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How to write a cover letter - tips from a recruitment agency

Naren Sankar — Thu, 27 Feb 2025 16:10:47 +0000

How to write a cover letter - tips from a recruitment agency Naren Sankar

You’re probably familiar with the standard cover letter. It goes something like this: introduce yourself, explain why you’re a great fit for the job, explain why the company is a great fit for you, and then finish by providing your contact details and thanking them for their time.

However, as fresh faces enter the competitive workforce alongside those who are moving companies, many of us have different ideas of what a cover letter is. Despite the popularity of social media, a well-written cover letter remains an essential tool for job seekers to make a lasting impression and showcase their qualifications to prospective employers.

15 tips for writing a great cover letter

Ultimately, the question on every candidate’s mind is: Do recruiters read cover letters? Yes, we do. As recruitment agencies receive more cover letters, what does it truly take to stand out in today’s job search? How long should a cover letter be? What does the perfect cover letter include?

As a recruitment agency with experience reading thousands of cover letters, we'll offer insights, advice, and techniques to craft a great cover letter to help you stand out. We've also included a handy checklist and sample cover letter.

1. Open with a hook

The number one goal of your cover letter is to get a hiring manager interested in you, and what you have to offer. But if your opening paragraph starts with “I am writing to apply for [job name] at [company name]”, chances are they may stop reading — even if you’re a perfect fit for the role.

Swap the standard introduction with a memorable statement instead. Start with an impressive achievement you’re proud of and that’s relevant to the role or highlight an aspect of the job description that stands out to you. If you can get them to keep reading, that’s half the battle won.

Here are some compelling examples to illustrate how you can immediately capture the hiring manager's attention:

Accountant: "Identifying and implementing a strategic tax optimisation plan that saved my previous employer $500,000 in unnecessary tax expenditures last fiscal year was a highlight of my career as an accountant. I am eager to bring my analytical skills and tax-saving strategies to the accounting team at [Company Name], ensuring financial efficiency and compliance."

Software Developer: "I developed a mobile application that solved a longstanding problem for XYZ Charity, increasing their operational efficiency by 40%. I'm excited about the opportunity to leverage my technical skills and passion for social good as a Software Developer at [Company Name]."

Marketing Professional: "Increasing brand engagement by over 50% in six months was just the beginning of my journey with XYZ Corp, and I am eager to bring similar groundbreaking results to the Marketing Manager position at [Company Name]."

Sales Executive: "Exceeding my sales targets by over 150% for three consecutive quarters was no small feat, but rather a testament to my strategic approach and relentless drive. I am excited to channel this energy and expertise into driving sales growth as a Sales Executive at [Company Name]."

Human Resources Professional: "Revamping our recruitment strategy to prioritise diversity and inclusion resulted in a 40% increase in team diversity over two years, enriching our company culture and driving innovation. I look forward to applying my passion for building inclusive workplaces in the HR Manager role at [Company Name]."

2. Create a memorable impression with storytelling

Storytelling in your cover letter can be a powerful tool to create a memorable impression and engage the hiring manager. A well-crafted narrative that connects your past experiences to the role you're applying for can not only demonstrate your qualifications but also showcase your ability to communicate effectively.

When incorporating storytelling into your cover letter, focus on a key moment or achievement in your career that illustrates your problem-solving skills, resilience, or leadership.

Explain the context, the action you took, the outcome, and, most importantly, what you learned from the experience and how it prepares you for the challenges of the job you're applying for. This method can transform your cover letter from a simple list of qualifications into a compelling narrative that highlights your unique journey and fit for the role.

Here is an example, "In my previous role as a project manager, I led a team that was behind schedule on a critical project. By re-evaluating our approach and fostering a culture of open communication and collaboration, we not only delivered the project on time but also exceeded our client's expectations. This experience taught me the value of adaptability and the power of a motivated team, principles I'm excited to bring to your organisation."

It's about showing, not just telling, why you're the ideal candidate for the job.

3. Personalise it to the hiring manager

Address your cover letter to the right person, quote the job title and job application reference number (if applicable), and add where and when you saw the advertisement. Also, include the date and your contact details, as well as your Linkedin profile.

Given that the hiring manager's name might not always be readily available or identifiable, opting for 'Dear Hiring Manager' as a salutation in your cover letter is both perfectly acceptable and commonly used in job applications.

4. Enhance your application with digital links

Beyond including your LinkedIn profile, consider mentioning any relevant online portfolios, professional blogs, or personal websites that showcase your work, achievements, and professional interests.

Your digital footprint can provide a richer, more dynamic picture of who you are as a professional. For instance, a writer could mention their blog or published articles, and a software developer might reference their GitHub profile. These digital assets allow hiring managers to see your work in action, offering tangible proof of your skills and creativity.

When referencing your digital footprint, ensure that all links are up-to-date and that your profiles are polished and professional. This is your chance to make a memorable impression by demonstrating not just what you've done, but who you are and what you're passionate about.

Keep in mind the privacy settings of any personal content you share and make sure it aligns with the professional image you wish to project.

5. Use a clear and concise structure

A good cover letter uses short sentences, and simple language and is concise.

The cover letter word count isn't that important, but it should be between three to four paragraphs in length and no longer than one page. Half a page would be too short unless you're a graduate applying for your first role. Remember, you'll get the opportunity to go into more detail in the interview process.

Incorporating a cover letter heading at the top can help ensure that your application makes a strong first impression. Clearly state why you are interested in the role and company in the first paragraph.

Next, demonstrate how your key skills, qualifications and experience can help the business meet its goals. Show how your interests and personal qualities make you the best fit for the job and close by thanking the reader for considering your application.

6. Align your cover letter with the job description

Your cover letter should express how your unique combination of attributes could add real value to that particular role in the company.

Read the job description carefully so that you can match your most relevant skills, qualifications, knowledge, and experience to the job ad with clear examples to support your statements. You can also research the company website and match your relevant experience with the company's mission.

Many companies use Applicant Tracking Systems (ATS) to screen cover letters and resumes. To ensure your cover letter makes it past these systems, use keywords and phrases directly from the job description.

This will help your application align with what the employer is looking for and increase the chances that your cover letter will be read by a human.

At Michael Page, we offer a wide array of exciting job opportunities for you to explore. Start your job search today and let us connect you with your next great opportunity.

7. Let your personality shine through

Recruiters are on the lookout for people who will be a good cultural fit and those who think outside the box. While cover letter examples are a helpful springboard for inspiration, try not to follow them to a T. Instead, inject a bit of humour and your personality into the cover letter.

Here’s a great example from a writer at The Daily Muse:

“If I’m in a conference room and the video isn’t working, I’m not the sort to simply call IT and wait. I’ll (gracefully) crawl under the table and check that everything is properly plugged in.”

This type of example not only lightens up the cover letter. It also demonstrates your soft skills to the hiring manager, without being overly stuffy. However, remember to always keep it professional – if you wouldn’t say it in a job interview, don’t put it in your cover letter.

You'll be able to share more relevant stories in your job interview, so don't go beyond the ideal length of one page.

8. Emphasise soft skills with examples

In today's job market, highlighting your soft skills is as crucial as showcasing your technical abilities. However, stating you have these skills is not enough; you need to provide concrete examples that demonstrate how you've applied them effectively in real-world situations.

For instance, if you want to highlight your teamwork skills, you might say: "Collaborating closely with a diverse team, I played a key role in orchestrating a turnaround for a struggling project, which ultimately resulted in its success and a 20% increase in customer satisfaction."

By providing specific examples like these, you make a compelling case for your soft skills, showing potential employers not just that you possess these qualities, but how they've had a tangible impact in your past roles.

9. Keep the tone upbeat

The tone of your cover letter should be professional, and friendly and convey enthusiasm. You want to demonstrate that you are enthusiastic about the role and have a positive attitude towards the company.

A sentence like "I am particularly excited about this role because it leverages my proven track record in innovative problem-solving and my dedication to building supportive team dynamics" highlights your positive attributes and readiness to contribute.

Avoid mentioning areas where you may be lacking the skills or experience listed in the job advertisement, as you can address these in the interview stage.

10. Use a cover letter template

If you’ve ever wondered how other people make their cover letters and CVs look so great, here’s the secret: templates. Countless templates on sites like Resume Lab, HubSpot or even Etsy will help you stand out. And the best part? You don’t need design experience to use them.

If you’re using a template, be sure that your cover letter and resume are visually consistent. Keep the same font, colour scheme and formatting for each to ensure you make an impact.

Try our free templates to get started on crafting your standout application today.

11. Give them a reason to read your resume

The point of a cover letter is first to introduce yourself and show why you are a good fit for the role and the company, but it should also act as something of a teaser for your resume.

You want the reader to move from the cover letter to your impressive resume, so don’t simply regurgitate all of the information from your resume into your cover letter, but rather add tidbits so they will be enticed to continue reading.

Read next: How to write a winning resume

12. Avoid clichés

Anyone who has ever worked in an office knows a raft of professional buzzwords – and is already tired of them. Avoid using terms and phrases like ‘team player’ and ‘give everything 110%’. If you’d still like to include these sentiments, find a way to write them so they don’t get written off as meaningless filler.

13. Always proofread

No matter how cover letters change through the ages, this one piece of advice on how to write a cover letter remains the same. Spelling mistakes or poor copy-paste jobs are the fastest way to get your application discarded by hiring managers.

