Negotiating a pay rise is a daunting task. Salaries are one of the largest financial investments for many businesses and preparation is key to ensure you get the right outcome from your salary review. Here is all the information you need to step up your negotiation game and get that pay rise.
As you would for an interview, you need to prepare and practice for the negotiation. You can’t expect to influence your manager in a financial conversation without being informed and doing your research, proving that you have earned the right to earn more.
Have you recently been taking on more responsibility within your role or delivered results or projects that are outside the basic confines of your position? Any extra contributions you have made to the business should be highlighted in this conversation as part of your business case.
Doing a little market research will also be helpful during this conversation. Talking to friends in similar positions, checking out salary surveys and talking to recruiters will give you a good idea as to where you stand salary wise.
You also need to understand exactly what your goal is prior to starting the conversation. Are you just asking for a pay rise or could being offered other benefits be of interest as an alternative such as flexible work arrangements or study support?
Timing is key
Timing is everything when asking for a pay rise. Your company might have a set structure when awarding pay increases – know your policies prior to the meeting so that you go in armed with the facts.
Other factors to consider are if profits have been low or if new staff have recently been added to the team. Factors such as these will impact a business’s ability to commit to a pay rise.
What are you worth?
Before starting a conversation about a pay rise, knowing the difference between needing and deserving should be understood. If you have been feeling under pressure or frustrated at work, attitudes of ‘I am worth more’ might develop. Although you may be right, if you are not happy at work finding a new job could be the better solution, not a fight for more money.
Even if you negotiate yourself a pay rise, if you were motivated by unresolved frustrations you are likely to end up leaving anyway as money was not your only issue.
The verdict
No matter how prepared you are and how strong a case you present, the answer might still be no. Although this is a disheartening end to the conversation, it is essential to remain positive. End the conversation by asking your manager ‘what is your advice to help deliver a favourable outcome for next time?’.
The response is valuable feedback and will help you improve your performance next time. A no doesn’t necessarily mean ‘not ever’.
Don’t forget to follow our Altitude Recruitment company page on LinkedIn for further advice to assist you with your job search and to keep up to date with the latest available opportunities, click here to go straight to the page.


Providing a mixture of good news stories and also some valuable career lessons. As dedicated recruiters, we know the highest of highs, and the lowest of all-time lows that can be experienced in ANY recruitment process.
The risk in every recruitment process is always the candidates.
As 2018 kicks in to the second part of year, we have taken a moment to reflect on the general recruitment landscape in the hope of sharing some insights into what we are experiencing and how you can position yourself to build the best workforce for now and the future.
Candidates ultimately determine the flow of the market and at the commencement of 2018, we saw a significant tightening of the candidate market. This means less ‘quality’ candidates actively seeking a new position and those who are actively applying are securing a role quickly. Candidates know they have options (and frequently more than one offer) which mean that in order to compete, you need to show your value. 
What do we mean by this? In recent years, we have worked within a market whereby candidates are motivated by more than just the dollar value of their contract. Candidates are now considering other key factors relating to company culture, fit to team and the developmental opportunities organisations can provide.
So how do we work in a market where candidates aren’t demonstrating commitment to a process? Work with candidates as if they were clients, customers or participants.
When you engage recruitment firms, you have a level of expectation that we will keep you informed and included in the process right from beginning to end. Your candidates have the right to expect the same level of commitment from you during your recruitment process.
Managing candidate expectations around an outcome, keeping them in the loop regarding how they are progressing and reassuring them that they are still being considered for the role is vital. Not only does this demonstrate your commitment to them, but it also demonstrates that you are a professional environment and somewhere that candidates know they will be supported should they choose to accept your offer.
Need more information?
If you need any additional information or an update on the market, please contact your Altitude Recruitment consultant or our wider team on 01300 95 16 59. For the latest news and jobs, follow our LinkedIn company page.


There are a multitude of ways to reward and retain employees and they are not always driven by money.

Seek recently asked Australian employees to identify the types of workplace benefits that would encourage them to stay within an organisation. A pay increase was not considered an option.

Yes, the top rated non-financial benefit according to Australians is having flexible working hours.
Extra Leave

A little over a third of Australian employees said that extra annual leave appealed to them. On top of this, one in five said they would like a day off for their birthday.

Monthly Rostered Day Off (RDO)
Nearly a quarter of Australians would like a monthly RDO. Seek also found that candidates who are monitoring the job market are significantly more likely to react positively to the offer of an RDO.
Training / Professional Development
A fifth of Australians said that professional development and training would be something that would appeal to them. The study found that men were less likely to expect training opportunities than women.
Work from Home
One in Five Australians want more work-from-home opportunities. Similarly to professional development, women were again more likely to find the idea of working from home appealing than men.
Altitude is proud to offer all these rewards and incentives, and more to our employees. Want to know how to work with us? Contact us today.
Don’t forget to follow our Altitude company page on LinkedIn for further advice to assist you with your job search and to keep up to date with the latest available opportunities. Click here to go straight to the page.


