Everyone knows how to write a job advert. But what is a little more challenging, is knowing how to write a good job advert. A job advert that grabs attention, that makes people want the job, and gets you the best people for the job applying. Because the best candidates on the market can afford to be a bit choosier when it comes to where they apply: They’re more qualified and in-demand. And these are the candidates who you really want.

Which is why we’re here to offer you our insight, from our extensive experience in job advert writing, to teach you how to write a job advert that will appeal to your ideal candidate, in 2023.

 

How to Write The Job Advert

Let’s start with the actual content of your job advert. We write job adverts everyday here at Dynamic. And two of the most important aspects of how to write a good quality job advert, is the content that goes into the job adverts, and how you present this content.

Focus on the Candidate

Don’t just focus on what you want from the candidate: On the experience, what technology and what skills you want the person to have. The days are gone of talking about “the ideal candidate”, as if they’re a fiction of your imagination. 

This obviously is important, as you want to make sure that you only receive qualified applicants for the role and aren’t sifting through hundreds of unqualified CVs. But it’s also important that you really sell the role as what it is, a fantastic opportunity at a great company.

Because the best person for the role isn’t likely to apply to an advert that has had little to no effort put into it. They aren’t going to be interested, when there are plenty of other opportunities on the market that are more attractive,

 

Sell The Opportunity by Reframing the Boring, Into the Exciting

Sometimes what your job advert needs, is to turn the boring (but necessary) roles and responsibilities of the position, into the opportunities it represents.

Being able to communicate effectively with stakeholders, clients, and customers is probably not the most exciting part of anyone’s day. But as you move into more senior positions, it becomes a vital skill. So instead of:

• You will communicate effectively with senior clients, explaining complicated technical processes in terms that non-technical individuals can understand.

Try and reframe it into an opportunity instead:

• You will have the opportunity to work closely with technical and non-technical clients, developing client communication skills that will be invaluable in your career.

 

Give Details About The Company, Without Going Overboard

Depending on your industry and the position, your company isn’t necessarily the most important thing to the job seeker. Typically, a bigger concern to them will be what the requirements of the role are and what their responsibilities will be. Only once they know they will be a good fit for the role, will they invest the time to find out if your company is somewhere they want to work.

So try not to dedicate too much space on the job advert and too much of your readers attention span on a section about your company, and just give the relevant information that will interest them:

• A brief breakdown of your company, the size and scope of the business.
• Some insight into your company culture.
• The location of the role and the manner in which they will be working (Hybrid, 2 days a week in the office etc.)
• Any awards you have won, for the quality of your work or for your work environment.
• And most importantly, why they should want to work there. What’s great about the company, that separates you from the rest.

 

How to Structure Your Job Advert: with Examples

The structure and the way in which you present the information in the job advert can be often just as, if not more important, than the actual content itself. You can follow these steps to create a clear and consistent structure to use for all your job adverts.

Break It Up Into Clear Sections

A quick way to prevent your job advert from receiving any applications, is presenting the job seeker with a wall of text.

Your job advert should be easy to navigate, drawing the reader’s attention to the important information. The easier you make it for the applicant to find what they’re looking for, the more likely you are to receive applications from the candidates you want to see.

Typical sections that your job advert could include are:

• “Key Details”
• “About the Company” 
• “Role Responsibilities”
• “Skills and Experience Required”
• “Company Benefits” or “What’s in it For You”

 

Start By Highlighting the Key Details

There are often hundreds of job openings for the same or similar jobs. And in a highly competitive industry like IT, where IT Professionals have more choice, you’re going to have to work harder to stand out from the crowd. So how do you make your job sound better than all the others out there?

First things first, is grabbing their attention right off the bat, by listing the salary, location, work environment (flexible working hours, remote working etc) and any other attractive qualities you can think of. While you want people to read the rest of your job advert, you don’t want to make people go hunting for the details they need to decide that they are interested in reading further.

Job Advert Example: The Key Details

While it may be tempting to put important details like the years of experience you want for the role here, the goal is to grab attention and get the reader interested in your role. Not to start making demands from them right off the bat.

 

Be Clear With Your Expectations – Responsibilities and Requirements

One of the things candidates hate most is a vague job advert. If someone is going to apply to your job, they want to know exactly what the job entails, what your expectations are, and if they are qualified to do the job at hand. If not, why would they bother wasting their time applying for the job, and potentially interviewing for the role, just to find out they were never a good fit to begin with?

So organise the role requirements and responsibilities into easy to read bullet points, so your expectations are as clear as possible. And if some of your requirements are flexible, or just desirable but not essential, then say so. If you would accept someone who is 80% right for the role, and you’ll provide training for the other 20% if you really like the candidate, letting people know will attract candidates who otherwise may have passed on applying.

Job Advert Example: Responsibilities and Requirements 

And Be Clear With What You’re Offering

Unsurprisingly, salary is the number one most important thing to the majority of job seekers when looking at a job advert. It’s no longer good enough to list a salary as “Competitive”, and a recent study from Adobe Future Workplace Study shows that this trend is only going to increase, as 85% of recent graduates say they are less likely to apply to a job that doesn’t have the salary listed.

An often (criminally) overlooked section is the company benefits. A section for you to show what your future employee gets in return for all their hard work. Because at the end of the day, it’s an advert. And it exists to sell the position and the company, and make someone want to work for you. 

Job Advert Example: Company Benefits

A “Company Benefits” section should include things like:

Include Keywords, To Help Your Job Appear on Searches

Include the “keywords” that people use to search for your job. For job adverts, these are fairly simple, and are generally the job name and the location. 

For example, if someone was searching for a Network Engineer role, they would likely search for “Network Engineer job London”, or “Network Engineer job remote”. Meaning that by not including these “keywords”, “London”, “Network Engineer”, and “remote”, multiple times, a search engine won’t know to show your job advert to someone who is searching for it.

So take some time when writing your job advert to understand who you want to read your job advert. What are the key details that they will use to search for your job, and write it targeted towards them, and search engines.

The Summary

The hiring process starts with the job advert. And investing the time in researching and writing a well-written job advert doesn’t just get you more, qualified applicants. It saves you time, money and resources further down the line. 

Of course, one thing you can always do, is have someone else handle the recruitment for you. If you aren’t sure where to start with hiring, then you might want to speak to the experts.

If you’re looking to hire your next IT professional in the network and infrastructure industry, we’ve got you covered. Reach out to us here and see how we can solve your hiring needs.

The post How To Write a Job Advert with Examples, in 2023 appeared first on Dynamic Search Solutions.

Despite a decline in the second half of the year for open job vacancies in the UK, 2023 still looks like a great time to be looking for your next IT role. Vacancies remain higher than they ever were pre-pandemic and salaries continue to rise in line with the demand for qualified and skilled IT Professionals. 

Our own recruitment work with IT Professionals in the UK across the Network, Infrastructure, Cloud, IT management and Cyber Security industries has shown that while demand for IT Professionals remains high, many IT Professionals are having to move companies to find salaries more in line with their worth.

 

How Many Tech Jobs Are There in the UK in 2023?

As we move in 2023, we’re seeing power in the hiring process shift slightly from job seekers and IT Professionals to employers. Supply has slowly caught up with the massive surge in demand for IT talent since the pandemic, and employers are tightening their wallets when it comes to spending. 

With a potential recession on the horizon, many businesses have sought to cut costs where they can. From past recessions, we’ve seen that recruitment is often the first to go. Which leaves those that continue with their recruitment efforts to tempt the best tech talent.

Despite this slight decline in hiring in the UK, the IT job market still has more open vacancies than seen pre-pandemic. Here at Dynamic, we’ve noticed more and more open vacancies in Network, Infrastructure, Cybersecurity and Cloud. Areas which have largely remained immune to reductions in job vacancies due to the increasing need for these tech services.

Meanwhile CompTIA’s State of the Tech Workforce 2022 Report estimates that there are around 2 million professionals employed in tech related roles in the UK. This looks only to increase, as employers continue to attempt to catch up to hiring demands caused by the pandemic slowdown.

And great news for employers looking to hire, is that roughly half of IT professionals are looking to move jobs, whether that’s to earn more or to learn more.

With more of the work we do continuing to shift online, the increasing rollout of fibre networking through the UK, and our general technological demands increasing, the demand for skilled IT professionals only increases as well. 

Not only does it remain a great time to be an IT Professional in the Network, Cyber and Infrastructure industry, the uk tech job market doesn’t seem likely to slow down much in the future as we recover from the cost-of-living crisis of late 2022.

The Most In-Demand Tech Jobs in 2023

We see changes that happen in the IT job market here at Dynamic as they happen. And as we get into 2023, these are the roles that our clients and the wider IT industry are asking for:

• Data Engineers.
• Cloud Architects.
• Network Engineers.
• Core Network Engineers.
• SOC Analysts/ Managers.
• .Net Developer.
• Service Desk Engineers.

 

The IT Industry Skills Gap

In recent years the IT industry experienced a growing skills gap, due in part to the pandemic and the subsequent halt on hiring and training of IT professionals. But good news is that statistics show that the IT decision-makers report a decrease in the IT skills gap. In 2021, 76% of IT decision makers worldwide reported a skills gap in their team. In 2022 however, that number fell to 66%: A trend we expect to continue into 2023. 

Investments in training by businesses mean good things for both IT professionals and employers. IT professionals are progressing faster in their careers and are able to earn and learn quicker. Meanwhile employers have more opportunities for hiring the tech talent they need.