Also, when you’re working with templates or saving as PDFs, it’s easy to let a missed comma, rogue bullet point or incomplete sentence slip by.

Run your cover letter through a proof-reader before saving it as a PDF and have a trusted friend or family member double-check it for mistakes. Reading your cover letter out loud is another great way to catch any tiny errors in the mix.

14. Explaining gaps in your career

Navigating the job market as a non-traditional candidate – whether you're changing careers, re-entering the workforce after a hiatus, or have a non-linear career path – can be daunting.

However, your cover letter is a powerful platform to highlight how your diverse experiences contribute to a rich skill set and a unique perspective that can benefit the company.

When crafting your cover letter, focus on the narrative that connects your past experiences to the job you're applying for. Emphasise transferable skills that have prepared you for this new role, even if they were developed in a different industry. For example, leadership, project management, communication, and problem-solving are valuable in virtually any job.

Acknowledge gaps or transitions directly and confidently, focusing on your growth, what you learned, and how this makes you even more prepared for the challenges of the role you're applying for.

Your goal is to turn potential perceived weaknesses into strengths by demonstrating your resilience, adaptability, and readiness to leverage all your experiences in the new role.

If you took a career break to travel or pursue further education, you could write: "During my time away from the professional world, I embraced the opportunity to travel and study, which broadened my perspectives and enhanced my problem-solving skills, making me a more adaptable and innovative thinker ready to contribute to your team."
If you took time off to care for family, you might include: "The period I dedicated to family care honed my time management, empathy, and crisis management skills, equipping me with a deeper understanding of teamwork and resilience that I bring to my professional endeavours."

Remember, non-traditional doesn't mean unqualified. It means you bring diversity of thought, experience, and skills that can enrich the team and company you're hoping to join.

This approach is equally effective when crafting a career change cover letter, allowing you to highlight how your diverse experiences and transferable skills position you as a strong candidate for a new industry or role.

15. Keep to one page

While it's essential to include enough detail to showcase your qualifications, it's equally important to adhere to the one-page rule. Focus on your most impactful achievements, and carefully select experiences that align closely with the job description. This constraint not only respects the hiring manager's time but also challenges you to present your most compelling attributes succinctly.

Leveraging AI to write your cover letter

As the job market evolves, so do the tools at our disposal. One innovative approach is leveraging AI for writing cover letters. AI writing assistants can help generate personalised cover letters based on your input, ensuring you highlight your strengths and tailor your application to specific job descriptions.

However, while AI can serve as a valuable starting point, reviewing and refining its output is essential to ensure it avoids sounding like a generic cover letter. The combination of technology and personal touch ensures your cover letter remains authentic and genuinely reflects your qualifications and personality.

Cover letter writing checklist

We've covered a lot, so here is a helpful checklist to get you started writing a compelling cover letter. By following these guidelines, you can craft your own cover letter that not only stands out to hiring managers but also showcases your unique qualifications and personality.

Start with a hook: Begin with something memorable, such as an impressive achievement or a unique aspect of the job that excites you.
Incorporate storytelling: Use storytelling to connect your past experiences, challenges, and triumphs to the role you’re applying for, demonstrating your problem-solving skills and resilience.
Personalise: Address the cover letter to the hiring manager if possible. If not, "Dear Hiring Manager" is suitable. Include job details and your contact information.
Include digital links: Enhance your application by linking to your LinkedIn profile, online portfolios, or professional blogs that showcase your work.
Clear and concise structure: Strive for a balance between providing enough detail to showcase your qualifications and adhering to the one-page limit.
Align with job description: Tailor your cover letter to the job ad, using keywords and phrases for ATS compatibility and demonstrating how your skills match the role.
Show personality: Let your personality shine through with a bit of humour or personal anecdotes, but keep it professional.
Emphasise soft skills with examples: Provide specific examples of how you've used your soft skills to achieve positive outcomes.
Keep the tone upbeat: Maintain a professional, friendly, and positive tone throughout your cover letter.
Use a template: Consider using a cover letter template to ensure visual consistency with your resume.
Tease your resume: Give the hiring manager a reason to read your resume without repeating all the information from it.
Avoid clichés: Stay clear of overused phrases and buzzwords, opting for original language that reflects your true voice.
Proofread: Always check for spelling and grammatical errors, and consider having someone else review your cover letter.
Explaining career gaps: If you're a non-traditional candidate, use your cover letter to explain career gaps or transitions, emphasising your diverse experiences and transferable skills.

Sample cover letter

Dear [Name of Hiring Manager],

With a track record of boosting customer satisfaction by 30% in a single quarter through innovative problem-solving and team collaboration, I was thrilled to discover the opening for [Job Title] at [Company Name]. Your commitment to [something you admire about the company, such as 'sustainable solutions' or 'cutting-edge technology'] resonates with my professional career aspirations.

At [Your Last Company], as [Your Last Position], I led a cross-functional team to address a critical project that was significantly behind schedule. By changing our project management approach and cultivating a culture of transparency and mutual support, we not only met our delivery deadline but also significantly enhanced the project's quality, leading to commendations from both our clients and senior management. This experience has equipped me with the resilience and creative thinking I'm eager to bring to the [Job Title] role at [Company Name].

My commitment to excellence extends beyond my primary job functions. For instance, I have actively engaged in [a short explanation of any significant achievements, certifications, or personal projects relevant to the job], further honing my skills in [relevant skill or area]. My portfolio [or LinkedIn profile, blog, etc.], which I invite you to explore, showcases work that has positively impacted my previous employers and clients.

I am particularly excited about contributing to [mention a project, initiative, or aspect of the company related to the position], applying my expertise in [mention one or two key skills related to the job] to further [Company Name]'s objectives. My attached resume provides a detailed overview of my accomplishments, including my role in [briefly mention an achievement or project that aligns with the job description].

Thank you for considering my application. I look forward to discussing how my skills and experience can align with the innovative work at [Company Name]. Please feel free to contact me at [Your Phone Number] or [Your Email] to arrange an interview at your convenience.

Warm regards,

[Your Name]

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Salary negotiation tips and strategies for new job offers

Simone Wu — Sun, 02 Feb 2025 02:00:30 +0000

Salary negotiation tips and strategies for new job offers Simone Wu

Salary negotiation isn’t just about getting a bigger paycheck right now – it’s about setting the stage for your earning potential in the years ahead.

Every salary increase often builds on the one before, so getting your salary negotiation right is crucial for your career growth. Whether negotiating a salary for a new job or discussing a salary increase during your annual performance review, knowing how to position yourself is key to getting the compensation you deserve.

Step 1: Do your research and know your market rate

When you know your market rate, you can enter a salary negotiation with confidence and realistic expectations. If you skip the research, you might end up selling yourself short, which could hurt your finances in the long run and leave you feeling unfulfilled at work.

And if you set your sights too high, you might scare off the employer or miss out on great opportunities that still offer good pay and a chance to grow your career.

How to research your market rate:

Use reliable salary comparison tools like the Michael Page Salary Comparison Tool to understand what people in your role typically earn. These tools give you data specific to your job, industry, and location.
Compare multiple salary guides from different recruitment agencies and organisations (aim for at least three) to get a more accurate picture of salary data ranges for your role. Individual guides, like Michael Page Salary Guide, may have varying data based on their job market coverage and research methodology.

Our recent Candidate Pulse survey, which gathered insights from job applicants on the Michael Page job portal, found that 54% of job applicants use salary guides to stay informed about competitive salaries.
Be cautious of online salary portals where people share their salaries. You don’t know how accurate or recent that information is. They can give you a rough estimate but don’t take them as the absolute truth. Think of them as a starting point, not the final answer.
Look at job advertisements for similar roles in your industry. Companies often include salary ranges in their job postings, giving you an idea of the market rate for the position you’re applying for. Pay attention to whether the job includes additional benefits or bonuses, as these can affect the overall compensation package.
Talk to recruitment consultants to gain insights into what companies are offering in your field. Our Candidate Pulse survey revealed that 43% of job applicants rely on recruitment agencies for salary information, highlighting their value as a trusted resource for market insights.

Step 2: Understand your worth beyond the job title

Your market value is not just based on your job title; it’s influenced by your unique skills, experiences, and the additional value you bring to the company.

Show the company what makes you unique – your strengths, past successes, and how you can make a real difference. This will give you a stronger position, especially if the role requires a wide range of skills.

How to understand your worth beyond your role:

Identify transferable skills you bring to the role that go beyond the job description, such as leadership, project management, or expertise in cutting-edge technology.
Quantify your achievements: Use metrics like sales growth, cost savings, or increased efficiency to show the direct impact of your work.
Highlight any specialised knowledge you have that is in high demand but rare in the market.

Example: If, as a Marketing Manager, you have successfully managed a digital campaign that has increased conversions by 25%, this quantifiable success justifies a higher salary within the given market range.

Step 3: Navigating salary during career transitions

If you’re transitioning into a new field, your experience may not perfectly align with the traditional career path. However, your skills are still highly valuable. The key is to understand the typical expectations for entry-level roles in your new field and then demonstrate how your unique background gives you a significant advantage.

