With the rise and spread of the internet, job seekers now do most of the job searching online through employment websites, connections via social media and occasionally through their friends.
While researching job opportunities in my field and in others, I’ve come across some significantly strange postings, particularly in terms of number of years required and the salaries.
I’ll begin with the salaries, which are probably the first thing a job seeker looks at during the search and is most often disappointed to see the word “negotiable”.
While “negotiable” gives a breather for job seekers, it often makes them more confused because they are unaware of the salary range the employer has set. It is only fair that a job seeker wishes to get the highest salary possible from a job opportunity, whereas the employer seeks to give the lowest salary within their range.
As the term “negotiable” becomes dominant in many job postings, seekers and applicants often write “negotiable” in their expected salary as well.
The problem with salaries in Egypt is that employers seek to minimize their costs without actually saying so. Another problem is that a discussion of salaries is often considered a taboo. You cannot talk to your colleagues about your salary lest they get higher – and you feel you are underpaid – or they make less than you do, and therefore they discover that they are the ones who are underpaid. Of course, having different ranks and tasks within an organization is often overlooked.
The salary discussion during a job interview is when the job seeker begins to blush and stammer because they don’t want to give a big sum and chase away the possible offer, while at the same time they wish to get a raise compared to their salary at their current job.
It is almost impossible to know if you’re getting a good salary unless you have peers who are neither shy nor secretive and don’t mind telling you how much they make per month.
Among the ‘funny’ things I have come across while job searching were the below salary ranges:
- 0 EGP to 2000 EGP
- 2000 EGP to 2000 EGP
While the above points are funny, HR personnel should be aware that this reflects negatively on their company. It shows that whoever put up the job posting was careless and did not bother to review his/her own work. Most professionals would shy away from such companies and avoid applying there.
I must note that I absolutely respect companies, big or small, that post their salary range on the internet. I realize that while salaries are a competitive aspect among firms, it the range gives job seekers an idea of what to expect.
In other words, if a salary range is 3,000 EGP to 4,000 EGP and you ask for the full 4,000 EGP, they can’t say that’s too high. Similarly, they have specified their maximum; so, if you go in and ask for 5,000 EGP then they are entitled to tell you that this figure is too high or at least above their budget. Asking for a figure that is higher than a posted range shows that the job seeker did not read everything in the job posting.
This brings me to my next point: Experience versus Salary. Some employers – well actually many – often put up a salary range that is far below their job requirements. For example, when you ask for someone with 3-5 years of experience and offer them a salary range of “1,800 EGP to 2,000 EGP per month”, a job seeker can’t do much but roll their eyes and move on. This is obviously a posting for someone who has passed the junior level, but the company doesn’t want to say so. It wants skills but wants to pay a junior’s salary.
Job seekers often find this variation in requirements, where a company wants to hire someone with experience but has little to offer in return.
Some companies even put up a strange combination of experience requirements like: “0-3 years” of experience. I find this rather strange, simply because a person with 0 years of experience could be a fresh graduate or someone switching careers, whereas someone with 3 years of experience is on their way to becoming a senior.
So how can they ask for 0-3 years of experience?
In this case, I would recommend that companies put up two postings: one for 0-1 years and one for 2-3 years. If they only have one open position, then they have to be specific. Do they want someone without any experience or someone with say at least 1 year of experience?
Also, with regards to the above example – and it’s not a fictional one – how can the company put a salary range for such a long period? A person without experience cannot be close in salary to the one with 3 years of it. It’s just not logical.
The same applies to another posting I came across looking for experience from 1-5 years.
The bottom line is: the HR person or whoever is putting up a job posting online to attract potential job seekers needs to be both careful and specific in their requirements and offerings. Just because they are an employer does not entitle them to think that ‘job seekers would be thrilled to work for us because we’re giving them an opportunity’ and bring down their benefits, especially the salary.
Note: Fresh graduates are excluded from several points in this article.
By: Nada Adel Sobhi – Editor in Chief – HR Revolution
PHOTOGRAPHY: Mahmoud Mansi
How did studying a CIPD qualification with ICS Learn change my career?
Journalism: Mariham Magdy
“Choosing ICS Learn has been one of the best decisions I have ever made!