This also applies to those just starting out in the tech careers. Results from Adzuna show that UK companies hiring for entry-level tech roles rose to 15,000 by the end of 2022, up from 6,596 in November 2021. Tech business leaders recognise the increased need for tech talent, and are investing accordingly.

This is a reality we’ve seen here at Dynamic. More and more of the businesses we work with are emphasising their training and development opportunities and programmes. This includes support with certifications that are so vital to tech careers in the UK.

 

What IT Skills, Certifications and Vendors are Most in Demand for 2023

The most valuable skills for your career fluctuate from year to year. Demands in the industry change and new technology appears. So while we can offer insight into the most in-demand skills from employers, what is best for your individual career may be different.

But the top investment areas for IT employers remain largely consistent. While they fluctuate in position the top 5 areas largely remain in the top 5. 

Here in Europe, the most in-demand skill sets revolve around: Cloud (43%), Cybersecurity (37%), AI and Machine Learning (30%), Infrastructure and Systems (30%), and Data Analysis, Data Management and Data Science (27%).

The most in-demand vendors for IT managers stays largely the same as well. The top areas of investment are: Microsoft (64%), Amazon Web Services (34%), Google Cloud (28%), Cisco (25), and VMware (24%). 

What’s best for your career is unique to your individual chosen career path. But, the results are clear and consistent year-to-year. The demand for Microsoft certifications is only increasing, (up from 59% in the previous year) making it a solid area to invest in yourself. 

 

How IT and Tech Salaries Have Changed in 2023

Data shows that IT professionals received significant raises in 2022, increasing by an average of 7%, compared to just 2% in 2021. While this looks like great news for IT professionals, the reality isn’t so pretty. Due to rising inflation and cost-of-living, raises of 7% equate to a real term pay-cut.

Which is one of the reasons we’ve seen so many IT professionals look for new jobs at businesses that will offer them the salaries they want. Here at Dynamic we regularly see IT professionals across Cyber, Network, Infrastructure and Software Development move jobs and receive salary increases of 5 to 10 thousand. 

Is your current employer offering you the salary you deserve? Or offering you chances for professional development and career growth? If not, it’s well worth the time to have a look at what’s out there on the market. You can see our open IT job vacancies here, 

Unsurprisingly, the top salaries here in the UK follow the most in-demand skills. The highest average salaries (outside of IT executives and administrative functions such as project management, account management, sales etc.) went to IT architecture and design (£67,513), Cybersecurity (£63,896), and Cloud (£53,901).

All three of these job functions remain in the top investment areas for IT employers year-on-year. Meaning these careers will likely only continue to be some of the most highly paid as we look into 2023 and beyond.

The post The State of the UK Technology Job Market in 2023 appeared first on Dynamic Search Solutions.

Taking the necessary steps and knowing how to improve your hiring process has always been important in beating the competition. But in the past few years, the job market has become more and more competitive. Especially in industries like IT, which are experiencing shortage of skilled and certified IT professionals and a broadening skills gap. 

Thankfully, that’s where we come in. As part of the service we offer to our clients here at Dynamic, we coach businesses on how they can improve their hiring processes and hire consistently in a difficult market.

 

5 Reasons To Improve Your Hiring Process

But first of all, it’s important to understand why it’s so important to have a streamlined hiring process. Which might seem obvious at first glance, so you can hire quicker. But there’s so many more reasons than this. Which we’re going to spell out for you now. 

1. It’s a candidate driven market.

It’s a candidate driven market, and they have more choice than ever where to go. At any one time a good quality candidate can have multiple recruiters or hiring managers calling them, and multiple ongoing interviews. And while it’s not always fire come first served, it certainly helps. 

And if your process takes 5 interviews compared to your competitors 3? They’re going to be making your candidate an offer, while you’re still asking for project number 2 for interview number 5…

 

2. It helps you understand what you’re looking for.

When you limit the time you spend on the hiring process, you have to be more effective with the time you do have. This means having a better understanding of exactly what you’re looking for from your new employee.

The benefits of this being that not only will you spend less time interviewing, you’ll be more clear and concise with what you actually want. This in turn, will prevent those dreaded bad hires that can cost your business thousands.

So ask yourself, do you really need to spend 7 hours interviewing each candidate? Or can you be getting them through the door quicker?..

 

3. It frees up your time.

The most obvious advantage of having a streamlined hiring process is freeing up more of your own time. This means you can: Interview more candidates and give yourself more potential employees to choose from, spend more time reviewing CVs or searching for ideal candidates, or growing the business in other areas than hiring.

 

4. Your industry reputation.

Being clear with your interview process and reducing the time candidates spend in the process can help people view your company favourable in the future. And perhaps apply again in the future when they may be a better fit for your business.

More than 60% of job seekers said that if they didn’t get the job but they received feedback during the interview process, they would be more likely to apply to the company again in the future.

And every time someone tells the story of the time they were ghosted by your hiring manager, or waited weeks for feedback; that’s another potential candidate for your business who will no longer be interested in working with you.

 

5. They’re interviewing you as much as you’re interviewing them.

And remember, that an interview process is a two way street. Skilled IT professionals are in massive demand. And the candidate is interviewing you as much as you are interviewing them. 

If you have a drawn out interview process, involving multiple interviews spread out over months, you’re already going to be behind everyone else in the hiring timelines. Not only that, a quality candidate with multiple options will be wondering, is that what everything is like in the business?

5 Steps To Improve Your Hiring Process

Here at Dynamic we don’t just find candidates for IT businesses. We provide our clients with expert insight into the IT job market, and advise on how they can improve their own recruitment processes. Here’s the 5 most common pieces of advice we give to our clients on how to improve your hiring process:

1. Define exactly what you need for someone to be right for the role, and define what “good” looks like.

Before you even begin interviewing, (and maybe before you even begin searching for your new employee), sit down as a team and find out what the person who fills the role needs to be able to do.

Because your understanding of a position may be different to those of the team who actually work with them day-in day-out. Establishing the basics like this can be helpful to gain a complete understanding of the role. As well as make it easier to define what “good” looks like for this position. What makes someone a standout candidate or employee?

If you can define this at the start of the process, you’ll know exactly what you’re looking for, and be able to communicate this clearly to hiring managers, recruiters and to the candidates themselves.

 

2. Decide on the measurables you can use to judge candidates.

Once you understand what you are looking for, it’s important to be able to effectively measure if someone is successful to your standards. 

The most common defined measurables are the ones we all know, years of experience, certifications, software they can use etc. But these can also be opinion based: Does this person embody the company culture of going above and beyond for a client when necessary? Will they be a good fit for the office culture and environment? 

Measurables like these that aren’t as easily defined as yes or no answer to questions like “Do you have experience with this technology?”. But they are just as important for you to think about and to “score” your candidates on, so you can make an objective and factual decision between the candidates you interview.

 

3. Block out a set time each week, to interview candidates all together.

If you’re actively hiring and have multiple candidates to interview, block out some time in your calendar each week to interview candidates all together. This will make it easier to compare the candidates while they’re fresh in your mind.

If it’s a difficult or a more niche position you’re trying to fill, it may be the case that you might not have comparable candidates. But you can still compare candidates to the people in your team, and people who have been in the role before.

 

4. Decide how urgent the role is: When do you need someone to start by?

One of the biggest influences on your hiring process is how urgent your need is. What outside influences are putting pressure on you? New client accounts or employees leaving? Or is this more of a general expansion of your business? 

Because when you don’t have the luxury of waiting until you find the perfect person for the job, you may have to be more flexible than you like with your own demands. But decisions like these should be made well before the first interviews happen. The last thing you want is to get two months into interviewing before deciding “actually, that first person we interviewed would’ve been acceptable”.

And on the opposite end, even when your need isn’t urgent, you should still strive to establish a deadline. Having a completely open-ended start date can lead to a drawn out process that wastes time.

 

5. Work with a recruitment agency, who can find quality candidates for you.

These are just a few tips on how to improve your hiring process,. But the best advice we can give would be tailored to your individual needs. In our (unbiased) opinions, the best thing you can do for your recruitment process is to work with a recruitment expert in your niche.

Recruitment agencies take care of a large part of the legwork of hiring for you: Actively headhunting quality candidates who are interested in your open position, filtering unsuitable candidates, reviewing CVs, and even performing first-stage interviews.

When you have a streamlined hiring process, you can dedicate more time to interviewing potential employees.

 

However lone your hiring process, we advise being transparent and open about the process with the candidates you are interviewing. It’s a great way of setting yourself apart from other businesses which shroud their interview process in mystery.

The post How To Improve Your Hiring Process in 5 Steps appeared first on Dynamic Search Solutions.

Unlimited holidays? Does that mean you can be on holiday every day? And still get paid for it? Well, not quite. 

Today, we’re speaking to Director of Dynamic Search Solutions, John Marks. We’re asking him about his decision to introduce unlimited holidays for the Dynamic team, and what unlimited holidays means for the team. 

 

Why Did You Decide to Introduce Unlimited Holidays?

There were a couple of reasons behind the decision. One was the realisation that, as a Director, I can have all the flexibility I want. And we felt it was fair that everyone had a similar sort of flexibility. We do expect a lot as a business and it is hard work. In recruitment you are expected to take those urgent calls when you’re on holiday or at home in the evening. It’s the nature of being available 24/7 for your candidates and clients. 

But I’d hate for someone to miss out on going to a family party, parent’s evening, or an important life event, because they had to come to work. We want the team to be able to go on holiday with their friends or go on that stag-do, without worrying “oh I’ve only got so many days holiday left and I need to save them for Christmas”.

At the end of the day, these unlimited holidays are based on an individual’s performance. They will always put themselves under more pressure than we will as a business. So if someone’s working hard and hitting their targets, we want to offer that flexibility.

