Author Archives: Andrew Willis

Advertising Salary on Publishing Roles

Advertising Salary on Publishing Roles

Recently, there has been some discussion online about a lack of transparency in publishing recruitment in regards to agencies (and publishers) not disclosing the salaries on job adverts.

‘Available on request’?

At Atwood Tate, we disclose salary information on advertisements where we are permitted, but much of the time our clients ask us to keep this information confidential until point of enquiry.  There are a variety of reasons why employers wish to keep salary confidential or as “available on application”.  It can be because they wish to remain flexible or to maintain confidentiality across the company.  Other employees who are in similar roles may not be keen for their salary banding to be public knowledge.

We understand that this may make things seem a little more difficult for job seekers, but, although we are often not permitted to disclose the salary on the advert itself, for the vacancies we are working on we will always be happy to disclose information about the salary of the role if you are registered with us or send us your CV when you enquire about the position.

Salary advice before submission

We will always be clear on the salary range available for a job before we agree with you to submit your application.  You will have the opportunity to state your desired salary, so that expectations on this issue are managed on both sides from the outset.

In most cases, we will be able to provide greater detail than is supplied on the advert and this ensures no candidate arrives at an interview only to discover that the salary offered for a job does not meet their requirements. We are here to help on that front and can add a level of insight and transparency.

Call our Consultants

Don’t be shy of calling a telephone number on an advert for more information about the salary level. In some cases the advertiser may not be able to give you an exact figure, but in those cases, we would advise that you give the hiring manager or recruiter an idea of the salary that you would be looking for and they should be able to tell you if the position advertised would be in line with that.

At Atwood Tate, we are all for transparency and we will do our best to provide as much relevant information as possible when guiding you through the application process.

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SYP Panel Talk: “How to assert yourself in publishing”

SYP Panel Talk: “How to assert yourself in publishing”

On Tuesday night, I went to my first SYP event, which was a panel talk on “How to assert yourself in publishing”. On the panel were: Roly Allen (@roly_allen) a Publisher at Ilex, part of Hachette UK,  Bryony Woods (@BryonyWoods)  Literary Agent at Diamond Khan and Woods,  Ailah Ahmed (@ailahahmed), Commissioning Editor at Little, Brown, part of Hachette UK, and Pinelopi Pourpoutidou, Head of Foreign & Digital Sales at Michael O’Mara Publishing.

Discussion ranged from topics such as knowing when it is time to speak up in meetings, what confidence is, and whether maternity-leave affects career progression, and what can be done to change this. Here are 7 of the top tips to take away from the evening.

 

On Applications…

1. Keep your cover letters short and specific to the job

Cover letters do not need be very long. Half a side of A4 will suffice. Make it short and sharp and to the point. Outline your key skills and how they make you suitable for the requirements of the role. Investigate the company, know what they do. Say why you want to work for them and why they should want you to work for them.

2. Sell yourself in your interests.

The interests section in your CV is your chance to sell yourself, and gives the company an idea of you as a real person. Be honest, but also be professional. Do you play sports, play in a band, part of an activity/ interest club, been travelling? Make sure you share!

 

On Confidence…

3. Fake it till you make it

Few people can start in a role and have complete confidence right away. It is learnt over time as you acclimatise to the role. Being nervous as you start out is normal, but if you are not confident, you can just pretend you are. The panel suggested Amy Cuddy’s method of ‘Fake it Till You Make It”. Watch her TED Talk on it here: https://www.ted.com/talks/amy_cuddy_your_body_language_shapes_who_you_are

The panel also suggested Lean In by Sheryl Sandberg as a resource particularly for women with tips and advice on how to build confidence and how to be a successful leader in the workplace.

 4. Loudness isn’t confidence- knowing what you’re talking about is.

Don’t think that you will come across as confident just by talking louder and being brash and confrontational. Being quieter and more introverted doesn’t mean that you are less effective or less valuable. What is important is preparing your facts before you talk and share. An idea that you have investigated and can support with facts and realistic costings is much more useful than something unprepared, said loudly.

5. Form a support network, even if just an informal one.

One tip suggested, especially to benefit people from minorities with less representation in the industry, was to form a support network with people in the industry who have come from a similar background. Either in your company, or out wider out into the industry; find someone or a group of people who are at a similar stage to you, and people you feel you can confide in, and ask advice from, who you can meet up with once a month over a coffee.

6. Don’t be afraid of speaking up in meetings, but know when to stop.

If you have an idea that is relevant, share it. But if you are told it will not work, then know when to stop.

 

On Asking for More…

7. When to ask for a pay rise

The panel suggested that you should perhaps start thinking about asking for a pay rise after a year into a role. An employer should not think less of you for asking, and the worst that they can say is no. If they do reject your request, ask if you can review this decision in 3 to 6 months. They suggested that you should pick your time to ask also based on what the situation of both you and your company are. If the company is making cut backs, it might not be the correct time to ask. But if you have had a period of success (as opposed to just one success), then you should ask. Your request should make a case for your worth to the company, and why you deserve this rise.

 

This was a fascinating talk, and all the speakers were enthusiastic and entertaining. Thanks to the speakers and The SYP for hosting the event!

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