How to discuss your pay when switching roles

Industry changes:

Research similar-level roles in your target industry to understand typical compensation ranges and structures
Identify and communicate how your current industry expertise could bring fresh perspectives to the new sector
Demonstrate your commitment through relevant upskilling, certifications, or training specific to the new industry
Highlight experience working with stakeholders from your industry
Focus on universal achievements that transcend industries (e.g., cost savings, process improvements, revenue growth)

Function changes:

Map out how your current functional expertise complements the new role
Emphasise projects where you’ve already demonstrated skills relevant to the target function
Showcase cross-functional collaboration experiences that align with the new role
Highlight any informal experience or side projects in the new function
Demonstrate how your unique background could innovate the new function

Example: A finance professional moving into a business development role can highlight their deep understanding of financial modelling and risk assessment as valuable skills for evaluating business opportunities. Similarly, a marketing professional transitioning to product management can highlight their customer insight expertise and experience in gathering market feedback.

Step 4: Timing is everything

Timing is key when it comes to salary discussions. Bringing it up too early can throw the whole hiring process off track, and you might even jeopardise your chances of getting the job. The best time to discuss salary is usually after you’ve received a formal job offer. That’s when you’re in the strongest position to negotiate.

How to time your salary talks for maximum impact

Wait for a formal offer: The best time to negotiate salary is after you have received a job offer but before you accept. At this point, the company has already invested time and resources in you, and you have the upper hand.

If the salary discussion comes up earlier, respond with a range based on your research. Avoid giving an exact number until you have more details about the job and responsibilities.

Example: If a recruiter asks about salary expectations early in the interview, you might say, “I would love to discuss the role in more detail before finalising compensation, but based on my research, I’m looking at a range of $40,000 to $45,000 for this role.”

Step 5: Present your salary expectations strategically

Providing a clear salary range instead of a specific figure allows flexibility while demonstrating that you’ve done your research and understand your market value.

Offering a range can help you find common ground with the hiring manager while ensuring you don’t undersell yourself or price yourself out of consideration.

How to state your salary expectations at job interviews

Provide a well-researched salary range with a 15% to 20% spread between minimum and maximum. Your minimum should be a figure you’d be comfortable accepting, while your maximum should align with the upper market rate for your experience level.

Back up your range with data from multiple salary guides, market reports, and industry benchmarks that reflect your experience and skills.

Consider the total compensation package, including bonuses, healthcare benefits, signing bonus, stock options, professional development opportunities, additional leave, flexible working hours, remote working options, and other variables, when determining your range.

Examples: “For a Human Resources Manager role with my level of experience leading regional campaigns, I’m looking at a monthly salary range of ₫62,000,000 to ₫66,000,000, depending on the overall package and scope of responsibilities.”

“Based on my research of similar roles in the technology sector and considering my expertise in digital transformation, I’m targeting a range between ₫100,000,000 to ₫110,000,000 monthly. This aligns with market rates for professionals with my skill set and leadership experience.”

Pro tip: Be prepared to explain both ends of your range. Your minimum represents the baseline value you bring to the role, while your maximum reflects your optimal contribution potential based on the role’s scope and your capabilities.

Step 6: Handling the discussion about your last-drawn salary

In many parts of Asia Pacific, employers often ask about your past salary. It’s tricky because while you want to be honest, how you answer can really impact your negotiation. The goal is to focus on what you bring to the table now, not just what you made in your last job.

How to manage the discussion about your previous salary

Professional deflection strategies:

Initial response:

“I understand you’d like to know my previous salary, but it’s more helpful to focus on the value I can bring to this role. I’d love to make sure my compensation aligns with both your budget and the market rates. Can you share the salary range you have in mind for this position?”
“I’m not comfortable disclosing my previous salary at this time. Could we instead discuss the salary range for this position?”

If pressed further:

“My previous salary may not accurately reflect my current market value due to [reason, e.g., increased responsibilities, new skills acquired, etc.].”
“Based on my market research and experience in this field, I’m seeking a salary within the range of [X-Y]. This aligns with the market value for professionals with my skills and experience in this role.”
“I’m concerned that disclosing my previous salary may limit my earning potential in this role. I’m confident in my abilities and deserve a competitive salary.”

Emphasise market value:

“I’m open to discussing my salary expectations further once we’ve had a chance to discuss the role and responsibilities in more detail.”

When previous salary disclosure is unavoidable:

Frame the context by explaining any unique circumstances of your previous role. Highlight any upskilling, additional responsibilities, or achievements since then.
Example: “While my previous base salary was ₫X, I’ve since completed [relevant certification/achievement] and taken on [additional responsibilities] that have significantly enhanced my capabilities.”

Important note:

These are general strategies; the best approach may vary depending on the situation and your comfort level.
If you encounter significant resistance from the employer, consider whether this is the right opportunity.

Using these tips will help you handle those tricky salary questions and make sure you’re not shortchanging yourself.

Step 7: Be prepared for rejection and stay professional

Not every negotiation will go your way. But how you handle a ‘no’ can still impact your future. Stay professional, ask for feedback, and you might be surprised at how it can open doors down the line.

How to handle salary negotiation rejection professionally

If your salary request is rejected, don’t become defensive. Instead, ask for feedback on the offer and find out what it would take for them to meet your expectations.

If the company has budget constraints, discuss alternative benefits, such as performance-based bonuses, additional paid leave, or opportunities for salary review after a set period.

Example: If the salary offer is below your expectations, politely respond, “I understand the budget constraints. However, based on my skills and experience, I believe my compensation should align with the market rate. Is there any flexibility in the budget, or could we discuss other elements of the compensation package, such as benefits or additional responsibilities?”

Step 8: Closing the conversation on a positive note

Ending the salary negotiation on a positive note is crucial, regardless of the outcome. Maintaining a professional and respectful demeanour preserves your reputation and potentially opens doors for future opportunities, even if you don’t accept the current offer.

How to conclude salary discussions effectively

Express sincere appreciation: Whether you accept or decline the offer, always express gratitude for the opportunity and the time the employer invested.

If accepting:

Confirm all terms in writing: Once an agreement is reached, obtain a written offer letter summarising all agreed-upon terms, including salary, bonuses, benefits, start date, and other relevant details.
Express enthusiasm: Reiterate your excitement about joining the team and contributing to the company’s success.

If declining:

Be direct and polite: Clearly and respectfully decline the offer while acknowledging the company’s time and consideration.
Provide a concise and professional reason for declining: Briefly explain your reason for declining, such as another opportunity better fitting your career goals. Avoid negative or overly personal reasons.
Express continued interest (optional): If it feels right, you can mention that you're still interested in the company. For example, “I appreciate the opportunity to learn more about [Company Name], and I hope to stay in touch for future potential roles.”
Maintain professionalism: Do not burn bridges. Even if you decline, maintain a professional and courteous demeanour throughout the conversation.

Example (declining offer): “Thank you again for offering me the position of [Job Title] at [Company Name]. I truly appreciate the time you’ve taken to interview me. After careful consideration, I’ve decided to accept another offer that is a better fit for my current career goals. I appreciate the opportunity to learn more about [Company Name], and I wish you all the best in your search for a qualified candidate. I hope our paths may cross again in the future.”

Additional tips:

Be mindful of cultural norms. Directness may be less common in some cultures. Tailor your approach accordingly.
Follow up with a thank-you note: Send a brief note or email to reiterate your appreciation and maintain a positive connection.

Following these guidelines, you can effectively close the salary negotiation while maintaining a professional and positive relationship with the employer.

Mastering salary negotiation strategies for career advancement

Knowing how to negotiate your salary is essential to advancing your career. When you understand your market value, and are able to communicate your worth and confidently navigate the negotiation process, you can secure a compensation package that truly reflects what you bring to the table.

And remember, negotiation skills are something you can always improve and refine over time. Practice these strategies, adapt them to your situation, and you’ll be a pro at salary talks in no time.

Explore more salary insights

Get a comprehensive view of salaries across various industries and roles with our Michael Page Salary Guide, which features the average salary of roles in Vietnam’s dynamic job market, or use our Salary Comparison Tool to see how your compensation compares to industry standards.

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Simone Wu

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What to do after being laid off: A guide to navigating this challenging time

Simone Wu — Tue, 26 Mar 2024 06:43:17 +0000

What to do after being laid off: A guide to navigating this challenging time Simone Wu

Being laid off can be a deeply unsettling experience. You would likely feel a range of emotions, from sadness, grief and anger to confusion and even relief. Many individuals face job loss at some point in their careers. With the right approach, you can overcome this challenge and emerge stronger.

Related: Building your personal brand

How to recover from layoffs and get back on your feet

1. Acknowledge and process your emotions

Job loss can trigger a rollercoaster of emotions. Acknowledge and validate your feelings, whether they be sadness, anger, or even fear. Talking to trusted friends, family, or therapists can provide a safe space to process these emotions.

-Don’t bottle up your emotions: Bottling up your feelings can lead to unhealthy coping mechanisms and hinder your ability to move forward. Allow yourself to express your feelings in a healthy way, whether through journaling, talking to a trusted confidant, breaking things in a rage room, or engaging in activities you find therapeutic.

-Seek professional help if needed: If you’re struggling to cope with the emotional impact of job loss, don’t hesitate to seek professional help from a therapist or counsellor. They can provide guidance and support as you navigate this challenging time. It is not easy to take the first step to ask for help. If you are not mentally ready for a face-to-face talk, consider calling a counselling service helpline.

Maintain a positive outlook

Though the situation may seem overwhelming and immobilising, it’s important to remember that this phase is only temporary. Keep your sights set on the future, maintaining an optimistic outlook as you navigate forward. Recognise that being laid off, like many workers laid off during economic downturns, is a strategic business decision that could be due to various factors such as the need to cut costs or poor performance elsewhere in the company. It's not a measure of your professional capabilities or worth.