But ultimately, we want to encourage people to be happy to work here, and reward them for the work they do. That’s what it’s all about at the end of the day.

 

Were You Worried About the Impacts Unlimited Holidays Could Have on the Business?

Yeah definitely. You can’t make a decision like this without worrying. However, there are still those measurable and realistic expectations in place. When someone is hitting the targets we’ve set and they’ve set themselves, we’re more than happy for them to take holidays as they need. 

But when their individual performance is low, they’re falling behind the targets they set for themselves. We have found that people have certainly been more realistic with their holiday expectations, which in turn has increased team performance.

 

What Are Some of the Benefits You’ve Seen for the Team?

I’ve seen people being able to deal with health matters more effectively, both mental and physical. 

The team have been more focused on their targets and goals. They are more driven to deliver for their clients as a priority, rather than just sitting behind their desk for 8 hours a day.

And it’s an acknowledgement for the team that the business is all inclusive. There’s an acknowledgement of what people do here and the work they put in for the business. The team works hard, and they deserve to be rewarded for it.

 

What Unlimited Holiday Has Meant For The Dynamic Team

“When we used to have the regular holiday allowance, you had to plan your year from January to December. 

So I’d think, I want to go on holiday in summer, I want to take some days off during half-term to be with my partner, I need to take some for Christmas… And you realise you’ve only got 3 or 4 days left if you need them.

When we had doctors’ consultations and those could be three hours and only with a week’s notice, and I knew I didn’t have to worry about my holiday allowance for the year. I know John has that trust that I’ll make the time up if I need to. In those last few months of my partner’s pregnancy, it probably added up to 5 or 6 days off with all the doctor’s appointments. In a different company I would’ve run out mid-September.

As a new dad, it gives you that peace of mind. It’s the knowledge of being able to take time off when I need it.”

Chris Armistead-Cargan, Managing Consultant

 

What Unlimited Holiday Has Meant For Me

“As I’ve been writing this article, it’s been impossible to not think about what having unlimited holiday days has meant for me personally. 

This year I’ve been abroad for only the second time in my life. I’ve been skiing for the first time. I’ve watched both of my sister’s get married. And I’ve had the flexibility in my life that I’ve needed, being in a long-distance relationship. 

And I’ve done all this without worrying about having to save a week of holidays for Christmas.

For me it’s been the flexibility that’s been so important. And like Chris, I have the peace of mind that if I need the extra time off to go see my partner, John and Adam have that trust in me to get the work done I need to get done.”

Joseph Taylor, Digital Marketing Executive

 

Unlimited holidays is just one of the perks of a career in recruitment at Dynamic Search Solutions: Holiday incentives to Ibiza, Dubai, Dublin… Uncapped commission on top of a competitive base salary…  Hybrid and flexible working… And plenty of training and support to make you the best recruiter you can be.

Sound like something for you? If you want to find out more, read here to learn about what a career in recruitment is actually like, or have a look at our open vacancies here.

The post Why We Introduced Unlimited Holidays appeared first on Dynamic Search Solutions.

A well-written cover letter can be the make or break for your job application. And given how competitive the job market in the UK is at the moment, every advantage you have over your competitors can be crucial.

Before you even think about how to write the perfect cover letter, you need a well-written CV that grabs a Hiring Manager’s attention. Lucky for you, we’ve put together tips on writing CVs here. But once you’ve got the attention of the Hiring Manager, that’s where your cover letter comes in and highlights why you’re the right candidate for the job.

Here at Dynamic we speak to Hiring Managers everyday. And we know exactly what they want to see from a candidate. And we’re here to share those secrets with you, so you can write a cover letter that’s impossible to ignore, and lands you that interview for your dream job.

 

How Important Is a Cover Letter?

But before we get started, it’s important to ask the question, do you need a cover letter in 2023? We would argue that whether a job application asks for a cover letter or not, you should still include one. And we’re not the only ones who think so.

A study from ResumeLab, shows that 83% of recruiters agree that while they aren’t ‘strictly necessary’, a well-written cover letter, tailored to the job you are applying for, can be an important part of their hiring decision.

And 74% of recruitment decision makers prefer to receive a job application which includes a cover letter that’s separate from the CV.

So while skilled professionals are as in demand as they have ever been, there is still a huge amount of competition for the roles out there. And a great way to set yourself apart from other applicants is to write a cover letter that shows you’ve done your research and want the job more than the next applicant.

 

How To Write The Perfect Cover Letter in 7 Easy Steps

So here’s our 7 steps on how to write a cover letter that helps you stand out from the crowd and gets you into that interview!

 

1. Do Your Research and Tailor Your Cover Letter to the Job, Company, and Hiring Manager

Let’s start with the most obvious. If you send over a generic cover letter that you send for every job, it’s going to be just that: Generic.

Your cover letter should talk about the role and how your experience relates to the job. Use specific examples from the job description and your own experience. And what work does the company do that you’re excited to be a part of? Even showing your understanding of the work the company does, or the clients they work with, shows you’ve done your research. 

And you should also aim to address the cover letter to the hiring manager of the business. You can usually find out this information from LinkedIn or the company website.

 

2. Use Specific Examples of Your Experience, to Demonstrate Why You Can Do the Job.

Similar to in your CV, you should aim to use statistics and figures to back up any arguments you make in your cover letter. If the job is asking for applicants to have experience 

When writing your cover letter, you should keep the job description you’re applying for close to hand. This is so you can relate your experience to the requirement of the job: Essentially showing why you’re perfectly equipped to do the job at hand.

Spelling it out and making it a reality for the hiring manager on why you’re their perfect candidate, makes it impossible for them to not give you an interview.

 

3. Emphasise Your Technical Ability to do the Job.

At the end of the day, a lot of hiring decisions are based on technical ability to do the job. So in an industry like IT where you need experience with a variety of technologies and software, this becomes even more important. 

And despite what you may think, from our experience there is very rarely the perfect candidate for a job. Businesses will happily hire someone who fills 80% of the requirements, who they can teach the other 20%, and build them out into the employee they are looking for. 

And given the wide variety of tech out there in the IT industry, you may not have worked with all the software they want. But if you have worked with similar tech, it’s well worth emphasising the fact that you do have those transferable skills: Alongside all the tech that you have worked with that they want.

 

4. Explain Why You’re Excited for the Opportunity and the Company.

A cover letter should also convey your excitement at the opportunity, for both the position and the company.

Highlight examples of what’s so great about the company, and what aspect of the job interests you the most. Because what really interests hiring managers is seeing your passion for your work come through the page: Something that’s often hard to convey with merely a CV.

 

5. Keep It Short.

Hiring Managers want to see a cover letter. But, what they don’t want to see is a 10 page cover letter detailing your life story, or repeating everything you already stated in your CV!

So aim to keep your cover letter to one page or less. The Hiring Manager reading your application is likely reading through many CVs and cover letters. So you want to keep yours short, to the point, and get straight into why they should give you the job.

 

6. Have a Clear Structure: Introduction, Body, Conclusion.

Your cover letter should have a clear structure that makes it easy for the reader to follow and find the relevant information: Introduction, body, and conclusion.

The introduction paragraph should introduce yourself and why you are writing.

The body of the message should discuss why you are applying for the role, and why they should give it to you. Using specific examples of your previous experience and skills to show why you’re a good fit for the job.

Finally, you should use the conclusion as an opportunity to reiterate your interest in the position and to thank the hiring manager for considering your application.

 

7. Proofread, or Have Someone Else Look Over it.

Now it’s all finished, it’s time to proofread before you send it off. When hiring managers are looking for their next Network Engineer or Cyber Security Analyst, they’re not looking for someone who has a passion for writing. But if your cover letter is riddled with spelling mistakes, it doesn’t look great, and can actually hurt your chances of getting an interview.

Another great step to take (if possible) is to have someone else look over it for you. Sometimes a fresh pair of eyes can help you spot mistakes you don’t even realise you’re making.

 

Cover Letter Template

But better than telling you how to write the perfect cover letter, is giving you a cover letter template to work with. Below is an example cover letter you can use to create your own individual cover letter. 

The areas marked in red are the details you will need to edit for your cover letter. Many of these areas will need to be changed for each individual job that you apply for.

 

Dear (Hiring Manager’s Name),

My name is (Your Name) and I am writing to express my interest in the (Position) role. I have (Number) years of experience as a (Your current position) and I am confident in my ability to make a valuable contribution to your team.

I have previous experience working with (Skills and technologies mentioned in job posting), and I’m excited to continue to develop these skills at (Company). What really excites me about this position, is the opportunity to work with (Specific technology). I have previous experience working with (Technology), and this previous experience will be crucial to my success in the (Position).

I currently hold (Relevant/ similar certifications to those mentioned in the job posting) certifications, that will assist me in the (Position) role. Additionally, I am working towards earning (X certification), to support my own professional development, and my career goal of reaching a (Position you want to reach in your career).

Thank you for considering my application. I look forward to speaking with you further about how my skills and experience will make me an effective part of your team.

Sincerely,

(Your Name)

 

Cover Letter Template Example

Now the above may seem a bit confusing. So here is what this Cover Letter may actually look like for you.

 

Dear Mrs Brown,

My name is Hames Jones and I am writing to express my interest in the Network Engineer position. I have 2 years of experience as a Junior Network Engineer and I am confident in my ability to make a valuable contribution to your team.