I personally struggled for nearly two years trying to kickstart a career in HR and as we all know, HR is one tough industry to crack. “After choosing ICS Learn, I had a number of recruiters contacting me for HR roles and I couldn’t believe it! The level of attraction I received once putting the words ‘Studying towards CIPD’ on my CV was immense.
“I finally managed to gain an HR Administrator role in one of the best companies and couldn’t have been more pleased with being offered such a fantastic opportunity.”
Anika Parmar, CIPD LEVEL 3 & LEVEL 7 STUDENT
” Other course providers did not offer upfront information about how support would be given and by whom. ICS Learn proudly promotes the tutors and high levels of expertise. This gave me confidence that I would be in good hands.
Just one month after enrolling with ICS Learn for my CIPD course, I landed my first HR role and am over the moon!”
Nikki Long, CIPD Level 3 Student
“I really wanted to break into HR/Learning and Development roles, but the jobs I was applying for required a CIPD qualification, so I then took the leap and started with ICS Learn. “From not being able to get an interview for roles I started getting offers as soon as I mentioned CIPD on my CV.”
Nin Sandhu, CIPD Level 3 Student
“As a recent student of ICS Learn, I have completed my Level 5 Diploma. Prior to starting the course, I didn’t work in an HR role, so after shopping around and a lot of Google searching, I got into contact with a student advisor at ICS Learn.
The gentleman I spoke to was very endearing and friendly, as I didn’t work in an HR role and had no HR qualifications I was looking to start the CIPD Level 3 qualification, however, the advisor suggested I started with Level 5 as I had a university degree. “This was possibly the best choice I made as it has helped me become more recognised academically and I was able to get my first HR role in Alstom within 2 months of starting my course.”
Rukhsaar Hussain, CIPD Level 5 Student
“I have been able to use my studies in making decisions at work and able to relate the practical way of my work to my academic studies. “The tutors on my modules are friendly and approachable which has made me feel very supported throughout the course.”
Bernadette Aquino, CIPD Level 7 Student
“Since I decided to enroll onto a CIPD Level 5 qualification with ICS Learn in April last year, it has already had a tremendously positive impact on my change in career direction.
After careful comparison with other learning platforms, ICS Learn stood out to me as the best one available, as I knew people who had done this course and were able to gain successful entry into HR, either like myself during studying, or very quickly after completion.
They had good testimonies from students and offered an excellent flexible payment programme which made it accessible.
ICS Learn also offers good study support, from your own tutor, or even from fellow students!
Even though I’m still working towards my qualification, it has 100% helped me secure my future as an HR professional.”
Taj Chelvaiyah, CIPD Level 5 Student
Which Certification is right for me PHRi™ or SPHRi™?
Written by: Mariham Magdy
When deciding to take a step forward for their international certification, many HR professionals hesitate between choosing the right credential that suits their professional experience and practice; whether the PHRi™ or the SPHRi™?
In this article, we will provide a comprehensive comparison between the two credentials, to help you decide which certification is right for you.
First, we will highlight the eligibility requirements for both:
Let’s elaborate more about what is meant exactly by a “professional-level experience in an HR position”?
HRCI defines a “professional-level” HR position as one that includes:
- The ability to use independent judgment and discretion in performing work duties.
- A level of specialized knowledge in the HR field with some authority for decision-making.
- In-depth work requirements, such as data gathering, analysis, and interpretation.
- Interaction with a broad range of individuals, including key personnel.
- Individual accountability for results.
The Exam Content Outline for both certifications.
While the PHRi builds a professional mindset for the HR professionals on how to manage soundly the different HR functions, standardizing the steps they need to follow for the successful implementation of various HR processes; the SPHRi enhances the strategic aspect of HR Management Practices.
In other words, both certifications curriculum complements each other, and it depends on where you are on your professional career ladder to decide whether you are lacking the knowledge on how to professionally manage certain HR functions or are you ready to expand your strategic views and practices in the HR field?
The Certification Renewal:
- You must earn 1 ethics credit during your three-year certification cycle.
- This is a part, not in addition to your 60 required recertification credits.