-Reframe your perspective: Instead of viewing your termination as a setback, see it as an opportunity for growth and self-discovery. This shift in perspective can empower you to approach your job search with a more positive and proactive attitude.

-Focus on your strengths: Reflect on your skills, accomplishments, and experiences. Recognising your strengths can boost your confidence and self-belief as you embark on your job search journey.

2. Understand your rights and finances

Understanding your employee rights and financial standing is crucial after a layoff. With the right approach, you can lay a solid foundation for your next career move.

Review your severance package

Carefully review the terms of your severance package, including any severance pay, continuation of benefits, and outplacement services that could have a significant impact on your financial well-being. If you have questions, discuss them with your HR department or seek legal advice.

-Don’t rush into signing anything: Take your time to thoroughly understand the terms of your severance package before signing any agreements. Seek legal counsel if necessary to ensure your rights are protected.

-Negotiate your severance package: Depending on your circumstances, you may have some room for negotiation regarding your severance package. Consult an employment lawyer to understand your options and explore potential negotiation strategies.

Explore unemployment benefits

Research and understand the unemployment benefits available in your country. Knowing your eligibility and application process can provide financial security during your job search.

-Contact your local unemployment office: The unemployment office in your area can provide information about eligibility requirements, application procedures, and benefit amounts.

-Seek assistance from non-profit organisations: Some organisations offer resources and support to individuals facing job loss. These organisations can help you navigate the unemployment benefits system and connect with other valuable resources.

Create a budget

Assess your savings and expenses to create a realistic budget. Identify areas where you can cut costs and prioritise essential spending to manage your finances effectively.

-Track your expenses: If you haven’t already, start monitoring your spending habits to identify areas where you can adjust your budget. Use budgeting apps or spreadsheets to track your income and expenses effectively.

-Seek financial counselling: If you’re struggling to manage your finances, consider seeking professional guidance from a financial advisor or counsellor. They can help you create a personalised budget, explore debt management strategies, and navigate financial challenges during your job search.

-Find temporary work: While taking time to strategise your next career move is vital, sometimes the need for income is urgent. Finding temporary work doesn’t have to derail your long-term career goals.

While you secure immediate income through temporary, freelance or part-time work, you can continue your job search for a permanent position that aligns with your aspirations. If you’re in this situation, here are some resources to help you find temporary work and bridge the financial gap:

Explore the gig economy: Platforms like Upwork, Fiverr, and Freelancer connect businesses with individuals offering various skills and services. From writing and editing to graphic design and programming, these platforms provide diverse opportunities for project-based work.
Look for contract or temporary jobs: Staffing agencies specialise in placing individuals in temporary or contract positions. Depending on your experience and qualifications, these roles range from administrative support to specialised technical skills.
Utilise online job boards: Major job boards, like our Michael Page job portal, often feature sections dedicated to temporary and freelance positions. Use relevant keywords and filters to find opportunities that align with your skills and availability.
Contact your network: Let your professional network know you’re available for short-term projects or freelance work. Former colleagues, clients, or acquaintances may have leads or referrals to provide immediate income opportunities.

3. Redefining your career path: Reflection and exploration

Before diving headfirst into applications, take some time to reflect on your aspirations and redefine your professional path.

Uncover your “why”

Ask yourself what excites and motivates you in a career. Do you crave the intellectual challenge of a specific field, or are you drawn to roles that offer opportunities for creativity and problem-solving? Identifying your intrinsic motivators will guide you towards fulfilling career options.

Explore new horizons

Instead of confining yourself to the boundaries of your previous role, embrace the opportunity to delve into new industries or fields that spark your curiosity.

By researching emerging trends and pinpointing areas where your existing skills and experience could seamlessly transition, you open the door to many possibilities that align more closely with your interests and aspirations.

-Identify skill gaps: Analyse the requirements of your desired jobs and identify any skill gaps you may have. Utilise online resources, job postings, and industry reports to understand the in-demand skills for your target positions.

-Explore online learning platforms: Numerous online platforms, such as Coursera, Udemy, and LinkedIn Learning, offer courses and certifications to help you acquire in-demand skills. Many platforms offer free trials or introductory courses, allowing you to explore their offerings before committing.

-Focus on practical application: Don’t just focus on theoretical knowledge; actively apply your newly acquired skills through projects, volunteering, or freelance work. This practical experience will enhance your learning and make you a more attractive candidate to potential employers.

-Consider alternative learning methods: Volunteering or taking on freelance projects can provide valuable practical experience to complement your online learning.

Clear your mind

A well-defined objective streamlines your job search. Instead of applying to every available position, focus on opportunities that align with your newfound direction. This targeted approach saves time and increases your chances of landing a fulfilling role. Self-reflection is not a one-time event.

As you progress through your job search, revisit your goals and aspirations regularly. This ongoing evaluation ensures your actions align with your evolving vision for the future. By prioritising introspection and exploration, you can transform a challenging experience into a catalyst for personal and professional growth.

4. Prioritise your mental health and wellbeing

Whether you prefer to do light yoga or run regularly exercise, eat nutritious meals, or check off your list of new restaurants to try, create habits that can contribute to your overall well-being and resilience during your job search. The key is to go at your own pace. Some might jump into a job search a few days after being laid off, while others need more time.

Seek support

Emotions can hit you anytime, not just at the beginning of your layoff. Talking to someone you trust can help you manage stress and navigate the challenges of losing your job.

-Practice mindfulness and relaxation techniques: Techniques like meditation and yoga can help manage stress and anxiety during your job search. Explore various mindfulness and relaxation techniques and find what works best for you.

-Seek professional help: Sometimes, talking to a professional therapist or counsellor can be a more comfortable starting point than speaking with close families and friends. They are trained to listen and provide support without judgment. This can also alleviate the fear of burdening loved ones.

-Join support groups: Connecting with others who are going through similar experiences can reduce the sense of isolation and the burden of sharing. Peer support groups offer a safe space to express feelings and share coping strategies.

-Practice self-compassion: Be kind to yourself and acknowledge that it’s normal to need help and ask for help. Self-compassion involves treating yourself with the same kindness, concern, and support you’d offer a good friend.

5. Leverage your network and announce your job search with confidence

While updating your resume can wait, updating your LinkedIn profile is crucial before publicly announcing your job search. While acknowledging layoffs can be challenging, the landscape of job searching has shifted significantly.

Career transitions are increasingly commonplace in today’s economy, driven by factors like business restructuring, technological advancements, workforce budget cuts and unforeseen events like the recent pandemic. This widespread understanding has led to a normalisation of openly expressing your “open to work” status on platforms like LinkedIn.

Don’t shy away from expressing your feelings about the layoff situation authentically on LinkedIn. Honesty and vulnerability can resonate with potential future employers, and connections. Some may choose to say they have been laid off while others may not want to.

Do what is comfortable for you. Here are several pointers to consider when writing your LinkedIn post:

-Focus on the future: While acknowledging the past, emphasise your excitement for new opportunities. Showcase resilience and optimism, qualities valued by potential employers.

-Express gratitude: Thank your former colleagues and express appreciation for your time at the company. This demonstrates professionalism and respect.

-Clarity is key: Clearly state your desired role, including details like industry, level, location, and desired work arrangement. This helps connections identify relevant opportunities.

-Utilise professional language: Maintain a professional tone throughout your announcement, avoiding negative remarks about your previous employer.

-Call to action: Encourage connections to share relevant opportunities or make introductions, expanding your reach.

Sample LinkedIn post template

Here is a LinkedIn post template for your convenience. Feel free to copy, paste, and modify it to suit your needs – remember to personalise it before sharing.

“I recently completed my journey at [Company Name] and am now actively seeking new opportunities to leverage my skills and experience in [mention your areas of expertise]. I’m grateful for the valuable experiences and connections I made during my time there.

I’m particularly interested in [mention your desired role and industry], ideally in a [location or remote] setting. My passion lies in [briefly describe what motivates you in your work].

If you know of any relevant opportunities or are willing to connect me with individuals in your network, I’d greatly appreciate it. Thank you for your support!”

6. Craft a winning job search strategy

After taking some time off to process what just happened and grieve as needed, you can start to work on your job search. The first step is to update your resume.

Update your resume and LinkedIn profile

Even if you intend to find a new job later, it is always recommended to keep your resume updated so it would be up-to-date if someone requests it.

Naturally, when you update your resume, do the same for your LinkedIn profile. If you decide to start your job search, be sure to tailor your resume to each application, highlighting relevant skills and experiences.

-Use keywords strategically: Identify keywords commonly used in job postings for your target positions and incorporate them in your resume and LinkedIn profile. This can improve your visibility to potential employers who use applicant tracking systems.

-Quantify your accomplishments: Use metrics and data to quantify your achievements on your resume. This will demonstrate your tangible impact in previous roles and strengthen your candidacy.

-Proofread meticulously: Ensure your resume and LinkedIn profile are free of typos and grammatical errors. A professional presentation is crucial for making a positive first impression on potential employers.

Layoffs, while challenging, are opportunities for growth and self-discovery. By following these steps, taking care of yourself, and maintaining a positive outlook, you’ll be well-equipped to navigate this transition, be ready for future employment, and find a new role that aligns with your goals and aspirations.

Ready to make your next career move? Search our current opportunities, submit your CV or get in touch with one of our recruitment specialists at Michael Page.