I have previous experience working with LAN and WLAN environments, from implementation to management, and I’m excited to continue to develop these skills at IT Solutions Inc. What really excites me about this position, is the opportunity to work with Cisco FirePOWER. While I haven’t used it before, I’ve previously worked with FortiGate, and this previous experience will be crucial to my success in the Network Engineer Position.

I currently hold a CCNA certification, which will assist me in the Network Engineer role. Additionally, I am working towards earning a CCNP Enterprise, to support my own professional development, and my career goal of reaching a Senior Network Engineer position in the near future.

Thank you for considering my application. I look forward to speaking with you further about how my skills and experience will make me an effective part of your team.

Sincerely,

James Jones

 

Your cover letter may contain much more information than this, referencing more of the skills that the job advert asks applicants to have. But this should give you an accurate idea of how to create your own cover letter, and how to relate your own experiences to the position you are applying for.

 

The Only Time You Don’t Need to Write a Cover Letter.

One of the only times when you don’t need to know how to write a cover letter, is when you’re working with a recruiter or recruitment agency in your industry. 

Here at Dynamic, we’re experts in recruiting in the IT Industry: Network, Infrastructure, IT Sales, Cyber and Cloud… Because we understand our market, our clients and our candidates: And our clients trust us to bring applicants to them who are right for the role. This means they often don’t ask for a cover letter, because a recruiters job is to sell you to the Hiring Manager without the need for a cover letter.

If you’re looking for your next IT position, you can look at our open job vacancies here. Or reach out to us here for a confidential chat about taking the next step in your IT career.

The post How To Write The Perfect Cover Letter in 2023 appeared first on Dynamic Search Solutions.

Whether you’re actively looking for your new job, have already secured your new job, or you’re just starting the process, it’s crucial that you know how much notice you need to give your employer. Because the last thing you want is to agree to a start date that you can’t do.

 

What is My Notice Period?

Your Notice period is your contractually obliged period of notice that you must provide to your employer that you are leaving. Reversely, it is the same length of period that they must provide to you as an employee, to signify termination of your employment.

How long these notice periods are can vary wildly, depending on the contract you signed when you joined the business.

Notice periods are designed to protect both you as the employee and the employer from sudden departure or dismissal. The notice period helps you to find a new job if your company suddenly lets you go. And it also helps to protect the business if you decide to leave your job. Which is why the longer you are employed, the longer a notice period usually grows. 

 

How Much Notice Do I Need To Give My Employer In The UK?

How much notice you need to give your employer will be in the contract you signed when you started your job. The typical notice period ranges from 1 – 3 months, with the average notice you need to give to an employer in the UK being 3 months. 

If your contract doesn’t mention a notice period you are still legally owed one, and owe one to your employer. How long that is depends on how long you have been employed in your current role. Here in the UK:

• If you have been employed for less than a month, you have no entitled notice period.
• If you have been employed for one month to two years, the minimum you are owed is one week’s notice. Although this is only the very minimum, and will likely be longer.
• If you have been employed between two and twelve years, you have a minimum of two weeks notice, with an additional week for each additional year of employment. So at 6 years of continuous employment, you are owed 6 weeks, and at 10 years you are owed 10 weeks, up to a maximum of 12 weeks notice period.
• If you have been employed for more than 12 years, the minimum you are owed is 12 weeks (3 months).

If your notice period is too long and you need to be released from it earlier, all hope is not lost, because they aren’t always set in stone. Sometimes employers would rather have someone gone, instead of them sticking around and shouting about their amazing new job. 

Here at Dynamic, we regularly help the candidates we work with negotiate their notice period. For advice from the experts, read here for a step-by-step guide on negotiating and reducing your notice period.

 

How Much Notice Do I Need To Give as a Contractor?

If you’re a contractor, then you have more power when it comes to deciding your notice period than most. Because you have greater control over the contract you and your employer sign.

Some contract workers choose to omit having a notice period altogether when discussing employment. Of course this is at the discretion of both parties, but there are tax reasons to not having a notice period. While it obviously decreases the security that having a notice period offers, having a notice period does risk you being classified as an employee by the business. This will in turn affect the IR35 status of your contract. 

For more information on the IR35 status of your contract, you can continue reading here. 

 

Do I Get Paid In My Notice Period?

Yes, you should be paid in full during the entirety of your notice period. This is unless you and your employer agree to shorten your notice period. Which may obviously affect how much you are paid.

You will also be paid for any outstanding holiday days that you have accrued in the holiday year. So if you have two weeks of holiday days left to use, you will be paid those in addition to your usual salary. 

However, holiday days can be used to effectively reduce your notice period if you need to leave early. This is at the discretion of your employer who has to approve your holiday leave. And of course, this isn’t necessary for everyone, but is well worth keeping in mind if you need to make a quick exit.

 

How To Hand Your Notice To Your Employer in 4 Steps

This may seem the straightforward part of the process. But there’s a few things to remember when handing in your notice to your employer:

1. Book a meeting with your employer and hand in your notice face-to-face. Explain that you are leaving, your mind is made up, and thank them for the time and the opportunity they have given you. Because you want to leave on good terms. You don’t want to burn bridges or sour relationships that may be beneficial to your career in the future.
2. You should physically hand in your notice as you resign, as well as send a follow up email. This helps covers your bases, as you want to have physical evidence of your handing in your notice to your employer.
3. Be prepared for your manager or employer to be upset about the news. Because their immediate concern will be how your departure affects them, and the business. They won’t be thinking about how your new job is a great opportunity for you.
4. And lastly, prepare yourself to receive a counter offer. It can happen right there and then or later in your notice period. But the IT job market (and any other job market for that matter) are incredibly competitive right now. And it’s your managers job to try and keep you on the team. Which means you can safely expect to receive a counter offer. And your employer will likely offer you whatever they think you want to hear.

But a counter offer is often a short term solution for employers. Statistically, you will end up leaving anyway, with 80% of people who accept a counter offer leaving within six months of accepting a counter offer. You can read our complete guide on navigating counter offers here.

 

Whether you’re just thinking about starting your job search or you’re already interviewing, it’s always good to see what’s on the market. Have a look at our open Network, Infrastructure, Cyber and IT roles here. Or speak to one of our team for a confidential chat about your career.

The post “How Much Notice Do I Need To Give To My Employer?” appeared first on Dynamic Search Solutions.

With just over 10 years of recruitment experience, ‘Client Engagement Manager’ Cian McDonagh, has joined Dynamic to lead the way in new business acquisitions and client engagement. We’ve spoken to him for some of his insights, and to find out more about what he’s learned from a career in recruitment.

 

Can you give us a brief overview of your role?

So basically, my role is to bring on new business and to handle all client engagement for new business opportunities within new accounts. I’ll be covering the Cloud, Infrastructure and Networks side of Dynamic. 

What led you to a career in recruitment in the first place?

I moved to London when I was 19 and I started in a recruitment agency. It was a good way to earn some cash when I first moved to london. And the world of sales is something I’ve always been drawn to and enjoyed: It’s people orientated, fast paced and every day is different. And you get to meet some really cool people.

So you’ve had a great career in recruitment. What’s your advice for someone just starting out?

So I started 10 years ago, and have been working purely in new business acquisition for the last 6 years. 

What I’d have to say to someone learning the ropes is to build a thick skin. Don’t let rejection get you down. Any rejection you get isn’t personal, even though it can feel like it is. The best way to think about it is, when you say no to a sales pitch or something, you’re not saying no to them personally, you’re saying no to what they’re providing. 

And if you ring someone out of the blue, you never know what their day has been like. And they don’t know you: So it can’t be personal.

What’s been the really memorable moment in your recruitment career? 

I remember making my first deal. That was quite cool, it was for a company called viadecks. It was a really quick turnaround actually, I found the guy, gave him a call and the deal was done before the end of the week. That was at the end of my first or second month as a recruiter.

What led you to choosing Dynamic for the next stage in your career?

Dynamic’s just a really exciting looking company. And it’s right in my sweet spot for technologies. I’ve always worked in this area of recruitment. And when I met the two owners, John and Adam I got on with them really well, straight away. I was really delighted. 

What aspect of recruitment do you think is often overlooked?

How hard a job it actually is, being a recruiter. It takes a strong willed individual to keep at it, and to get good at it. A lot of people can try it and fall by the wayside, saying no it’s too hard. So it does take a certain type of individual to keep cracking on.

What are you looking forward to, as you progress in your new role?

So I’m eventually aiming to become the Head of Sales further down the track. Before that I’ll be bringing on big clients, some partners, building up our jobs pipeline and getting some really good candidates through the door and into roles. That’s my immediate target.

And teaching people the ropes: Growing a team is something I’m really looking forward to. I did it pre-covid, but unfortunately it was only for 2 or 3 months before covid hit. So as I’m sure you can imagine, it quickly fell by the wayside. And I was really enjoying teaching these entry level recruiters about how to bring on new clients. So I’m looking forward to the point of getting back to that.

If you could meet anyone, who would it be and why?

Frank Sinatra, I’m a big Frank Sinatra fan, and Elvis. He was a brilliant musician, and outside of being a fan of the music, he was a really interesting character.

Or someone who helped build the pyramids. How they did that: Like the size of blocks, and the speed at which they built those massive structures. We’re still not sure how they built them today. It’s mad.

Can you tell us 3 interesting facts about yourself?

1. I entered the xfactor when i was 16, and again when i was 19. I made it through to the second stage the second time around, but not onto TV unfortunately.
2. I’ve driven a tuktuk all the way through India, from the bottom of India to the north. I was on my way back from Sydney after working there for a couple of years, and I met my brother in south Kerala. And basically, we signed up for this challenge, where we had 14 days to make this trip, called the tuk tuk rally. And we did it in 14 days! It wasn’t easy, some days we spent about 8 or 9 hours on the road.
3. And lastly, I’m the youngest of 8 kids. There’s 7 of us lads and 1 sister. 

