary earlier in the hiring process, rather than during the interview itself. As a candidate, you can prepare for this possibility and how you’ll respond by looking into what the average worker in your position earns. You can get a ballpark estimate online, such as the Bureau of Labor Statistics’ Industries at a Glance website. Doing your due diligence can be used as a negotiating tool if compensation offered is lower than the average for the equivalent position.

Don’t ask about salary at the outset

Employers are increasingly holding several rounds of interviews to find the best person for the job. This kind of thoroughness can push back discussions about pay until later in the process, so it’s important not to come across as greedy or money-hungry, by bringing up salary too soon. For example, instead of mentioning salary in the first interview, opt instead to bring it up in the second or third round. The context of the conversation can help you determine the right time.

More comprehensive wage laws are an attempt to level the playing field. By being aware of them, employers and candidates can improve fairness and better appreciate the value of hard work.

The post How to Navigate New Laws and attitudes on the Wage Gap appeared first on Highland Consulting Group.