Simone Wu

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How to answer workplace culture job interview questions (sample answers included)

Naren Sankar — Tue, 07 Nov 2023 09:45:04 +0000

How to answer workplace culture job interview questions (sample answers included) Naren Sankar

Landing your dream job often hinges on more than just showcasing your skills and qualifications. It is about fitting into the fabric of the company’s culture seamlessly. This crucial aspect is often evaluated through culture-fit interview questions.

While traditional interview questions like, “Why are you suitable for this job?” and behavioural job interview questions like “Describe a time when you had to overcome a difficult situation at work,” assess your competencies, culture fit questions delve deeper into who you are as a person and how you will mesh with the company’s values, beliefs, and working environment.

Are you the right fit?

These questions go beyond the surface and aim to uncover your alignment with the organisation’s culture. It is not just about skills and experiences; it’s about your attitudes, behaviours, and working style.

Hiring managers, human resources professionals and recruiters use culture-fit questions to gauge whether candidates will thrive within their unique workplace ecosystem, contribute positively to the team dynamics, and uphold the company’s core principles.

Understanding a candidate’s values and preferences ensures alignment with the company’s ethos, promoting workplace harmony and productivity.

Workplace culture interview questions and sample answers

These questions, related to corporate culture, aim to uncover how well your beliefs, behaviours, and work style align with the organisation’s core values. Preparing thoughtful responses to these questions can greatly enhance your chances of demonstrating a strong culture fit during the interview process.

Here are the 10 commonly asked culture fit interview questions and sample answers to help you craft your answers:

1. Describe your ideal work culture and how it relates to our company’s culture.

When it comes to the hiring process, it’s not just about finding candidates with the right skills and experience; it’s also about finding individuals who align with the company’s values, mission, and workplace culture.

Employers understand that a candidate’s fit with the company's culture is crucial for long-term success within the organisation. This is why they often ask questions like, “Describe your ideal work culture and how it relates to our company’s culture.”

The importance of this question lies in its ability to reveal whether a candidate’s values and preferences align with the organisation's culture. It allows hiring managers to assess whether the candidate would seamlessly integrate into the existing work environment, collaborate effectively with colleagues, and contribute positively to the company’s growth.

Example answer

“In my ideal workplace, I value open communication and teamwork, fostering innovation and aligning with your company’s transparency and collaboration focus. I prioritise a culture promoting professional growth, aligning with your organisation’s opportunities for skill development and career advancement. My ideal work culture champions collaboration, learning, and shared values, synergising well with your company’s culture.”

2. What do you value most in a workplace, and how do you seek to maintain a positive work environment?

Hiring managers and human resources professionals ask this question to assess a candidate's alignment with the company’s core values and their ability to contribute positively to the workplace culture. Key to answering is demonstrating an understanding of workplace values and a proactive approach to fostering a harmonious and productive environment.

Example answer

“In a workplace, I value open communication and collaboration. To maintain a positive work environment, I actively engage with my colleagues, encouraging idea-sharing and mutual support. I believe in addressing challenges with constructive feedback and finding solutions as a team. This fosters a sense of trust and camaraderie, contributing to a productive and enjoyable workplace for everyone.”

3. Do you prefer working by yourself, with a partner or in a team?

During job interviews, hiring managers and recruiters aim to understand your work style and how they interact with others to determine if you are a good fit.

By asking this question, employers can assess how candidates approach projects, their collaboration tendencies, and their adaptability to different work environments.

The response provides insights into whether the candidate’s preferred working style aligns with the organisation’s company culture and the specific role’s requirements, ensuring a harmonious and productive work relationship.

Example answer

“It really depends on the task at hand. If it’s one of those tasks that needs laser focus and a keen eye for detail, I’m all about working solo. But when it's time to brainstorm, tackle complex challenges, or get different viewpoints into the mix, I’m all in for teamwork. Basically, I adapt to what the project needs at the moment, and my top priorities are doing quality work and getting things done efficiently.”

4. What do you think your managers would say about you?

This question is commonly posed by hiring managers and recruiters to gain insights into a candidate’s self-awareness, professionalism, and interpersonal relationships.

It allows employers to understand how candidates perceive themselves in a professional setting and gauge their ability to receive and act upon feedback.

Furthermore, it provides a glimpse into the candidate’s past work dynamics and how they believe they were perceived by their superiors. By asking this question, the hiring manager can assess the potential compatibility of the candidate with the company culture and their prospective team.

Example answer

“I reckon my managers would see me as a real team player. In my last gig, my boss gave me a pat on the back for hitting tight deadlines like a champ and for being a smooth operator when it came to teaming up with folks from all over the place.

“They might even say I’m the kind of person who’s all about feedback, always looking to up my game. Plus, if a chance to lead a project pops up, I’m all over it. And hey, I’ve always kept the lines open with my higher-ups, making sure we’re on the same page.”

5. How do you handle feedback and criticism, and how do you use it to improve?

In today’s dynamic workplace, the ability to accept constructive feedback and translate it into personal and professional growth is highly valued.

Hiring managers tend to ask this question as they want to know your approach to handling feedback and criticism because it reflects their adaptability and growth mindset. Crafting a response that showcases your receptiveness to feedback and your capacity to leverage it for improvement is pivotal to excelling in this interview question.

Example answer

“When I get feedback, I’m all ears! I really value different viewpoints and stay open-minded. I see constructive criticism as a golden opportunity to level up my skills. What I do next is make a game plan to tackle any areas where I can improve.

“I keep tabs on how I’m doing and even reach out for more feedback. Basically, I’m all about continuous improvement, and it’s a big part of how I roll in my professional journey.”

6. Can you share an example of a project or task where you demonstrated adaptability and flexibility?

Hiring managers ask about adaptability and flexibility because they want to uncover your ability to thrive in a dynamic work environment. The key to answering this question is to provide a specific, compelling example that showcases your problem-solving skills, resilience, and capacity to embrace change.

Example answer

“In one of my past projects, we had our initial plan in place when we suddenly had to pivot due to a change in client requirements. It was a bit of a curveball, but I gathered my team, and we huddled up to figure things out. We ended up reshaping certain aspects of the project to align with the new demands.

“I took the lead in guiding the team through this unexpected twist, and I'm proud to say we not only met the client's new needs but also left them delighted. It was a great lesson in adaptability and teamwork, and it ultimately led to the project's success.”

7. What motivates you professionally?

Employers want to understand your motivations at work for several reasons. It ensures alignment with company culture, boosting harmony. It also leads to higher job satisfaction and retention by aligning job and candidate motivations.

Intrinsic motivation fosters engagement and productivity. It helps gauge long-term commitment and identifies contributors to company growth. Acknowledging professional aspirations demonstrates a commitment to personal development, enhancing the company's appeal. In sum, understanding motivations is pivotal for hiring success.

Example answer

“What really drives me professionally is the opportunity to make a meaningful impact. I find immense satisfaction in tackling challenges head-on, whether it’s solving complex problems or driving innovation. Additionally, being part of a collaborative team that values creativity and open communication is a big motivator for me.

“When I see that my work contributes to the company’s growth and success, it fuels my enthusiasm even more. Ultimately, I’m motivated by the chance to learn, grow, and continuously improve while making a positive difference.”

8. Tell me about a situation when you went above and beyond to help a coworker.

Hiring managers ask the question to gauge your teamwork, empathy, and commitment to a positive workplace culture. It is key to share a specific example that highlights your willingness to support colleagues, showcasing your interpersonal skills. This question provides insight into your collaborative spirit and how you contribute to a harmonious work environment.

Example answer

“There was a time when one of my team members was facing a tight deadline and needed assistance. I recognised the importance of the project, so I offered to help. We collaborated closely, even working late hours to ensure its success.

“As a result, we not only met the deadline but exceeded our quality standards. It was a rewarding experience, and it strengthened our teamwork.”

9. How do you contribute to fostering an inclusive environment?

Hiring managers ask this to assess a candidate’s commitment to diversity and inclusion. They seek individuals who actively promote a harmonious workplace.

The key to answering is showcasing awareness, actions, and collaboration. Emphasise your dedication to inclusivity, share relevant experiences, and highlight your role in creating a welcoming atmosphere.

Example answer

“I believe fostering inclusivity is crucial. In my previous role, I joined the company’s employee resource group to help promote diversity and inclusion by helping to organise workshops on cultural awareness.

“I sourced a face mask manufacturer for our Pride Month initiative and got a C-level professional with Tourette Syndrome to share her life story over an online webinar with our regional team. I’m committed to creating an environment where everyone feels valued and heard.”

10. Describe the last mistake you made at work.

The interviewer often asks candidates about the last mistake they made at work to evaluate their self-awareness, accountability, and problem-solving skills. This question provides insight into how candidates recognise, take responsibility for, and learn from their errors.

It also sheds light on their ability to handle setbacks constructively, implement corrective measures, and prevent similar mistakes in the future. The way candidates answer can reveal their level of maturity, resilience, and adaptability, which are essential traits for success in any role.

The key is to be as honest as possible in your answer about the mistake you made, and the point here is not to see how well you rectified the mistake but the steps you took to do so. Whether or not, the issue was solved is not as critical as how you managed the situation.

Example answer

“In my previous role as a project coordinator, I once overlooked an email update from a key vendor, which led to a minor delay in the project timeline. The oversight occurred because I was managing multiple tasks and mistakenly marked the email as read without properly digesting its content.