 

At Dynamic we’re always looking for new members to join our growing team. If you’re ready to get started in your career, contact us here to find out if you’ve got what it takes. Or apply directly to our open recruitment consultant position here.

The post Meet The Dynamic Team: Cian McDonagh, Client Engagement Manager appeared first on Dynamic Search Solutions.

As we head into 2023, you might be asking what are the best networking certifications for your career? And given how much time and money earning networking certifications can take, it’s no wonder.

Here at Dynamic, we’re asked for the same certifications time and time again. To clients, they’re a benchmark. Networking certifications are an indicator of three attractive qualities to employers: your skills, your experience, and your desire to continually learn and level up your skills.

According to Skillsoft’s ‘2022 IT Skills and Salary Report’, 91% of IT Professionals here in Europe hold at least one certification. Meanwhile, research from Cisco shows that 99% of organisations use certifications to influence their hiring decisions.

The statistics show that certifications aren’t just incredibly important for your career, but that a massive number of IT professionals are continuously improving their IT skills.

So we’ve spoken to Dynamic Search Solutions’ Managing Consultants, Chris Armistead-Cargan and Mark Humphreys; two of our Dynamic recruiters who have over 17 years of combined experience in Network and Infrastructure recruitment. And we asked them to share with you the certifications that their clients most want to see: AKA, the best networking certifications for your career in 2023.

 

The Best Networking Certifications For Professionals Working With MSPs

When we asked Mark for what he considers the most valuable certificate for anyone working in a Managed Service Provider environment, he only had one answer:

 

“The CCNP Enterprise: It’s a no brainer. The CCNP Enterprise sets you up for everything you need to know about working with networks at an MSP.”

 

And the statistics would have to agree. In Global Knowledge’s 2021 IT Skills and Salary Report, the CCNP Enterprise featured on multiple regions “Top 10 Paying Certifications” lists. And the 2022 report shows that Cisco certifications are in the “Top 5 Most Popularly Held” and “Most Pursued” certifications lists.

However, as certifications become more commonplace. On average, respondents hold four certifications in their field, with 41% of them earned in the last six months. So while the CCNP Enterprise is still one of the most valuable certs to earn, it doesn’t make you stand out as much as it used to.

After earning your CCNP Enterprise, you then have options to progress further down the Enterprise route, or into Wireless, Collaboration, Data Center, Network Security and now Cyber Security. 

But for those who are working at MSPs, there are two paths that IT professionals typically follow. 

 

“You have the opportunity to go down the ‘software defined route’ or the ‘security route’. The 300 – 415 ENSDWI Concentration Exam for the CCNP Enterprise is a great way to learn SD-WAN, which is one of the hottest skills on the market at the moment. Software Defined Networks are the future, especially within Enterprise, SD-Access, DNAC

Alternatively, you can go down the cyber security route: Cyber Security is always going to be needed. Which makes the CCNP Security an attractive complimentary Cisco certification to earn alongside your CCNP Enterprise.

Cisco FirePOWER is in massive demand at the moment. And the CCNP Security can offer experience working with this, depending on the exams you choose.”

 

The CCNP Enterprise is one of the strongest foundational certifications you can earn. But if you go get your CCNP Enterprise, get another track with it and double specialise? You’re set for 2023. You’ll be able to explore new career options, progress further down your chosen career path and bargain higher salaries.

 

The Best Networking Certifications For Professionals Working With ISPs

Meanwhile, over in the ISP space, Juniper is starting to make significant gains in the market. Mark had this to say about which Networking certifications would be the best for those working in ISPs:

 

“Juniper Certifications are becoming some of the hottest certifications on the market right now, especially in the Internet Service Provider space. They are really starting to challenge Cisco certifications in terms of value, and they could put you in a great position for 2023 in the ISP space. Because Juniper is cheaper for businesses. I work with a lot of companies that have, or are planning to make the switch to Juniper systems.”

 

Looking into the future of 2023 and beyond, CCNP level equivalent certifications such as the JNCIP-SP or JNCIS-SP are two certifications that will add long-term value to your professional career, especially if Juniper continues to expand in the market. But while Juniper are making gains in the market, this doesn’t mean they’re the only ones out there. We spoke to Chris Armistead-Cargan for what his clients want to see:

 

“Yes, Juniper is cheaper, which is obviously attractive for businesses. But that doesn’t mean Cisco is dead. A lot of companies still use Cisco, and don’t want to, or can’t make the transition over to Juniper systems. 

And right now, there’s still more jobs on the market for a Cisco certified IT professional. For those who are working with service provider networks, the CCNP Service Provider is still a certification that’s going to be a significant boost to your career.”

The Best Network Security Certifications For Your Career

So we’ve touched on Security certifications while discussing the best certifications for both ISPs and MSPs. But what if you want the flexibility and ability to work at either? Lucky for you, this is where Fortinet’s NSE certifications step in. 

The Fortinet Network Security Expert (NSE) program offers 8 individual certifications that indicate your level of expertise with Fortinet Cyber Security systems. And Fortinet has exploded in the past few years. Fortinet has become increasingly valuable to employees and employers over the years. A trend which only looks likely to continue.

 

“Our clients at ISPs and MSPs both want Fortinet certified professionals. So earning your NSE certification really gives you flexibility in your career. Fortinet Security seems to be the hottest product out there at the moment. 

Of course they’re not the only systems out there. Cisco ASA and firePOWER are red-hot at the moment, and that doesn’t seem likely to change.

5 years ago, Fortinet wasn’t as big: But now, everyone uses it. It’s cheaper and it’s very good at what it does. So working towards your NSE 7 should be a career goal for every Cyber Security professional: But the NSE 6 is still a great certification to have”

 

The Three Best Networking Certifications for Your Networking Career in 2023

We asked Mark and Chris to summarise the three most valuable certifications to employers will be in 2023:

Mark: “The three hottest certifications in networking for 2023 are: The JNCIS-SP. NSE Fortinet 6, 7 or 8. And of course, the CCNP Enterprise.”

Chris: “For me, the most valuable certifications are the CCNP Enterprise, CCNP Security, and NSE 4 or 7. If they had an NSE 7, I’d want to speak to them. They’d automatically be a great candidate for a number of roles. Or if they had a CCNP Enterprise coupled with an NSE 4, they’d be a really valuable Network Engineer.”

 

Of course, we can’t tell you what is the best certification for you. That depends on the area of networking you work in, the systems you enjoy working on and your chosen career path. 

But what we can give you, is some expert insight into employers and the networking market as we head into 2023. As well as offer you advice from the experts on earning your certifications. For those looking to earn a CCNP Enterprise or other complimentary Cisco certifications, we’ve worked with industry experts to put together a comprehensive guide to earning your Cisco certifications.

The post Best Networking Certifications in 2023: Advice From The Experts appeared first on Dynamic Search Solutions.

Interest in remote working is at an all time high. Research from SEMrush shows that searches on Google for “remote work” have increased by over 300% in July 2022, compared to July 2021. And our own research shows that searches for “remote IT jobs” have skyrocketed in the last year, increasing by 900%.

In a recent example, Elon Musk attempted to end hybrid and remote work completely, forcing Twitter staff back into the office. We say attempted, after he reneged his own decision after Twitter staff reacted to this by leaving in droves. 

So while demand is clearly high and growing higher, is remote work the best thing for you and your career? We’ve researched the short and long-term effects of remote working, and the results are less clear cut.

 

Current Attitudes To Remote Working

The evidence shows that remote and flexible working is on the top of everyone’s priorities. Owl Lab’s 2021 State of Remote Work report found that 84% of employees shared that they would prefer to work remotely, with 5% even willing to take a pay cut.

But here at Dynamic, we’ve noticed a shift in the attitudes of IT professionals. As we head into 2023 we’re speaking to more IT professionals who are wanting to get back into the office. Rising cost-of-living is making remote work less of the economic advantage it has been previously. 

 

Remote Work and Mental Health

One of the biggest negative impacts of remote work is on mental wellbeing. In the early days of the pandemic, a study from Nuffield Health showed that 80% of Brits felt that “remote working had had a negative impact on their mental health”. 

In recent years the UK workplace has adjusted to a more hybrid and remote friendly way of working. Unfortunately, things haven’t improved when it comes to mental wellbeing for everyone. Research from Chargifi reveals that “81% of younger workers say they would feel more isolated without time in the office”: Remote working appears to have a disproportionate effect on younger workers, and this isn’t just reflected solely in mental health issues.

But the negative impacts of remote work on mental wellbeing aren’t relegated solely to junior members of the team. 

The latest data from Future Forum’s 2022 survey found that “executives reported 40% more work-related stress and anxiety, 20% worse work-life balance, and 15% less job satisfaction in the past year”. Whether these problems are due to difficulties in managing a largely remote workforce, the disconnect from the team, or having to adapt to this new style of management are less clear.

The Effects of Remote Work on the UK Workforce

Because the negative effects of remote work don’t just stop at mental health issues. It even has a documented negative impact on physical wellbeing. 

ONS statistics show that the number of people being unfit for work because of neck and back injuries has risen by 62,000 between Quarter 2 in 2019 and 2022. Again this appears to have a large effect on younger workers, with long-term sickness among those aged 25 to 34 jumping by 42%.

It is these far reaching and long term impacts that will have employers worried about offering remote work to employees. Currently there are more open vacancies in the IT industry than ever before, and in the past year employers have struggled to find the right people for their business.