What is the best way to manage your job search?

In the age of applying online for job opportunities, high volumes of applications to both recruitment agencies and employer job ads are a given. So in light of this, how do you ensure that your resumé doesn’t get lost in the sea of applications?

It is essential to manage your resumé and professional online profile to ensure that you are presenting the very best version of yourself. Here are our top tips on the do’s and don’ts of managing your job search.

  • Do have an easy to read and spell checked resumé
    • With agencies and direct companies receiving so many job applications at the start of the year, you don’t want an over complicated resumé that gets dropped to the bottom of the pile. A simple resumé layout that highlights your most important skills and experience is crucial. Don’t forget to proofread! 
  • Don’t use inappropriate colours or fonts on your resumé
    • Although you want your resumé to stand out from the crowd you must remember your resumé is a professional document, meaning that visually it should look that way as well. 
  • Do have purpose in what you’re looking for and know why you are looking
    • Create an action plan before you start to apply. Know what organisations you would like to work for and which agencies you would like to contact.
    • Being clear and organised on what you want to achieve from your job search will help ensure greater success.
    • Don’t spam apply to hundreds of roles. Think quality over quantity. 
  • Do keep a log on where your resumé has been sent
    • It is important to keep details of where you have sent your resumé and which job boards you’ve registered to. Having this information will save you from being caught off guard when being contacted by a hiring manager or agency contact. 
  • Do contact agencies before applying to them
    • Although this is not always possible, it is good practice. By contacting the agency first, this gives you an initial opportunity to communicate what you’re looking for and understand what they can offer to you. 
  • Don’t stalk recruitment agencies or a hiring manager
    • It is extremely important to follow up, especially when there is a high volume of applicants. A follow up is a clear sign of your interest, however be mindful of the fact that yours is not the only application and that each time you call you’re taking time out of a hiring manager’s busy day. 
  • Do make use of your network
    • It’s great to get referrals through your network however do be mindful of how you are using your network. If you have already been put forward for an opportunity by your agency, reaching out to a connection that works at that firm can hinder the process. 

By following these simple tips you will have a greater ability to stand out from the crowd and help ensure more success in your job search.




Reference checks are arguably the most important part of any recruitment process. Not only can they help avoid a potential disaster, they can also provide the blueprint for success.

When references are done thoroughly, they provide not just validation of the candidate’s skills and employment history but provide the new employer with important information on how best to manage and motivate the new employee so they reach their full potential in the new role.

With this in mind it is therefore curious how candidates, agencies and employees are increasingly putting less importance and weight into the reference process. For many it has become little more than a box ticking exercise, which in our opinion, is a risk not worth taking. Not only may the candidate not be who they claim to be or have the skills, experience and qualities required, you will also miss a golden opportunity to understand how to manage and motivate the individual to set them up for success.



  • Ensure your elected referee knows they are going to be contacted. If possible, give them context of the role and the organisation
  • Ensure your referee is of a suitable calibre and relevance ie. they are of suitable seniority and have visibility of your capabilities

Employers / Agencies:

  • Ensure the referee is of a suitable calibre and relevance – don’t be afraid to ask for an alternative if the candidate’s initial suggestion won’t give you the information that you need
  • Verify academic qualifications and professional memberships. Lapsed memberships and accreditation pose a compliance risk
  • Take all reasonable steps to ensure you are actually speaking to the person listed as a referee. It is not unknown for candidates to organise other people to
    pose as their referee
  • Complete the reference prior to making a job offer. This enables the reference feedback to support / validate / influence the hiring decision and not just be a step in a process
  • Finally, and most importantly, ask the right questions. Do not follow a script as this encourages platitudes. Ask open questions that are specific to the
    individual’s experience and work history. Focus on technical abilities but also ask broader questions relating to the
    individual’s work style and competencies, such as:
    • How is the person best motivated / managed?
    • How does this person react to detailed feedback / criticism?
    • What sort of people in your team did they get on best with?

Don’t forget to follow our Altitude company page on LinkedIn for further advice to assist you with your job search and to keep up to date with the latest available opportunities, click here to go straight to the page.




Clear, supportive and well-defined parental leave policies are crucial to ensuring gender diversity in the workplace. This study aims to illuminate some of the benefits that businesses can enjoy through authentic leave policies, as well as explore the services currently available at leading organisations.

The Lawson HR Group conducted detailed research with businesses across Australia on what best practice looks like when it comes to parental leave. We surveyed over 100 organisations confidentially in an attempt to understand what was being offered to parents before, during and after the birth of their children.





The purpose of this paper is to share our findings and to enable business leaders to understand the importance of having a robust parental leave policy and what Australia’s most progressive organisations are offering.


For more information please contact David May on 03 9946 7312 or

Don’t forget to follow our Altitude Recruitment company page on LinkedIn for further advice to assist you with your job search and to keep up to date with the latest available opportunities, click here to go straight to the page.