“Once I realised the mistake, I immediately communicated the delay to all relevant stakeholders and took corrective actions to expedite the process and minimise the impact. I also implemented a new system for tracking vendor communications to ensure such oversights did not occur in the future.

“This experience taught me the importance of meticulous attention to detail, especially in a fast-paced environment, and reinforced the need for effective communication tools and strategies.”

Ready for your next career move? Check out these current job opportunities, or speak to one of our recruiters today.

Michael Page

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You vs your colleagues: How to handle internal promotions

Naren Sankar — Mon, 07 Aug 2023 16:16:13 +0000

You vs your colleagues: How to handle internal promotions Naren Sankar

When an opportunity for promotion arises at work, employees may be pitted against each other as they vie for the same chance. Regardless of whether you are friendly with those colleagues you’re competing against or if another peer has been there longer than you have and therefore seems to be the obvious choice, it’s realistic that the process can get uncomfortable, knowing that one of you will miss out.

In contrast, the other gets a shiny new opportunity, a title change and probably a pay rise to go with it.

Whether you’re the one who gets the job or the one who misses out, how you conduct yourself before, during and after the internal promotion process can have a long-lasting impact on team cohesion, employee engagement and how your colleagues and manager perceive you.

The many benefits of internal promotions

Employers often prefer to promote internally rather than pursue external hires because promoting internal candidates fosters a sense of loyalty and motivation among existing employees. Recognising and rewarding their hard work and dedication through promotions instils a sense of pride and encourages others to strive for advancement within the business.

Internal promotions result in a shorter learning curve and faster integration into the new role than external hiring. Internal talent is already familiar with the company culture, processes, and values, reducing the time required for training and adaptation.

Internal hires ensure continuity and stability within the business. Employers can maintain consistency in decision-making, knowledge transfer, employee development and succession planning by promoting employees who have already demonstrated their capabilities and understanding of the company’s operations.

Promoting internally also boosts employee morale and engagement. Successful internal promotions convey that growth and advancement opportunities exist within the organisation, motivating employees to perform at their best and invest in their career growth. Human resources departments are crucial in facilitating and overseeing your promotion journey.

Put your best foot forward for the promotion

Internal promotions at work can mean some awkwardness between yourself and colleagues, but it doesn’t mean you shouldn’t put your best foot forward when applying for the role. Firstly, do not compare yourself to your colleagues.

Also, avoid downplaying your capabilities or feeling like you can’t speak highly of yourself in front of your peers. If you want the role, ensure you focus on your key achievements and abilities and how you can demonstrate that you’re the right person for the promotion.

Like any other job interview, planning is key: make sure you have talking points prepared that showcase your contribution to the company and aptitude to take on the role and its responsibilities. Also, prepare some interview questions to understand better the next steps in the hiring process and anything else that will help you determine whether this opportunity is right for you.

If you get the promotion

Congratulations! The most important thing to remember now is to be gracious and sensitive to your co-workers’ potential sense of defeat. This doesn’t mean you should pity them or make a show of consoling them – that kind of attention will likely make them feel worse.

Depending on how close you are to the colleague passed over, you may want to reach out and offer your consolation. However, it would be best to be careful how you phrase this to avoid being condescending or insincere.

A good approach is to send an email to the entire team (after the announcement of your promotion has officially been made), thanking management for this new opportunity and acknowledging that you were up against strong competition in your colleagues – and that you’re looking forward to working together to achieve success.

If you miss out on internal promotions

As disappointing as it might be that you missed out, don’t let this affect your performance in your current role. Instead, use the opportunity to get a clear idea of the areas you need to work on and a fresh perspective to take the next step.

As with any interview process, it is completely reasonable to seek feedback on why you weren’t selected, and this can act as your ‘cheat sheet’ on the skills you need to build up or areas where you need to increase your experience to be a viable candidate next time around.

Then set a time to speak with your manager and discuss where there are opportunities for you to gain this additional experience. You might even be able to structure a promotion timeline to check whether you’re on the right path regularly.

There may not necessarily be immediate future growth opportunities within the framework of your current role or company. But this means you need to be extra proactive about internal promotion opportunities at specific times of the year. Otherwise, you may need to consider taking up a new job at another company if your current business cannot provide you with professional growth and your next career step within a reasonable period.

Importantly, try to feel genuinely happy for your colleague. This can be hard, understandably, so try asking yourself, ‘Is this something I could achieve too?’ In addition, your future promotion could put you in the same reporting line as your colleague who was successful this time around, which means it’s going to benefit you to have a good working relationship with them now; plus, they could be your biggest advocate if a spot opens up. They think of you as being the right fit.

Furthermore, you should still recognise your efforts, especially if you made it to the final two or three candidate shortlist. This achievement can be a great motivator and can stop any negative feelings from taking over, encouraging you to move on and focus on what’s important for you to work on right now to be successful the next time there’s an internal promotion.

Ready for your next career move? Check out these current job opportunities, or speak to one of our recruiters today.

Michael Page

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What to do if you don’t get the salary increment you want

Naren Sankar — Wed, 26 Jul 2023 20:29:05 +0000

What to do if you don’t get the salary increment you want Naren Sankar

Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes.

The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move.

In this guide, you’ll learn how to:

Assess your expectations and performance before taking next steps
Build a strong, data-backed case for your next salary discussion
Negotiate non-monetary rewards when a pay rise isn’t possible
Get clarity on why your request was declined
Adapt your approach to your career stage
Decide on your next move with a clear plan

Step 1: Reflect on your expectations and performance

Before taking any next steps, it’s crucial to assess the situation objectively.

Staying professional in the moment

Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up.

Express gratitude, not frustration: Thank your manager for their time and for considering your request. This shows you value the conversation, even if you’re disappointed.
Manage your emotions: Avoid getting angry, defensive, or emotional. Your immediate response should be calm and measured.
Transition to a path forward: Instead of dwelling on the “no,” pivot to the future. Express your commitment and your desire to grow.

Script to use:

Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary?

Evaluate your performance

Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase.

Research market benchmarks

Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned.

Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate.

If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data.

Step 2: Build a data-informed case for the future

A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line.

Track your impact

Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company.

Prepare documentation

Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based.

Proactively schedule a follow-up

Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress.

Script to use:

Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period.

Step 3: Explore non-monetary compensation

Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay.

If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops.

Know your alternatives

Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase.

Be clear on what you value

Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career.

Bring up the conversation professionally

Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business.

Script to use:

I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role.

Step 4: Understand the reason behind the rejection

But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback.

If it’s a budget constraint

Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase.

While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait.

If it’s a performance issue

Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward.

Securing a firm commitment

Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap.

Push for specifics: Acknowledge their feedback, but politely ask for measurable goals. Don’t leave the meeting without a clear understanding of what “success” looks like.
Formalise the plan: Suggest co-creating a written plan with specific milestones. This isn’t about being distrustful; it’s about creating a shared document that ensures you’re both aligned.
Define timelines: Get a specific date on the calendar for a follow-up discussion. This creates accountability and shows you are serious about your development.

Script to use:

Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again.

Seek outside perspective

Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued.

Step 5: Tailor your strategy based on seniority

The way you handle a rejected rise may vary depending on your career stage.

Early-career employees

Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills.

Mid-career professionals

You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels.

Senior leaders

At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package.

Step 6: Plan your next move

Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options.

Re-evaluate fit

If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career.

Begin exploring new opportunities

Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals.

Exit professionally

If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained.

Script to use:

This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks.

Know your worth, but stay strategic

Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence.

When the time is right, be ready to have that conversation again – or to take the next big step elsewhere.

Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels.

Explore salary insights

To get a comprehensive view of salaries and market benchmarks across various industries and roles in Vietnam, download the full 2026 Salary Guide, which features the average salary of roles in Vietnam's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards.

Michael Page

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13 questions to ask hiring managers during a job interview

Naren Sankar — Mon, 17 Jul 2023 10:16:05 +0000

13 questions to ask hiring managers during a job interview Naren Sankar

When applying for a job, top candidates don’t just want to know whether they can get the job. They are interested in understanding the company’s plans and how they can contribute.

A job interview is a two-way process. Besides the interview preparation for the common job interview questions, candidates should use the hiring process to find out more about the role and company. You are at the job interview to learn about the company and whether you want to be a part of it as much as the interviewer is assessing you for the role.

You should engage in a meaningful conversation during a job interview, as that would allow you to demonstrate your alignment with the organisation and set yourself apart from other candidates.

To do that, asking questions during a job interview allows candidates to actively participate in the conversation, gather information, assess fit, and leave a positive impression on the hiring team.

It is important to note that you must not discuss salary during your job interview. Salary discussions are more appropriate during the later stages of the interview process, typically after you have received a job offer or when the employer initiates the salary negotiation conversation.

Bringing up salary too early in the interview can give the impression that you are primarily motivated by monetary factors rather than the opportunity itself. Waiting until you have a formal job offer allows you to leverage your accomplishments and qualifications to negotiate from a stronger position.

Questions to ask at the end of a job interview

The questions you ask will help provide valuable insights into the role you are applying for and the culture at the organisation. It’s not about asking as many questions as possible but rather asking thoughtful questions that demonstrate your understanding of the company and your fit within the role.

Choose key questions that are most important to you and focus on having a meaningful discussion around those topics. Ahead are our top questions to ask hiring managers during a job interview. These are categorised into categories, such as career growth, company culture, and work environment, to help you navigate and find questions most pertinent to your needs for the new position.