But the relationship between remote work and work-related wellbeing isn’t so clear cut. Microsoft’s Future of Work Report highlights the differences, that “Remote work and subsequent work-life balance and job autonomy can improve job satisfaction, but employees may feel socially isolated, guilty and try to overcompensate”.

 

The Effects of Remote Working on Your Career

Studies show that remote working can also have a detrimental effect on your career progression. 

Remote workers are often overlooked compared to their in-office colleagues; whether it’s project involvement, being put forward for promotions or pay-rises. According to the Microsoft study, “remote work is also associated with lower perceived career prospects”. And a study from Alliance Virtual Offices highlights the disparity between the two groups:

• Remote workers are 38% less likely to receive bonuses. 
• They don’t advance as quickly in their careers as their in-office counterparts.
• And that remote workers work more! They often do 50% more overtime compared to in-office colleagues.

So not only could you be paid less overall, you may end up working longer hours… And still not advance as quickly as the competition! 

Owl Labs study shows the same, with 55% of employees saying they work more hours when working remotely compared to when working in the office. Arguments for why this is vary. Some workers feel the need to work longer hours to compensate for not physically being in the office. Meanwhile others have difficulty to separate life and work, when your home is also your office. 

 

What Recruitment Experts Think About Remote Working and Your Career

Here at Dynamic, we regularly speak to candidates who want to work completely remote. And of course, we’ll do our best to help find a candidate that works for them. Part of the service we provide, is giving IT Professionals honest and candid advice about the current market, and to support their career progression.

And as we’ve mentioned, remote working can have a negative impact on younger workers’ physical and mental wellbeing. And their career progression is no different.

 

“The senior staff in the office are the people you’ll be learning from. If they’re in the office and you’re working remotely, you’re not going to learn from them. And if you’re not learning as fast as the competition, you might fall behind and miss opportunities that should be yours.”

Mark Humphreys, Managing Consultant 

 

Of course this reflects equally on senior members of staff who want to work remotely. Without the proper processes and systems in place, when senior team members are working remotely it can be incredibly hard for the junior members of the team to learn.

 

While the statistics show that detrimental effects of remote working, this isn’t the case for everyone. For every remote worker who struggles, there are those who thrive working from home. It all comes down to you, your career path, your individual needs, and how you work best. But it’s worth baring in mind that there are serious drawbacks to your health and career to consider.

Here at Dynamic we work with a variety of IT businesses that offer remote, hybrid, in-house and on-site roles. If you’re not happy in your current role, reach out to one of our expert IT Recruitment Consultants here. Or, have a look at our open vacancies here to find a job that supports your working needs.

The post The Negative Impacts Of Remote Work On Your Career appeared first on Dynamic Search Solutions.

Cisco certifications are a massive boost to your IT career. There’s no replacement for hands-on experience. But certs like these demonstrate, and provide hiring managers with concrete evidence of, your technical skills and expertise. And because of the hands-on work you need to undertake to gain the Professional and Expert level certifications. 

Cisco offers a variety of certifications that are generally split into three categories. Associate, Professionals and Expert level certifications. Chief among them being the CCNA (Cisco Certified Network Associate), the CCNP (Cisco Certified Network Professional) and the CCIE (Cisco Certified Internetwork Expert).

Contents

What are the different levels of Cisco Qualifications?

How much does it cost to become Cisco Qualified?

What are Cisco Qualifications actually worth?

 

What are the different levels of Cisco Qualifications?

The CCNA, CCNP and CCIE certifications outline the typical route of progression for IT professionals across the breadth of the IT industry who work with Cisco systems: From Network and Infrastructure, to Cyber Security and Software Development. 

While Cisco offers additional certifications such as the entry level CCT, we’re focusing on the aforementioned three, as these are the most highly requested Cisco certifications we see here at Dynamic, and are the three that will help you in your career the most.

 

CCNA – Cisco Certified Network Associate

The CCNA is a fantastic certification for someone who is just starting out in their IT career, and is a foundational certification that is required for many junior roles. Cisco advises having one year of experience working with Cisco systems before attempting to earn the certification.

A CCNA certification shows employers that the certificate holder understands the fundamentals of networking, IP services, security, automation and programmability: Without forcing you to specialise into one particular area of Cisco systems.

The exam itself covers the widest array of topics compared to later certifications. This is due to Cisco combining all the previous associate level certifications (CCNA Wireless, CCNA Security etc.) into one more general certification, back in 2020.

For more information on the CCNA including how and why you should earn one, have a look at our complete guide on how to prepare for the CCNA here.

 

CCNP – Cisco Certified Network Professional

The CCNP is typically the next step in your career as a network professional. It is a more advanced certification that requires a much deeper understanding of working with Cisco systems. While the CCNA isn’t required to undertake a CCNP, it is generally advised.

Unlike the CCNA, the CCNP also offers you the opportunity to specialise into the area that is most beneficial for your chosen career, whether that’s cyber security, enterprise networks or data management. 

If the CCNP is the next step in your IT career, then have a look at our complete guide here; for a breakdown of why you should earn your CCNP, and how to prepare for your CCNP.

 

CCIE – Cisco Certified Internetwork Expert

The CCIE is the highest level of technical certification offered by Cisco, and one of the most prestigious certifications in the networking industry. It recognises you as an expert in your chosen area of networking, and is an extremely desirable certification for employers.

You likely won’t find it on many “10 Highest Paying Certifications” lists due to how few there are out there. But part of the CCIE’s prestige is due to the time and money it takes to earn, and the difficulty in obtaining one. 

Given the extensive cost of attempting and the difficulty of the CCIE exams, it can take years of studying before people attempt the exam. Cisco advises having at least “five to seven years of experience with designing, deploying, operating and optimising enterprise networking technologies and solutions…”

For everything you need to know about the CCIE exam including a breakdown of the exam format, the time and cost of earning the certification, and the benefits of earning your CCIE then have a look at our comprehensive guide here.

 

How Much Does it Cost to Become Cisco Qualified

“How much does it cost to earn your Cisco Certification?” is a valid question, because Cisco certifications aren’t cheap, and only become more expensive as you progress. Unfortunately, while there is the simple answer of how much each exam costs, the cost of time spent 

Studying for the progressively harder exams isn’t so simple.

Despite the cost and time spent earning them though, Cisco qualifications such as the CCNA, CCNP and CCIE are incredibly worthwhile certifications to earn. The job opportunities and increased salaries that become available to you when you earn the next level of qualification are substantial, and these certifications quickly pay for themselves.

And businesses that are Cisco Partners are required to have a certain number of Cisco certified professionals in their business. This gives businesses yet another reason to than just their skills and knowledge.

 

CCNA Exam Cost UK

The CCNA exam, the 200 – 301 CCNA, costs £246 + VAT per attempt. This puts the CCNA exam as the least expensive Cisco certification by a large margin. However it should be noted that this is per attempt, so repeated failures can become costly.

The bigger cost of earning CCNA certification comes from the training and time you need to invest into studying for it. There are a wide range of courses online and some even offered by Cisco such as the Implementing and Administering Solutions (£613) and the CCNA Preparation Bundle (£904). These courses are specifically designed to prepare you for the CCNA exam.

 

CCNP Exam Cost – UK

As Cisco’s midweight certification the CCNP unsurprisingly sits in the middle of the three on our list in terms of price. The CCNP consist of two separate exams you must pass to become CCNP certified:

First is the CCNP core exam of your chosen CCNP certification, costing £320 + VAT. For example, to earn the CCNP Enterprise you must pass the 350 – 401 ENCOR exam. Everyone who earns a CCNP Enterprise will pass this exam. The 350 – 401 ENCOR exam is also the qualifying exam for the expert level Cisco Enterprise certifications, the CCIE Enterprise Infrastructure and CCIE Enterprise Wireless. 

Second is the CCNP concentration exam, costing £240 + VAT. Each CCNP certification has six CCNP concentration exams to choose from that allow you to specialise even further into the area of IT that interests you; but don’t worry, you still only need to pass one concentration exam.

 

CCIE Exam Cost – UK

Last, but certainly not least, is Cisco’s highest level of certification and the hardest and most expensive to obtain, the CCIE. Similar to the CCNP, the CCIE exam has two parts. 

First is the CCIE qualifying written exam, again, costing £320 + VAT per attempt.

If you have previously earned your CCNP Enterprise certification, then the core exam, the 350 – 401 ENCOR exam, would count as the qualifying exam for a CCIE Enterprise Infrastructure or CCIE Enterprise Wireless. 

So while it is not a prerequisite to earn your CCNP certification before attempting for your CCIE certification, it is the generally recommended path for IT professionals working with Cisco systems.

However, passing the 350 – 401 ENCOR exam only counts towards the CCIE certification if taken and passed in the last three years. So if over three years have passed since you earned your CCNP, then you’ll have to recertify.

 

CCIE Exam Part 2: The CCIE Lab Exam

Then comes the infamous CCIE lab exam. 

This is the only Cisco exam that must be taken in person, whereas all the previous exams have remote options. So there are additional costs such as accommodation and travel costs that should be factored into the actual cost of taking your lab exam.

The CCIE lab exam costs either £1,300 or £1,500, depending on where and how you take your exam: 

• You can take your CCIE lab exam at one of Cisco’s nine Lab locations around the world, costing £1300.
• You can take your CCIE lab exam at one of Cisco’s more numerous Mobile Lab locations, costing £1500: These are temporary lab locations with specific dates on which you can take your CCIE lab exam, so look here for scheduling information.
• Finally, you can take your exam at a Cisco mobile lab and opt to BYOD, ‘Bring Your Own Device’. This makes your exam cheaper, at £1300, and gives you the comfort of taking the exam on your own hardware. It does mean however, that there are certain requirements your hardware must meet.

