Should You Be Asking for More Money

Should You Be Asking for More MoneyShould You Be Asking for More MoneyCompare yourself to other candidates to determine if you should be asking for more money.Wouldnt you like to know whos interviewing against you for the same job?Ladders shows you each individual who applied for the job - in a completely anonymous way.Youll see years of experience, educational background, and compensation range for each other part in the hunt.If the job is a good fit youll get the inside scoop that you should be asking for more money, or that you should emphasize your advanced degree when applying.Well also show you how you compare to all the candidates in aggregate.Seeing who your competition is and how you stack up gives you a sense of whether the jobs a better fit for somebody else, or if youre actually the person at the top of the listGood luck with the search this week, ReadersIm rooting for you.

Advertising Account Executive Salary and Job Description

Advertising Account Executive Salary and Job DescriptionAdvertising Account Executive Salary and Job DescriptionPart stage manager and part juggler, todays advertising account executive knows how to keep clients happy while coaxing great campaigns from the creative team.As the link between client and creative, account executives need to speak both languages. They are responsible for keeping a lot of balls in the air, making sure advertising content gets delivered on time and under budget, while staying in close communication with the creative team and keeping the client happy.Advertising account executives are key to bringing clients ideas and projects to life, ensuring client satisfaction and even attracting new business, says Diane Domeyer, executive director of The Creative Group. Interpersonal skills, project management experience, ability to multi-task and attention to detail are crucial tools to an advertising account executives success, as they often work on several accounts a t a time.Read on for a look at the advertising account executive job description and current salary projections for this important role.Advertising account executive salary benchmarksAccording to The Creative Group 2019 Salary Guide, the midpoint salary for an advertising account executive is $54,500. Use ur Salary Calculator to find out what an advertising account executive can make in your city.Advertising account executive duties and expectationsAn advertising account executives main goal is to be the liaison between the client and creative team. They manage budgets, ensure adherence to brand guidelines and keep leads for new business moving through the sales pipeline. They can be responsible for project management and making sure creative freelancers are up to speed and working effectively. Account executives should also be skilled at bringing in new clients and closing contracts.In most cases, the following responsibilities can be expectedMeets with clients frequently, serving as contact between the client and creative/advertising teamDiscusses strategy with clients and helps develop advertising campaignsPresents creative proposals to clients for approval, making sure all components are in line with the brandAddresses any issues or delays in the project, as well as clients feedbackDelivers completed projects to the client on timeManages budgets for multiple accountsAcquires new accounts and negotiates contractsProfessional experience and skillsTo succeed in this role, you must be able to anticipate obstacles and have a sense of urgency. Being able to address clients concerns, issues and feedback and deliver completed projects by deadline is an important trait for advertising account executives. As they often work on multiple accounts, an attention to detail and organizational skills are also essential so nothing slips under the radar.A large part of project management requires being able to work well with people. Advertising account executives should have excellent interpersonal skills and should be able to connect and engage with a variety of personalities, both on the client and creative side. They should possess great communication and presentation skills. Employers also look for creativity and an understanding of the advertising and marketing industry and current trends.Hiring managers generally ask for a four-year degree in advertising, business, marketing or a related field. A mid-level job requires one to three years of experience in marketing or advertising. If you previously worked as an account planner or coordinator, you may be able to command a higher advertising account executive salary. Experience with Adobe Creative Suite and Microsoft Office are common job requirements. Some positions may also call for customer relationship management (CRM) or enterprise resource planning (ERP) tool knowledge, if the job description includes generating and qualifying sales leads.Search our open advertising account executive jobs nowT his post has been updated to reflect more current information. Tags

How HR Should Handle Pay When an Employee Resigns

How HR Should Handle Pay When an Employee ResignsHow HR Should Handle Pay When an Employee ResignsIf youre wonderingHow to Handle an Employee Resignationwhen you dont want to offertwo weeks noticethere are several important things to consider. Lets consider the following scenario. The employees resignation was welcome and you didnt believe keeping him or her around for two more weeks would benefit your companyor the other employees. In fact, it may hurt employee morale. So, youve determined that their services should end that same day. You walkthe employee out the door and wished them well in all their future endeavors. Yourbig questionis does that mean the company should pay for the additional two weeks time that was given as notice? Should I (the employer) pay the employee as if he or she had been allowed to continue when the company accepted the resignation? You Need to Consider Setting a Precedent Generally speaking, mostemployers would want to pay for the employees two weeks just as if he or she had worked for the next two weeks. Thats because you dont want to set aprecedent or find yourself in a situation in which you treat employees differently. Assuming that you might want a good, valued employee to work the two weeks after their resignation, or to recognize their past contributions by paying for their time, you want to leave your options open. Paying some, and not other employees, following a resignation, no matter why they resigned, could very easily be interpreted as discrimination, which is an HR professionalsworst nightmare. Consider the Workplace Environment and All Employees If other employees know that you may not allow them to work out their two weeks notice or receive pay for the notice time, you encourage employees to not give two weeks notice at resignation. You will end up creating an environmental norm in which people just quit if they need to be paid for their last two weeks on the job. You simply have to operate on the premise th at most (if not all) employees want their final paycheck at resignation. Most likely youll be grateful that a non-productive employee whom you wanted to fire anyway, is leaving. The best course of action is to take the high road with a thank you gift of two weeks pay for the time, energy, paperwork, and so forth, that you were saved with their resignation. Two weeks pay is a nominal figure in comparison to what your organization may have experienced if you had gone the traditional routes of a wertmiger zuwachs improvement plan (PIP) or progressive disciplinary action. Take the Legal High Road There is very little likelihood that this employee would be in any position to sue you for any reason for his or her resignation. If they did, if you fork up the two weeks following their resignation, you look like the good guy who did the right thing- always a good position to be in should you end up standing in a court of law. And, while your objective in wanting to remove the employee fr om your company is accomplished and all should be well, do check with your employment law attorney before you take action to understand all the parameters of what happensWhen Employees Resign.