What's your job & salary

[Deleted User] wrote: »

You're arguing the power should switch from the employer to the potential employees. That only makes sense from an employee POV. The employer offers a role, and nobody is forced to apply.

Forget about the disadvantaged employee - AN employee will get it at a salary they are happy with. So, the employer and an employee are happy. What can be wrong with that?

IF an employee asks for what they genuinely believe they are worth and don't get the job because another qualified candidate offered lower that's tough, but not unfair.

And in negotiation theory those that make the first offer have the advantage, if memory serves.

When there is information asymmetry there is very often a first mover disadvantage. The anchoring effect has its limits, if you as the buyer know how much something is worth (because you’re an expert) but the seller is unsure the buyer should get the seller to name their price first. The seller will sometimes name a price that the buyer might consider very low and would have been prepared to pay way more than that, but the buyer will still negotiate down from the sellers first offer

http://journal.sjdm.org/17/17327a/jdm17327a.html

There is a concept called the winners curse
‘

One line of research that implies a first-mover disadvantage due to a combination of uncertainty, lack of sufficient information and threat by other alternative players describes a “winner’s curse” – a situation in which the first mover in biddings may win but overpay (Becker, Clement & Nöth, 2016; Giliberto & Varaiya, 1989; Thaler, 1988).’

Loschelder et al. (2014) demonstrated that, in integrative negotiations where the sender revealed private information about compatible preferences, which the recipient could take advantage of for his or her own benefit, making the first offer might backfire.

Think about the pawn-shop owner in the above example. When the seller approaches him with the item for sale (bull-horn clippers, in this example), he can easily estimate the price he is willing to pay. His professional knowledge should reduce the uncertainty from his perspective, and therefore he is not expected to be anchored by the first offer of the seller. Moreover, research has shown that focusing on information that counters the anchor, for example one’s goals in the negotiation, may eliminate the anchoring effect altogether (Galinsky & Mussweiler, 2001). Actually, moving second may entail an opportunity for the shop owner. Since this is a case of asymmetry of information, and the shop owner is the expert, in some cases the seller might ask for less than the shop owner would have offered if he were to make the first offer.

In a hiring process the anchoring effect is not that effective in most cases where the hiring manager is given a budget with little to no wriggle room and have multiple candidates competing over the same job. They’re effectively already anchored while the candidate is blind. The hiring manager would bite the hand off a qualified candidate who undervalued their salary expectation and reject any candidate who they feel won’t be happy to work for the offered salary,

There is a very good reason why most job advertised do not include a salary range.

And in terms of productivity for both the employer and employee it is economically and psychologically disadvantageous to try to ‘win’ the salary negotiation because an employer employee relationship should be founded on trust and good will, not on one side having tricked the other side using deceptive negotiation tactics

If employers were forced to advertise the range they are prepared to pay DOE, then only employees who are compatible with that offer would apply for the role in the first place, and the negotiation on salary could be based on the quality of the candidate’s experience instead of the candidate trying to guess what the hiring managers budget is

With inflation roaring back, it looks like a lot of employers will need to open their purses to pay a lot of people more wedge. Be wary of companies saying they need to freeze salary rises as things get back to normal as you will be left with less in your pocket over the coming months, if the inflation trends from the likes of the US are anything to go on.

Work as a HSE doctor, salaries are publicly available.
In retrospect I should have gone into IT.
Higher salary, better lifestyle, relatively low responsibility and no chance of being sued.

gmisk wrote: »

Do you like it...or are there....lots of ups and downs....

That joke is wrong on many different levels

Was asked in an interview about 5 years ago what my salary expectation was. Told them I would need 24 hours to give them an answer which was fine as I was on the shortlist for the role.


Took the figure I was earning at the time, added 10k because of the increased responsibility of the new role and having additional reports. Calculated the cost of the additional commute which included a toll and longer distance and gave them that figure.

They were surprised at it and I got rejected.

4 months later I was asked to apply for the role again, added an additional 15k to my salary expectation and was offered the role.

Nurse and Midwife
5 years qualified
39hr/week
€37,161 gross

hi! wrote: »

Nurse and Midwife
5 years qualified
39hr/week
€37,161 gross

Any you do twice the work as the man on 120k a year.

onrail wrote: »

Is there much overtime on top of that in a typical year?

Don’t do any overtime it’s not worth it, but made about €8,000 last year on nights shifts and weekends.

PCeeeee wrote: »

If you don't mind me asking what is a production specialist? What qualifications do you need?

Well done btw.

Similar roles would be bioprocess tech, process tech operations tech for the likes of Intel or pfizer etc.

Start wage is about 60k all in which includes everything he listed shift, bonus etc. Hit about 80k after 4 years and 100k after 10. For intel currently you don't even need a degree and they are taking on 1800 people over the next year. A level 6 course in any engineering course or any trade qualification is enough to get you in. The shift work isn't for everyone though.

Deep Thought wrote: »

Could you recommend an introductory purse?

Assuming you mean course, not purse!

Googling "learn data analytics Ireland" will show results for loads of different taught courses, and some of these include a career center where upon graduation they will vouch for you and send your details directly to employers with whom they have relationships with.

However these courses can be overpriced, and if you just want to learn skills you can do so for a 10th of the price by looking for good self-taught options on places like Udemy or Coursera.

I would suggest having a quick look at the level of experience employers are looking for and then making a decision on which path makes sense for you. The core skills you need if you are going the Udemy/Coursera route are:
1. SQL
2. Data visualisation with Tableau/PowerBI etc..
3. Data analytics/visualisation with Python or R
in that order

Paul_Mc1988 wrote: »

Similar roles would be bioprocess tech, process tech operations tech for the likes of Intel or pfizer etc.

Start wage is about 60k all in which includes everything he listed shift, bonus etc. Hit about 80k after 4 years and 100k after 10. For intel currently you don't even need a degree and they are taking on 1800 people over the next year. A level 6 course in any engineering course or any trade qualification is enough to get you in. The shift work isn't for everyone though.

Wow.

JimmyVik wrote: »

Turning down anything solely on the basis that it moves you into a higher tax bracket is just being stupid though. You dont have to pay the higher rate of tax on all your salary. Just that part in the higher bracket.


Now if they were turning it down because the extra money is not worth the extra time to them, thats much more rational.

Precisely. Especially given the best and easiest Tax avoidance scheme in the country - voluntary pension contributions.