Why You Should Start Your Job Search Today! 🚀

You should start looking for a job yesterday. What? That's what I said to a candidate the other day. She basically asked me. She said, mike, I need some advice. I'm thinking about maybe transitioning roles, moving roles, maybe moving cities later on this year. When should I start looking for a new role? Yesterday. I said, you know, maybe today, but you should have already started the search. And she was like, well, why? I said that because if it was the other way around, if a company decides to restructure themselves, are they gonna give you notice? Are they gonna say, oh, we're thinking about restructuring. Actually, we're thinking about being taken over, or we're thinking about being merged with someone else? No, they're not. Now, it doesn't mean to say. And she was worried. She said, does that mean I'm disloyal? Went, no, quite the opposite. Just means that you're proactive. Doesn't mean that. To say that you're gonna leave your role just means you're aware of other roles. Oh, okay. She got it. Then I was saying, look, I'll give it a port. A good friend of mine, and here's a great example. Horrible example. Yeah, horrible example. That's best way. A good friend of mine has just been through this, and this is a horrible example. But it's true. What was meant to be a merger turned into a takeover with another company overnight. The whole team would told the company is going to move. And they thought, okay, that's fine. We. We could move. We can up sticks and move. Oh, you're not coming with us. What now? We're moving our head office to a different city. Unfortunately, you're not coming with us. We're going to re recruit everyone, brand new, right the way down from the C suite. And they're like, hang on, I've been here for many years. I'm like, yep, you're done. Which is not the way to treat your staff, first of all. And it's a horrible thing to do. So on the flip side, for you as a candidate, looking for other roles isn't disloyal. It's about being prepared. Your company might be great, but you need to look after yourself. So you need to protect yourselves because they do the same. Now, a CEO, CFO might come along, merge a takeover. Can you control any of those things? No, that. That's out of your control. What you can control is you being ready for a new role. And a lot of people say to me, oh, I'm going to wait till I really want the next role. Until I market ready and things like that. But then it can be too late. Because what if you're then finding yourself unemployed? What if you find yourself being pushed out or being given notice? And it might be a long Runway, but the fact is you might then be looking for roles for the wrong reasons. You want to be pulled to another role. Thinking about this last night and thinking, actually, it's much better if you're pulled up the ladder. If you're going for a job interview, for instance, and you don't need to leave your current company, you're being pulled into another role, you think, actually, yeah, this is right for me. And then you talk to them and you go, do you know what? I'm not sure this is the right opportunity. That's fine. You say, no, thank you. That company can go and get other candidates. There are other candidates for them. You can make the choice. However, if you're being pushed and you're in the situation, we're thinking, hang on, I need a job, I need to pay the bills, you might take that next role for the wrong reasons. You might think, hang on, yeah, I need to pay the bills. Yeah, I'm going to take that role. And find yourself in a bad situation that you might have to get out of in another few months. So it's always better to be looking. So what did I, you know, what did I say to this lady? And there were some other things, other suggestions. Number one, polish up your LinkedIn profile. And we've done it in this week's newsletter. Someone also said to me, look, I'm a bit worried about if I do it all at once. I said, it's fine, don't do all at once. Said just up front, update your photo, give it a wallpaper. But before you do that, you go into your settings, switch off updates and it doesn't tell all your network. So switch them off, just gently over the next couple of weeks, make some changes, update some of the, you know, the featured section, add some more bits about what you've done. I talk all the time about noting down your wins, your brag list, if you like. Just put those in there gently. Know your worth. This is the key thing. Start going to events. These are all getting you prepared for the next move. So I also, then this was another one. I had a conversation with a candidate just this week. He said, look, I don't have a LinkedIn profile. You know, my company frowned upon it. And he said, do you think I should have one? I went, yes, I think you do, because you need to look after yourself, not your company. Even if you're not looking, roles will come looking for you. You've heard me say this a number of times. HR or other recruiters, not specialist recruiters like us, they do sometimes get given treasury roles and they're like, what's treasury tr? Yeah, some of them can barely spell it. But the fact is they will do a search and they might come up with you. And they said, what if the job comes to you? Oh, yeah, that's a great idea. I said, yeah, exactly. Just get yourself out there. Second bit of the newsletter was about the salary survey. And I did a podcast myself, a solo podcast. Haven't done one of these in eight, well, years, actually. This was me talking about ourselves. Some of the key things I talked about. So, first of all, our salary survey started back