The CCIE, as the most senior of the three, is the most expensive by far. This is even before you take into consideration the numerous other costs: travelling to a Cisco Lab location, CCIE training courses and learning materials, buying or renting hardware for you to practise lab scenarios on, and the fact it takes on average 2 – 3 attempts to pass the CCIE lab exam.

Earning your CCIE certification can cost upwards of £10,000 over time. So it’s wise to be absolutely certain that you want to dedicate so much time to your speciality, instead of broadening your skillset with a complimentary, second CCNP.

 

How Much is Cisco Certification Worth in the UK?

So we’ve discussed how much Cisco qualifications cost to earn and it can certainly be a lot: So are Cisco certifications worth it in 2022?

According to Global Knowledge’s Salary and Skills Report, IT professionals who obtain new certifications see an average salary increase of £10,000. This quickly offsets the financial cost of any new certification. And later certifications like the CCNP and the CCIE aren’t just any certification. These can come with huge financial gains and increases of employability.

Tied to this increase in salary, is the opportunities that come with receiving new certification. Between two candidates with similar years of experience, skill sets, proficiency in technologies, one with a CCNA and one with a CCNP Enterprise Infrastructure; for hiring managers it’s a no brainer. 

Of course, earning new certification is more than just a financial gain. In fact the top three benefits IT professionals saw of receiving certification training were improvement in the quality of work (49%), finding their work more engaging (32%), and being faster at their job (27%).

IT certifications indicate that an individual is motivated to put time, effort, and money into improving their job performance: Attractive qualities to employers, aside from just the skills and knowledge that come with certifications.

CCNA Salary – UK

The average salary for a CCNA holder in the UK is £35,000. Of course, this is subject to variability based on multiple factors including: location, years of experience, other complimentary certifications you have, experience with other technologies and of course, your chosen career.

Lets look at a Network Engineer for example, a role that typically works with Cisco software. A Network Engineer could see a salary range from £25,000 at entry level, to up to £50,000 depending on experience and other factors.

Here at Dynamic, the jobs we hire for that require a CCNA regularly offer as much as £45,000, occasionally even higher for more specialist positions with additional complimentary certifications and skills. However, to reach higher salaries and more senior positions, you are likely going to have to gain higher levels of certification; such as the CCNP.

 

CCNP Salary – UK

The CCNP is the next logical step in the career of an IT professional working with Cisco systems, and qualifies you for more senior positions and the higher salaries that come with.

The average CCNP salary here in the UK is £48,000, a sizable leap from the average CCNA salary. However this is lower than the roles we recruit for here at Dynamic, with CCNP certified Network Engineers regularly earning upwards of £55,000.

Earning your CCNP certification allows you to specialise more into your chosen field, compared to the more general CCNA qualification, which is reflected in the differences in salary ranges when compared to the salary ranges of CCNA. Those with many years of experience working at a CCNP level or with multiple CCNPs can earn as much as £80,000. 

 

CCIE Salary – UK

The average CCIE salary in the UK is £71,000. This increase in salary is much larger than the salary increase from CCNA to CCNP, and reflects just how exclusive and desirable a CCIE is to an employer.

Earning your CCIE certification can raise your pay ceiling to upwards of £100,000 depending on experience, location etc. For example, roles such as a Lead Network Architect that are willing to pay up to £120,000 for an architect with a CCIE. With the average that we see being around £80,000. Although this is likely to only increase as time progresses.

And of course the benefits of earning a CCIE aren’t just financial. Because of the CCIE certification’s exclusivity and desirability, it gives you much more bargaining power in your current role, as well as looking for a new job. This could be flexibility in working, the technologies you’ll get to work with or the projects you work on.

So, CCNP or CCIE?

There are some arguments to be made in the debate between CCNP or CCIE. Whether it is more valuable for your career to go for the prestigious CCIE or a second CCNP. Earning your CCNP certification is no small accomplishment. But earning a CCIE is an altogether different challenge and can take over your life for a year or more.

The traditional path for someone working in Network, Infrastructure and Cyber Security has always been fairly straightforward; earn your CCNA – CCNP – CCIE in your respective career route. But it may be worth expanding your skillset and earning a second CCNP in complementary technology instead of working towards your CCIE certification.

Mark Leary, former Directing Analyst of ‘Learning & Certification Services’ at Cisco, discusses the advantages of earning multiple CCNPs. “A double major in networking and security is a very valuable thing”. 

The traditional route was to progress through the certifications, earn a CCIE, and become an expert in one area. But Mark argues that the IT industry has evolved and it’s important to factor this into your career plan. “The biggest permanent change of the pandemic is that networking and security teams are working more closely together. If you ask IT executives, someone who’s very good at both is more valuable to them than someone who is great at only one thing.”

Earning your CCIE is a difficult and long endeavour. But it can be incredibly rewarding. And for more reasons than just the financial reward. But whether it’s more worthwhile to aim for your CCIE or a second CCNP depends on you, your career goals, and the ever changing IT landscape.

The post Cisco Qualifications: From CCNA to CCIE appeared first on Dynamic Search Solutions.

Bad hires cost businesses millions annually. A study from CareerBuilder put the cost of bad hires at almost £13,000 on average to a business. When it comes to mistakes in the workplace, few cost a business as much as hiring the wrong person for the position. And it’s a mistake the majority of employers will make in their lifetime.

And loss of money isn’t the only cost with a bad hire. They waste the time of everyone involved. From the hiring process and onboarding of new recruits, to the cost of training. And these are all things you’ll be repeating in a few months when you repeat the process. Hopefully this time, with someone who’s a better fit for the role and for your business.

With all of this on the line, we’ve asked Dynamic Search Solutions co-founder and Principal Consultant with over 10+ years in hiring Network and Infrastructure talent, John Marks, for his best advice and how to avoid making bad hires. 

 

1. Understand a prospective employee’s motivations and ensure that they align to your own

When you’re hiring for a difficult to fit position and you find someone who has all the technical know-how and relevant experience, it can be easy to overlook flaws such as not being a cultural fit for your business. But this can be one of the most common mistakes that lead to bad hires. 

John advises using the initial conversation and interviews to gauge what it is that drives the prospective employee. For example, in recruitment, being motivated by money and earning potential is a great motivator. It drives people to work hard and succeed. But that doesn’t mean it’s great for every business or role.

For an in-depth exploration on how important company culture is for your business and how to establish and implement company culture, read our article here. 

 

2. Never compromise on your must-haves.

From the same CareerBuilder study on hiring managers, three of the five most common reasons for bad hires were “candidates who didn’t have the necessary skills” (35%), “Pressured to fill the role quickly” (30%), and “Had a hard time finding qualified candidates” (29%).

This evidence shows that managers conceding on the “must-haves”, the necessary skills for a role, is the biggest mistake you can make when you’re hiring for your business.

The first step to avoid making mistakes like this is to have a clear idea of who your ideal candidate is.

 

3. Look at the output of the role and what it is you need to achieve those outputs.

Breaking down the role you’re hiring for into its components can help to understand what would truly make someone successful in the position. Which can be especially helpful when it’s a role that you don’t have experience in yourself. 

Because if you’re replacing someone who has left your organisation, the role they leave isn’t always the same one they started in. Employee’s role and responsibilities evolve over time and the job description you used to initially hire may just be plain wrong by now.

Working with the manager and the team that the person will be joining is a great way to uncover what the essential aspects of the role are. If you are replacing someone who is leaving the company, then there’s no one better to ask than the person they are replacing. They will know exactly the skills they need

 

4. Proper onboarding process with deliverables and accountabilities clearly defined for the candidate.

When you’ve found the person you feel is right for the job, it can feel like that’s the end of the process. Good job, beers all round.

But it’s actually just the beginning. Because now you need to have set in place measurable outputs and deliverables for you to measure the effectiveness of your new hire. Deliverables that you have agreed beforehand with the new employee. 

This is where your understanding of the role is essential, so you can understand how effective you should expect someone who is starting in this position to be. Of course this is where your work with the team to find out what the person who fills this role will be doing is essential.

 

5. Regular Feedback and Communication

Established accountability falls short when there is a lack of proper communication and feedback.

Because these deliverable outputs you have established aren’t set in stone. If your new employee doesn’t feel like their targets are achievable then you want them to feel comfortable communicating that. You should then have a conversation with other senior colleagues and find out if this change is acceptable for the role.

Similarly to this is the need for regular feedback. If your new employee isn’t achieving in one area, don’t save the feedback for the end of their probation review. Communicate to them, and give them the chance to improve their work. Speaking of a probation review…

 

6. A Proper Probation Period With a Proper Review

When you’re juggling responsibilities and work and team and client management… It can be easy to let the small things fall through the cracks. Small things like a proper review with feedback for the employee at the end of the probation period.

But a proper performance review that is measured against the defined accountabilities you established when they started is essential to avoiding bad hires. It removes any doubts or uncertainties on whether they can perform the tasks at hand.

By speaking with the team they work with, you can establish whether they are a good cultural fit for your business. If you’re looking for a proactive learner and they are completing every task given to them, great! But it’s only by speaking to the team that works closely with them, that you can find out they never go out of their way and ask for work. 

 

7. Work with a recruitment agency

One way to avoid making a bad hire is to work with a boutique recruitment agency in your industry.

When you work with a recruitment agency you open yourself up to a wider talent pool of candidates to choose from. And while it’s impossible to guarantee, you’re more likely to find the right candidate for the role when you have a team of recruiters who are scouring the market for you. 