I believe that the “Recertification” condition mandated by the HRCI increases the value of the certification itself since it ensures the continuous learning of the certified professionals.
One of the valuable slogans of the HRCI Certifications, is that it is “Earned not Given”, and thus the eligibility and merit of earning, must be continuously evaluated and confirmed.
Recertification is one of the many reasons that HRCI certifications are the most recognized and trusted by HR professionals and the organizations they serve. And now, recertification credits are easier than ever for you to access and earn.
And now let us know more about the Exam Format & Length:
The Exam Questions are either multiple choice, fill-in-the-blank, drag and drop, or scenarios.
The scenario questions present typical HR situations, followed by a series of exam items based on the scenario. These scenarios require you to integrate facts from different subject areas.
The HRCI website provides extremely useful bundles for the exam preparation material along with trial tests to assist you to get familiar with the certification exam questions and exercise them widely prior the exam itself.
In addition, the HRCI offers a “Second Chance Insurance” which is a pre-paid and non-refundable fee allowing you to take the exam for a second time in case of failing your first time.
Whether being certified as PHRi or SPHRi, the certification has three main advantages for you:
- Requires specific work experience, competency, and education.
- Requires recertification, which makes sure that you stay current in the HR profession through continuing education.
- Allows you to put the letters after your name.
Through the HRCI valuable certifications, you get connected to an exclusive network of motivated HR professionals around the globe – Nearly 145,000 certified HR thought leaders working in more than 100 countries and territories.
Emotional Intelligence and Business Excellence
Written By: Dr. Maha Magdy
Many of us as soon as they hear about ” Emotional Intelligence” think that it’s only related to love and relations with your partner, but have you ever related it to your business? How would it help you achieve your goals? Increase your income? Enrich your resources?
In business world, we usually care for IQ of candidates and consider it one of the main aspects to use for the performance evaluation of employees, ignoring their EQ which is proved to be the strongest predictor of positive performance and long-term success according to recent studies.
Let us first identify what is meant by EQ to be able to discover how foundational it is for a thriving workplace.
EQ or Emotional Intelligence is the ability to be aware of your emotions, moods & motives and to redirect them and manage your behaviors.
In other words, emotions are energy, and “Emotional Intelligence” is the ability to use or direct this energy to push you towards achieving your goals, which means you need first to identify your emotions then deal with them wisely.
If you aim to be a unique leader you must know that rising your EQ enables you to influence other’s emotions and interact with them successfully and even direct their reactions!
This is not a bare claim, but a scientific truth that I am going to explain now.
Scientifically, EQ is the ability of your brain to build strong neural connections between: “the limbic system” (center for emotions in your brain) and “the prefrontal cortex ” (the rationale thinking center), the more neural connections your brain build, the more emotionally intelligent you become. The good news is that you can train your brain to build these neural connections through emotional intelligence coaching techniques.
Emotional Intelligence, as I mentioned before, is mainly about emotional awareness, which is the ability to recognize your feeling, understand your habitual responses to events and realize how your emotions affect your behaviors and performance which is critical to your business.
Emotional Intelligence also enables you to acquire the ability to manage your emotions, stay focused and think clearly even when experiencing powerful emotions, which is crucial for your productivity, and would be reflected on your decisions, motivation, and relationships with others.
Emotional Intelligence coaching techniques will help you discover your limiting thoughts and beliefs and reframe them to unleash your potential and achieve the goals you though before to be unachievable, simply you would be able to choose how to react and whom to be.
One of the most important skills you acquire through emotional intelligence is the ability to master your personal power, the secret to become limitless through realizing your real capabilities and use them to put yourself where you deserve to be.
In these quick changes and surprising events, we face every day, emotional intelligence allows you to cope with stresses in a healthy way and minimize your negative thinking, this will protect both your physical and mental health and would reflect on your business.
Enhancing your EQ promotes you to build better relationships which reflects directly and indirectly on your business whether you are in a managerial position or an employee.
From all that we have mentioned above, we can realize how emotional intelligence would benefit your business through greater performance and productivity, greater income, improving personal skills, improving leadership skills, and acquiring a more healthy and stable work environment especially that it could be developed through training.
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