in 2003. It's now grown. When I hit it, then I think about 500 people. Well, no, probably less now it's 1, 600 people globally, and it's split equally between the US, the UK and Europe. So right the way across. And we benchmark at all levels, from treasury analyst to global treasurer. Other surveys make it up. Yep. You can believe it. If you actually asked them, said, how do you get this data? Show us your data sources. They wouldn't tell you because they're liars and it drives me mad. Anyway, let's get off that high horse. Yeah. And I know this. Sorry, I just know I'm gonna get back on the high horse. Just climbing back on. There you go. I. I know because I was asked about a salary survey that I was always impressed with when I looked at this company that I used to work for. And they said to me, right, treasury analyst, what's the lowest salary of a Treasury analyst on the database? What's the highest? What do you think the average is? And I was like, boom, boom, boom. And they put that in the survey and said, that was it. Ours is real. We actually survey different groups. Crazy numbers, amazing people. Thank you for all taking part. So what are some of the other stats? Analyst roles. You know, treasury analyst roles in the UK are rising. They've actually taken a big rise since our January survey. Run it six monthly, by the way, and any of our data. I was asked someone by one of the associations there the other day, they said, how often do you run it? I went, all the time. So what? I said, what? What? No, I said, we take a snapshot twice a year in the January and in the July. So we snapshot show, you share the figures with you so you get an accurate view of where you are in the marketplace. Fantastic. But anyone that's six months old, their data is, we get them to update it. So we're constantly refreshing the data. That brings me to one of my clients I was talking to this week. They said, mike, we want a Treasury analyst. Went, fantastic. What kind of treasury analyst do you want? They said, well, we want a top treasure analyst. Want a really good one. I was like, fantastic. How much do you want to pay? We want to pay £45,000. Okay. And do you want a car allowance? No, no car allowance at the treasury analyst level. I said, so you want a below average treasure analyst? No, we want a really top treasury analyst, please. I'm sorry, I can't do that for you. Well, why? I said, well, because we benchmarked 87 treasury analysts and dealers across the UK and their salary ranges right the way across and I gave them some of the salary ranges. The average salary is £54,493 and you want to pay 45 and you don't want to give a car an ounce because the average car announce is 5600. And they were like, oh, okay. Said if you want an above average treasury analyst, we at least need to pay the average treasury analyst salary because you're going to get someone. And in fact they, they're looking for someone to go and senior treasury analyst to treasury manager, maybe in the Future. Average of 136 treasury managers, £83,443. Thank you very much. Yeah, that's real data, people. Yes. So anyway, sorry I stopped shouting. Basically that's what we're able to benchmark. When someone says to me, and it gives us power because they say out of 87. I said, if you've taken a queue of those people, you're looking at the midpoint. So actually if you want to get someone up to the average and yeah, you can get more junior treasury analysts, that's fine. And you know they're going to be in this bit. But I said, look, you're also going to want to give them a pay rise. So if we're recruiting someone at 45, they're currently going to be on 40 odd. They were like, oh, yeah. I said, so you go right to the bottom quarter to get someone like this, you're going to need to train them a lot. Actually, further discussions, they've just gone back and said, yeah, we're going to pay 56. Fantastic. If you're a treasure analyst looking, reach out to us, we're happy to help. So moving on, other bits on here. And then one of my rivals I saw there, I saw their survey and their survey says the most important reason people change jobs, it's because of salary. They are liars. Yes they are. Because it's not the number one reason people leave. It's about career progression. There you go. Salary is in the list but actually it's not. It's further down. It's about fourth I think now salary is so it's career progression, management, I. E. You, are you a good manager? Are they enjoying it? And then their work life balance. Typically then it's about salary. And then the other reason we know this because we survey 1600 people. So if you want the full insights, feel free to access them. You go to treasurysalary.com that's great. You get the January results but you want the up to date results. No problem. Take part in the survey. Takes two minutes, start to finish. If you've never done it before, if you've done it before, you just update it 30 seconds. So 30 seconds. We ask you every six months or one minute and that gives you two free surveys per year. The benchmark your salary against the entire. We also then look at ranges. We do everything else. 1600 other treasure professionals there because we're over 1600 actually. So if you want to do it, do it. So when's the best time to start looking for a job? Yesterday. If you want to benchmark your salary, listen to the podcast, maybe join the survey. If you're thinking I should have started a job search yesterday, start searching today. Reach out to me. We can help you. Drop me a line mike@treasurerecruitment.com that's what we're here to do and help you. Thanks very much. Thanks. And on to next week.