And with more options there are more candidates who meet your individual needs, and you’ll find your talent quicker.

As we discussed earlier, three of the top five reasons employers make bad hires are “candidates who didn’t have the necessary skills”, “Pressured to fill the role quickly” and “Had a hard time finding qualified candidates”. Working with a recruitment agency who are experts at recruiting in your industry can solve these problems for you.

And while working with a recruitment agency isn’t free, it’s not the question of whether you can afford to work with a recruiter. The true cost is not having the person you need in your business. Or the cost of making a bad hire who costs your business more in the long run. 

But of course we’re going to suggest working with a recruitment agency. For an objective view on whether working with a recruitment agency is right for your business, read here to find out the pros and cons of working with a recruitment agency.

 

What To Do When you Do make a bad hire

While you can do everything in your power to prevent it, bad hires happen. Career Builders survey found that 74% of employers say they hired the wrong person for a position.

But defining accountabilities, a probation review and regular communication, all help you to recognise when you have made a bad hire. And minimise the costs in terms of money and time.

Something that can feel difficult to avoid is the ‘sunk-cost fallacy’. Because when you invest time and money into an employee you can be (understandable) reluctant to let them go. After all, you don’t want to waste all of that time and effort, and start again from the position you were in six months ago. 

Instead, it’s better to use it as a lesson. Learn what went wrong with the last hire, and make sure you don’t repeat the same mistakes. Some questions to ask yourself are:

 

• Did we compromise on any requirements that we considered “nice-to-haves”, which turned out to be “must-have” requirements?
• Were they a cultural fit for the business? And if not, why not?
• What outputs didn’t they achieve? Was this due to a lack of technical skills?
• What was the single biggest problem with their performance?
• Is there anything we could have done to improve the process? From better defined goals and targets, to a more comprehensive performance review.

 

If you’re an IT business in the Network, Infrastructure or Cyber Security industry looking to hire, you can reach out to one of our Dynamic consultants here. Or for more general tips on attracting and retaining talent, you can read here.

The post How To Avoid Making Bad Hires appeared first on Dynamic Search Solutions.

So you’ve been offered your dream job. But… it doesn’t come with your dream salary. It can feel disheartening to think you’ve wasted all your time, interviewing for a job with a salary that doesn’t end up meeting your expectations. But it’s not time to throw in the towel just yet.

Because while it may be scary, an offer is negotiable. We negotiate salaries on behalf of our candidates every day. And we’re here to give you the 9 steps on how you can negotiate the salary you deserve.

If you are looking to negotiate a pay rise for a job that you are currently working in, we have a separate guide here to ask for a pay rise here.

 

How to Negotiate a Salary In 9 Steps

1. Make Sure You’re Being Offered a Fair salary
2. If you’re looking to be paid higher than the average salary for your position, you need to be creative with your argument.
3. Consider the business’s circumstance: can they afford to and can they afford not to pay you more.
4. Look for remote jobs with a higher salary than the one you’re being offered
5. Create an evidence based and compelling argument for why you deserve to be paid more. 
6. If there are more things to negotiate than salary, negotiate them all at once.
7. Set out clear expectations for your desired salary. Or if they can’t offer a higher salary, what would you accept instead?
8. Have a plan beforehand what you will do if they reject your request.
9. Let someone do the negotiating for you, by working with an IT recruiter.

 

1. Make Sure You’re Being Offered a Fair salary

Salaries are changing constantly. And with the current state of the job market and rising inflation, the average salary for your job a year ago may have risen significantly since you last looked however many months ago. And there are a few different ways in which you can check this online.

Salary Comparison Websites: Websites like Glassdoor, Reed and Indeed all have their own individual salary comparison tools. By using a few of these you can get a general salary idea of the position you’re applying for.

Job Boards: For a real time and accurate idea of the salaries you can expect, you can do your own research and look at live adverts on job boards. Job boards like Indeed can be a great resource due to the amount of roles they have, but a specialist job board in your niche will give more accurate salaries. For example, if you’re an IT Professional working in the Network, Infrastructure or Cyber Security industry, you can use the Dynamic Search job board for research into salaries. 

Speak With An Expert: One of the best resources you can use for salary research is to speak to a recruitment consultant in your niche. These are people whose job it is to understand their marketing inside and out, and they can give you an accurate idea of the salary you can expect, taking into account location, years of experience and market demand for your skills.

 

2. Why Do You Deserve To Be Paid More Than This?

But let’s say you are being offered the market salary for your position. Then you might need to give more thought to why you deserve to be paid more than the industry average. Here are some examples of a few of the different things you should consider:

Location

Location can be a huge determining factor in negotiating a salary. Depending on the location of the role, you could easily make a case for why the higher cost-of-living means it is essential that you are paid more than the national average.

Do You Have More Experience Than They’re Asking For?

If the job description is asking for 2 – 3 years of experience and you have 3 or more, you can be in a strong position to argue for a higher salary. The company will have budgeted for the job advert and position with the experience in mind. And if you have more then they’re asking for making you the strongest candidate, then you can use that as a strong case for why you deserve to be paid more than originally advertised for the position.

The Same Again With Skills

Use the same logic again for skills as experience. If the job description asks for some skills as “desirable but not essential” and you have them. Or if you have additional, complimentary skills that will help you in your job. You can argue that this makes you qualify for a higher salary by being more effective in your position. 

 

3. Can The Business Afford What You’re Asking?

Can They Afford To?

Something to consider before you step into the negotiation is can the business afford to offer you more. This is essential for setting relevant expectations on what to expect.

Some businesses will be more flexible with the salaries they offer. For example, with international network agencies there can be layers and layers of red tape for a hiring manager to navigate in salary negotiations. Or there can be no option for negotiation at all.

Can They Afford Not To?

An alternative angle for your argument could be on whether or not the business can afford not to pay you more. Is the business looking to hire immediately or do they need the position filled ASAP? If so, then this puts you in a greater position of power. 

Have they brought on a new client that needs extra hands to work on, or has someone left that is putting the team under pressure? Whatever the reasons means they might not have the time to restart the hiring process.

 

4. Look For Remote Jobs With a Higher Salary Than You’re Being Offered

A SEMrush study shows that “remote jobs” has increased in monthly searches by over 234%, from July 2021 to 2022. While “remote jobs near me” has experienced a staggering growth of 654%.

Here at Dynamic we’ve firsthand witnessed the amount of remote working opportunities increase in reaction to this demand. And remote salaries for the same jobs can have a large discrepancy based on the location in the UK that the company hiring is based.

If you can demonstrate that there are higher salaries out there for the exact same job you will be doing, you can create a case for why they should be offering you more. But it’s important here to stress that while yes, you could apply to those jobs, you want to work for the company you’re interviewing with. And that’s why you want it to be them that offers you the salary.

 

5. Create an Evidence Based Argument For Why You Deserve to be Paid More

When negotiating a salary offer, we would advise that you keep your argument factual and backed up with evidence. Because while it is a personal request to you, cases based on emotion will be unlikely to sway your future employer’s decision. Instead, use statistics and data to argue the case for why you’re worth a higher salary than they’re offering.

Similar to how you should structure your CV: Use examples of how successful you have been in  your previous work. If you can show examples of times where you’ve won new business in your previous role at a Managed Service Provider and relate it to your new position, you’ve got a strong argument for why you’re worth the extra money. 

Of course not all examples are as clear cut as this. So you might have to be a bit more inventive with your argument…

 

6. Negotiate Everything You Need To All At Once

Before you open up negotiations about salary, consider if there is anything else that needs to change as well. This could be anything, from hybrid working to a bigger holiday allowance. 

Because you should negotiate all of these at once, instead of one after the other. Because you don’t want your future employer to think that you are taking advantage of the negotiations and moving the goalpost further and further, just to see how much you can get. 

You want your employer to know that you are available and interested, and that if they can meet your expectations you’ll accept.

 

7. Set Out Clear Expectations: But If They Can’t Meet Them, What Would You Accept Instead?

Sometimes a higher salary simply isn’t possible. It could be not in the budget for the company for that year, or outside of company policy to pay more than your colleagues in the same position. 

So you may want to consider beforehand if you would accept anything instead of an increased salary. This could be financial such as a potential bonus scheme for new business acquisition or a higher pension contribution: Or something to support your work-life balance, like hybrid working or more holidays.

Because while it may not be the answer you were looking for, it’s worth considering if any of these alternative options are as good as a higher salary.

8. Have a Plan Beforehand What You Will Do If They Reject Your Request

To give yourself the most confidence in the negotiation, you should prepare yourself for what you’re going to do if your attempts to negotiate a salary fail. If your request isn’t met would you consider accepting the offer anyway? Or would you decline and continue your job search?

We would advise you to continue with any other interview processes that you are currently going through, to make sure that you have the most amount of options. And to be open with the company that has made you the offer of the situation. Because showing that you have other interested parties may influence your potential future employer’s decision to offer you a higher salary…

 

9. Let Someone Do The Negotiating For You

Not everyone is comfortable negotiating a salary. Which is why it can be helpful having someone who can argue your case for you. 

Here at Dynamic we do the negotiating on behalf of our candidates. If the salary isn’t quite right for one of our candidates, we’ll fight their corner for them. Because it’s our job to represent the candidates we work with to the best of our ability. 

 

So if you’re working in the network, infrastructure or cyber security industries and looking for support through your journey, you can reach out to us here, for advice unique to your individual situation.

The post How To Negotiate a Salary appeared first on Dynamic Search Solutions.