Questions about career growth

1. What does career progression look like for someone in this position?

By asking this question, you show your commitment to long-term engagement with the company and your desire for professional growth. Try to bring up some points in the job description to get a more specific answer from the hiring manager.

2. Are there opportunities available for training and career advancement?

This demonstrates your ambition to surpass expectations. It highlights your determination to excel in your prospective role and your eagerness to learn new things by taking online courses, for example. Companies are always looking to retain employees, so hiring managers will likely appreciate your self-improvement mindset.

3. What are the key factors for success in this role?

As an employee, you are an investment for your hiring manager. It is expected that you will bring value to the company. One way to achieve this is by surpassing performance indicators.

Asking about these indicators shows that you want to thrive in the position. For you, you get a clearer understanding of how the potential employer sees success and how you can succeed in the company in the long run.

4. What were some challenges faced by the previous person in this role?

This question provides you with clarity on expectations for the role. A direct and positive response with an explanation is a promising sign, while a hesitant reaction and vague explanations raise red flags.

Keep in mind that a job interview is an opportunity for you to evaluate the company as much as it is for the interviewer to assess you. Savvy candidates always seek to understand the role’s immediate challenges, as it helps determine their potential for success.

5. What qualities or skills were lacking in the previous person that you hope to see in the next candidate?

This question shows your ability to address potential issues proactively, and the answer can shed light on what caused the previous person to struggle or leave the position, providing insights into the path to your success.

It can also tell you about how the role may have evolved and the changes in the company. From here, you can highlight certain skills or experience you bring to the role and reassure the hiring manager that you are the right candidate for the position.

6. Can I expect any changes to my main responsibilities in this role within the next six months to a year?

You are conveying your curiosity about future possibilities and potential growth within the role. It demonstrates your eagerness to explore different aspects of the job that attract you and the skills required to remain valuable in the position.

7. What would a typical day or week look like if I were offered the position?

This question allows you to assess whether the role aligns with your skills, interests, and career goals. It helps you evaluate whether you would enjoy and excel in the responsibilities involved on a daily or weekly basis.

On top of that, understanding the typical day or week provides insights into the workplace, team dynamics, and the level of collaboration required in the role. Of course, you must have realistic expectations of what the job requires of you.

8. Do you want me to address any concerns or gaps in my resume?

When you ask about any potential concerns or missing information on your resume, it provides an excellent opportunity for you and the interviewer to address them directly. It demonstrates your receptiveness to constructive feedback and eagerness to improve, which are valuable qualities in a prospective employee.

This is a good practice even if you don’t secure the job, as it helps you identify areas for improvement for your next job interview, especially within a specific industry.

Questions about the company culture

9. What do you enjoy most about working here?

This question focuses on personal experiences and allows the hiring manager to share their positive experiences and aspects they appreciate about the company. It gives insights into the company’s strengths, values, and employee satisfaction. It also helps you understand the positive aspects of working in the current company and gauge if it aligns with your own preferences and career aspirations.

10. What distinguishes working at the current company from any other company you have worked for?

This question allows the hiring manager to highlight unique aspects of the company’s culture, work environment, and opportunities. It helps you assess whether the company’s values and atmosphere align with yours.

11. How does the company prioritise social events to ensure inclusivity for all employees?

By posing this question, you show interest in inclusivity, the company culture, and the company’s efforts to create an engaging and inclusive environment for everyone.

Questions about the work environment

12. How do you handle conflicts within the team?

This question shows your interest in understanding the company's approach to conflict resolution and teamwork dynamics. It provides insights into the hiring manager’s leadership skills and how the hiring manager fairly addresses a challenging situation.

13. Are there opportunities for flexible work arrangements combining remote work and office presence?

This question aims to understand the company's stance on flexible work arrangements, which allow employees to balance remote work and office presence based on their preferences or specific job requirements.

It helps you evaluate whether the company aligns with your preferred work style and needs and whether you can balance your work hours and personal life if offered the role.

Important tips on how to ask questions during job interviews

Besides knowing what questions to ask, candidates need to learn how to ask questions effectively during job interviews. Keep in mind to ask these job interview questions in a logical and professional manner. Whether you are meeting the hiring manager in person or are having a video interview, always maintain good eye contact and body language throughout the interview.

By mastering the art of asking questions, candidates can actively engage in the interview process, gather valuable information, demonstrate their qualifications, and leave a positive and lasting impression on the interviewer.

Be prepared

Take the time to research the company, its culture, values, and recent news or developments through the company website, social media pages and news publications. Review the job description and understand the role’s requirements and responsibilities. This preparation will help you ask relevant and informed questions.

Demonstrate active listening

Asking relevant and thoughtful questions shows that you have been actively engaged and listening attentively during the interview. It reflects your ability to process information and seek clarification or deeper insights.

Focus on the interviewer

Pay attention to the interviewer’s cues and responses throughout the interview. Tread carefully and tailor your questions to their interests and experiences to engage in a meaningful conversation. Building rapport and showing genuine interest can leave a positive impression.

Be specific and personalised

Frame your questions in a way that relates to your experiences and aspirations. Instead of asking generic questions, make them specific to the role you are applying for. For example, ask about the day-to-day tasks, key challenges, or growth opportunities within the position.

Build on the conversation

Refer to earlier parts of the interview and ask questions based on the information shared. This demonstrates active listening and shows the candidate's ability to connect different aspects of the discussion.

Show enthusiasm

Ask questions demonstrating your enthusiasm for the role and the company. Inquire about the company’s goals, exciting projects, or initiatives. This showcases your motivation and long-term commitment.

Ask open-ended questions

Avoid questions that can be answered with a simple “yes” or “no.” Instead, ask open-ended questions that encourage the interviewer to provide detailed responses. This allows for a more insightful and engaging conversation.

Be mindful of timing

Respect the interviewer’s time and be aware of the interview schedule. If there is limited time remaining, prioritise your most important questions. You can always follow up with additional questions if you receive a job offer or during subsequent interviews.

Remember, asking thoughtful and relevant questions during a job interview demonstrates your preparedness, engagement, and genuine interest in the role and company. It helps you gather valuable information to make an informed decision about the opportunity.

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Michael Page

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Contracting vs permanent job: Which is better for you?

Simone Wu — Tue, 09 Mar 2021 09:24:08 +0000

Contracting vs permanent job: Which is better for you? Simone Wu

Deeply seated in our Asian culture is the perception that we need to strive towards full-time employment to be seen as responsible, full-functioning adults. Any other form of employment such as part-time, freelance or contract work seems to be perceived as unstable and somewhat less valuable.

The rise of the contract professional

This perception is gradually changing as companies worldwide are moving towards an integrated workforce model, where they are increasingly hiring more contractors and part-timers over the past few years.

In 2018, Stephane Kasriel, CEO of Upwork and co-chair of the World Economic Forum’s Council on the Future of Gender, Education and Work, said in a press release, “As skills become more specialised, companies either need to invest in reskilling to prepare workers for the jobs of tomorrow or leverage freelance professionals who are nearly twice as likely as traditional employees to proactively take reskilling upon themselves.”

Traditionally, contract employment is mainly found in the IT industry. Now, more and more sectors are moving towards an integrated workforce, employing more contractors. Deloitte’s 2019 Global Human Capital Trends study found that 33% of respondents reported extensively using alternative arrangements for IT, 25% for operations, 15% for marketing, and 15% for research and development.

While more companies are hiring more contractors, it is crucial to understand the pros and cons before quitting your full-time job and dive into contract employment. Besides the obvious benefit – having more time on your hands (to go on holiday, upskill, or look after ageing parents or children) – you get to choose the projects that interest you. Ahead, we discuss the benefits of contract employment compared to having a full-time job.

Advantages of being a contractor

1. Build your portfolio
Most companies are open to engaging contract professionals who do not have a vast amount of work experience for short-term assignments. And naturally, this situation is dependent on the type of project. Companies that hire contractors for longer-termed work, usually over six months to a year, would most likely require you to have more expertise in the specific sector. Whatever the case, you get the opportunity to buff up your portfolio as you collect different work experiences at various companies.

2. Widen your professional network
With the opportunity to work at different companies over a shorter period, you will meet different people – more people – expanding your network. The more extensive the network, the more contract opportunities. The brilliant thing is, these professional contacts are at your workplace – if you perform well at your tasks, it wouldn’t be long before they hear about it from your manager. And that will keep you at the top of their minds when they need contract staff in the future. Do keep in mind that you should be proactive and not sit quietly at your desk and expect people to notice you. Make small talk at the pantry, the lift; nothing too aggressive as that can be a turn-off for some.

3. Learn from a diverse range of organisations
The (other) beauty of being a contractor means you get to experience working for a diverse range of companies. This is a valuable and beneficial opportunity for you to observe the inner workings of various businesses, and that would add value to your experience when you move on to the next project. For instance, how family-based companies compare to small and medium-sized enterprises and multinational corporations. Also, by working on different projects, you would pick up new skills that will further improve your portfolio.

4. Builds resilience and adaptability
Moving from one company to the next also means adapting to the various work culture and processes to perform your duties. And that adds value to your professional portfolio, as employers would not be concerned about how well you can adapt. It’s another strength to highlight if you decide to switch to full-time work.

5. Trial a new job before you settle
In a way, when you work at various companies, you get to try out the role before you decide if you want to switch to a similar role in a permanent capacity. Companies are almost always on the lookout for talent. If you happen to join as a contractor during a period where they are sourcing for full-time staff, you could get an interview opportunity. If not, they might keep you in mind if you perform well. However, do not bet on that.

Disadvantages of being a contractor

While working as a contract professional may sound like a jolly ride, it comes with its drawbacks and is no walk in the park. For one, when you work on a contractual basis, you do not have the regular standing of a permanent employee. Companies can terminate contractors without documentation or recourse options, as there may not be human resource policies to follow. Also, potential employers may see contractors as being uncommitted. And it can get disorienting for contract professionals when you have to keep readjusting to new working environments after each contract term ends.

Advantages of having a permanent job

Most people are in a permanent position because you want a stable income, allowing you to plan for the various stages of your life – be it purchasing a new apartment, getting a pet, planning a wedding, having a kid, investing or saving up for your kid’s university fund, or retirement fund. Here are other advantages of having a full-time job:

1. Time Off: You would receive annual leave and sick leave as part of your employment package. You would be able to go on a short holiday break, get paid and not feel guilty as compared to your contracting counterparts. Working Singapore citizens are also entitled to six days of paid childcare leave if they have children under seven years old. Those who have given birth are entitled to four months of paid maternity leave too.

2. Money Matters: As mentioned, unlike contractors, a full-timer’s salary is fixed (not including bonus payments), so you can feel secure that you would have money coming in at the end of the month. Most contractors face the issue of late payments from their clients. Naturally, full-time staff can face the risk of retrenchment, but that does not usually happen unless the company is doing poorly or facing epic losses due to economy shattering events like the COVID-19 pandemic.

3. Working Hours: Permanent staff have specified work hours, so clients and colleagues, on ordinary circumstances, will not be calling you after office hours and on weekends. While contractors can set certain work hours for themselves, they usually have to remain contactable to not miss out on any opportunities.

4. Career Advancement: Another positive factor of being a full-time staff is that the company will view you as a long-term talent investment. And because of that, they would be more inclined to invest in your development and help you advance the career ladder.

5. Credit Card Application: This shouldn’t be a deal-breaker, but it is good to know that it is easier to apply for a credit card when the bank knows you have a full-time job. In other words, the ability to pay your bills. You can still apply for credit cards if you are self-employed. However, the process is more complicated. You would need to submit various documents to demonstrate your ability to pay back the credit owed.

Disadvantages of being a full-time staff

Compared to a contracting role, being in a permanent position doesn't give you the leeway of trying various jobs or taking on different projects. And if you don’t proactively look for a new role, you can get too comfortable in your current position. You then become stagnant in your skills and knowledge of the trends in your industry. This state of job stagnation may not sound so bad since a permanent job comes with many benefits. However, it can be damaging if you find yourself retrenched due to company losses or restructuring, or fired from your job. What you can do is to make time to upskill.

Contracting vs permanent job: What is better for you?

There isn’t a definitive answer to this question. It is about weighing the pros and cons, as it comes down to which employment type will suit your stage in life, industry and if it offers career growth.

For instance, if you take care of elderly folks and require flexibility in terms of work hours, then contracting may be perfect for you. Or, if you were offered an attractive one-year contract role at a top firm in your industry, you could consider leaving your full-time job for it as it would add tremendous value to your portfolio. Seeing that it is a year-long contract, it gives you sufficient time to find another job.

If you are looking to take a break from work to figure your career path, going for short-term contract jobs that run for one to three months is a valuable way to tie over periods without full-time work. However, as stated previously, anything can happen during a contracting period. It would be best if you made sure the employment terms are favourable and that you have enough savings to sustain yourself (and your family) in the event of early termination. Also, specific industries like the technology sector are more open to contractors, so you would more likely have more contracting opportunities than other sectors.

Are you looking for contracting roles? Here are the latest job opportunities for contract professionals. If you would like to speak with a recruiter, contact us here.

Simone Wu

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How to work your way up the career ladder

Anonymous — Fri, 05 Apr 2019 05:31:11 +0000

How to work your way up the career ladder Anonymous (not verified)

We all have our eye on that next rung on the career ladder, or maybe even the next two or three. Whatever stage you are at in your career and whatever your profession, there is a pretty strong chance that you are looking to make the step up in the not too distant future. More responsibility, more money, more prestige, whatever the reason, progression is the foundation of any career. So what can you be doing now, to ensure that you are well placed to take the step up? We’ve got six top tips that will keep you in the mix when the opportunity arises.

1. Keep building relationships

Building relationships is key at all stages of your career and there is a fair amount of truth in the saying, ‘it’s who you know’. Building good working relationships is crucial to progression. Stronger working relationships lead to improved teamwork and will help you to be happier, more engaged and more productive. They are the foundation on which we succeed.

2. Take more on

There are a number of reasons to take on more work when the opportunity arises. For one, it will expose you to more projects, teams, colleagues, skills and processes, but it will also show that you are a dependable, team player who is never shy of hard work. These are traits that management and those in leadership positions take note of. When your manager is assessing the team and considering who they believe would be suitable for a new role, the person who has always stepped up will be among those in consideration. On top of this, you are building your skills, relationships and professional portfolio – it’s a win-win.

3. Keep track of your accomplishments

One thing that all too many professionals do is to lose track of their accomplishments. How many of us have come to update our CV or LinkedIn profile when applying for jobs and struggled to recall everything we’ve done over the past year or so? Keep track of the projects you have been involved in, what you did and any positive outcomes. Note down your achievements and when the time comes to update your CV or to answer a tough interview question, you will have the information you need at hand.

4. Pursue skills and training

Constantly improving your skill set and seeking out training is something that all professionals should be doing, not just those who are looking for a promotion. There are a number of ways to go about this; you can look to expose yourself to other parts of your team or business by getting involved in work or projects. Ask colleagues about their work and look to absorb information – where something of particular interest comes up you should find a way to involve yourself. Also, wherever there is an opportunity for training be proactive in taking up the opportunity.

5. Maintain your integrity

Your professional profile with management and colleagues is not just about putting your hand up when work comes in, it’s about working with integrity. There are two things above all others that will rapidly damage a reputation in the workplace: taking credit for others work, and blaming others when things don’t go to plan. Where credit is due, you should not be shy in accepting it, but where work was done as a part of a team and others were involved it is important to be cognisant of that and not take credit away from those to whom it is due. Secondly, don’t be afraid to admit your mistakes and take responsibility where you need to. Those who are quick to point the finger of blame are never going to make good managers, and in order to climb the ladder, you need to be able to absorb constructive criticism and admit mistakes.

6. Apply

The last point here may seem obvious but all too often people are not applying for jobs or putting themselves forward when opportunities arise. If you don’t apply or at least make your interest known, then there is a chance that you will miss out on opportunities. In some cases, a manager may have even been considering you as a potential fit for a role but decided that you are doing well in your current role and look elsewhere. Stating your interest does not have to be making applications either. Speaking with you manager and showing them that you are ambitious and looking to progress yourself is an important step. Any good manager should be looking for ways to help you improve and step up, so let them know that you are keen to do so.

Ready for a new role? Browse current job opportunities or submit your CV with us.

Michael Page

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How to write a cover letter - tips from a recruitment agency

15 tips for writing a great cover letter

1. Open with a hook

2. Create a memorable impression with storytelling

3. Personalise it to the hiring manager

4. Enhance your application with digital links

5. Use a clear and concise structure

6. Align your cover letter with the job description

7. Let your personality shine through

8. Emphasise soft skills with examples

9. Keep the tone upbeat

10. Use a cover letter template

11. Give them a reason to read your resume

12. Avoid clichés

13. Always proofread

14. Explaining gaps in your career

15. Keep to one page

Leveraging AI to write your cover letter

Cover letter writing checklist

Sample cover letter

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Popular articles

Salary negotiation tips and strategies for new job offers

Step 1: Do your research and know your market rate

How to research your market rate:

Step 2: Understand your worth beyond the job title

How to understand your worth beyond your role:

Step 3: Navigating salary during career transitions

How to discuss your pay when switching roles

Industry changes:

Function changes:

Step 4: Timing is everything

How to time your salary talks for maximum impact

Step 5: Present your salary expectations strategically

How to state your salary expectations at job interviews

Step 6: Handling the discussion about your last-drawn salary

How to manage the discussion about your previous salary

Professional deflection strategies:

Step 7: Be prepared for rejection and stay professional

How to handle salary negotiation rejection professionally

Step 8: Closing the conversation on a positive note

How to conclude salary discussions effectively

If accepting:

If declining:

Mastering salary negotiation strategies for career advancement

Explore more salary insights

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What to do after being laid off: A guide to navigating this challenging time

How to recover from layoffs and get back on your feet

1. Acknowledge and process your emotions

Maintain a positive outlook

2. Understand your rights and finances

Review your severance package

Explore unemployment benefits

Create a budget

3. Redefining your career path: Reflection and exploration

Uncover your “why”

Explore new horizons

Clear your mind

4. Prioritise your mental health and wellbeing

Seek support

5. Leverage your network and announce your job search with confidence

Sample LinkedIn post template

6. Craft a winning job search strategy

Update your resume and LinkedIn profile

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How to answer workplace culture job interview questions (sample answers included)

Are you the right fit?

Workplace culture interview questions and sample answers

1. Describe your ideal work culture and how it relates to our company’s culture.

Example answer

2. What do you value most in a workplace, and how do you seek to maintain a positive work environment?

Example answer

3. Do you prefer working by yourself, with a partner or in a team?