Culture Fit Consulting (PNG)’s Post

💡 The Downsides of Asking About Salary Too Early in the Recruitment Process 🔊 When candidates jump straight to discussing salary before engaging in the interview process, it can send the wrong message and lead to unintended consequences. Here’s why this approach may not always work in your favor: 🚩 Lack of Genuine Interest: It can come across as if the candidate is primarily driven by money, rather than a genuine interest in the role, company, or growth opportunities. This can be a red flag for recruiters who are looking for passion and commitment. 🚫 Narrow Focus: Focusing solely on salary can overshadow other important aspects of the role, such as career progression, company culture, learning opportunities, and job satisfaction. These factors are often equally, if not more, important for long-term career growth. ⏰ Missed Opportunities: By asking about salary too soon, candidates may inadvertently limit their chances of getting to know the role better or showcasing their skills. Early conversations around pay can lead to premature disqualification based on assumptions, rather than a deeper understanding of the value the candidate could bring. 🤔 Impression Management: It can leave an impression that the candidate is transactional rather than relationship-focused. Building rapport and showing interest in the organization’s mission and values can significantly enhance a candidate’s appeal. 🔍 Limited Room for Negotiation: Once salary is discussed early, it can set rigid expectations. Waiting until after an interview to negotiate pay allows candidates to better understand the role’s scope, demonstrate their value, and potentially secure a higher offer. While salary is undeniably important, it’s beneficial to first engage with the opportunity, show enthusiasm for the role, and then discuss compensation when the timing is right. A well-rounded approach can open doors to better career opportunities. #Recruitment #JobSearch #CareerAdvice #Hiring #SalaryNegotiation #RecruitmentTips

Great insight shared by Darren, and while I see the value in building rapport first, I'd like to offer an alternative perspective. Here’s why asking about salary early on can be beneficial to both parties: 🔍 Transparency: Discussing salary upfront can prevent time being wasted on both sides if your expectations don’t align. It ensures candidates are not investing in a lengthy process only to find out the compensation doesn’t meet their needs. 🧠 Clarity for Candidates: For many job seekers, salary is a key factor, and addressing it early allows them to focus on roles that match their financial expectations, making the process more efficient for both parties. 💬 Setting Clear Expectations: In some cases, candidates may hesitate to engage deeply without knowing if the role fits their financial goals. Open conversations about salary early on can set the stage for honest, transparent communication throughout the process. Honestly it's all about finding the balance. When is the right time and how to approach the matter with your prospective employer. It’s also important to respect that salary is a critical factor for candidates. Thanks for sharing!

Recruiters asking your salary expectations right off the bat? Here’s the deal: they’re not trying to screw you over. Most companies operate within strict pay bands. Say a number too low? They'll likely still peg you within their set range, based on their comp strategies. Here's why this conversation matters: 1. Alignment: Not every company waves their salary flags. Knowing your number upfront helps recruiters gauge if there's even a ballpark fit before anyone wastes time. 2. Market Intel: Your salary expectation gives recruiters a pulse on what the market is paying for someone with your skills. 3. Negotiation Ammo: If you're a contender, they use this figure as a jumping-off point for offer talks. Expectations can evolve, especially as you learn more about the gig. Navigating this as a job hunter? A few pro tips: 👉 Need more info to name a price? Totally fair to punt this conversation until after you’ve chatted with the hiring manager. 👉 It's common practice for recruiters to ask early, but remember, you don’t have to spill your current salary. Heck, it’s illegal in some places for them to even ask. 👉 Throw out a range based on your research and what you think you're worth—not just the bare minimum. 👉 Dive into the company’s pay philosophy. Flip the script and ask what they’ve budgeted for the role. Set these expectations early. It'll save you from the gut-punch of a lowball offer after several interview rounds. #interviewing #interviews #careers

It's all too common; you're scrolling through job listings and there it is again: "competitive salary". It's a phrase that's sparked some debate among professionals. I saw a fellow recruiter's post this weekend voicing their frustration. They're not alone in feeling that it can appear a bit of a cop out. If a client has a clear budget, surely they know what they're prepared to pay, right? So, shouldn't that figure be upfront in the job advert? To a certain extent, I concur. Transparency is key and can save time for all parties involved. When the salary for a role is set in stone, it makes perfect sense to lay out that number clearly. But, let's delve into the other side of the coin. "Competitive salary" does have its place. Sometimes, a client might be open to stretching their purse strings for an exceptional candidate. By settling on a specific number, there's a risk of steering away potential high-calibre applicants. They may see the stated salary and think they're beyond the bracket, so they don't bother applying. Negotiation is an essential aspect of recruitment. By being a bit more flexible with the term "competitive salary", we're keeping the door open. We're inviting a dialogue about what each party brings to the table. So while I value transparency, I also value the art of negotiation and the possibilities that can unfold when a client meets a candidate who is the perfect fit, but perhaps at a higher price point than initially expected. Ultimately, it's about striking a balance. Using the term "competitive salary" should be more deliberate than routine. It's not always a cop out; it can be a strategic move. And for recruiters, it's our understanding of market rates and client expectations that allows us to navigate these nuances effectively. What are you thoughts? #Recruitment #SalaryTransparency #HiringStrategies Kam Jassal Ian Reseigh Laura Turner @Paiger Graham Turner Pure Resourcing Limited

When I interview candidates, I always prioritize being transparent about salary. If a candidate shares expectations that are lower than what we're offering, I make sure to inform them of the pay range for the role. I assure them that if they receive an offer, it will fall within that range, because I believe everyone should be compensated fairly for their skills and experience. Many candidates undervalue themselves, afraid that asking for more might cost them the job. My goal is to advocate for them, ensuring they get what they’re worth. When speaking with hiring managers, I push to get candidates the best possible offer. If I see discrepancies in pay between similar candidates, I address it, insisting that compensation be equitable, especially if it's for the same position. I also believe in complete honesty with candidates about what we can and can't offer. If there’s no room for negotiation or if we're outside of their expected salary, I tell them upfront. I value transparency in the process—wasting no one’s time is key. #SalaryTransparency #Recruitment #SalaryNegotiation #CareerAdvice

𝟵𝟵.𝟵% 𝗼𝗳 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗼𝗻𝗲 𝗺𝗮𝗶𝗻 𝗿𝗲𝗮𝘀𝗼𝗻. 𝗠𝗼𝗻𝗲𝘆. So why do employers often discuss salary last during the hiring process? A friend of mine who currently earns 𝟰𝟱𝟬𝗸 𝗺𝗼𝗻𝘁𝗵𝗹𝘆 went through a three-stage interview, only to be offered 𝟮𝟱𝟬𝗸 at the end. After some negotiation, they bumped it up to 𝟮𝟴𝟬𝗸, but it still didn’t meet his expectations. The entire process was 𝗮 𝗰𝗼𝗺𝗽𝗹𝗲𝘁𝗲 𝘄𝗮𝘀𝘁𝗲 𝗼𝗳 𝘁𝗶𝗺𝗲 for both sides. He wouldn't have bothered to apply. And the Company wouldn't have wasted time on someone who would never accept the role. A Simple Solution: 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 What if you disclosed the salary (or a range) 𝘂𝗽𝗳𝗿𝗼𝗻𝘁 (𝗼𝗿 𝗲𝗮𝗿𝗹𝘆 𝗶𝗻 𝘁𝗵𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀)?  Here’s what could happen: - 𝗔𝘁𝘁𝗿𝗮𝗰𝘁𝘀 𝘀𝗲𝗿𝗶𝗼𝘂𝘀 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 who value transparency and are more likely to stay. - 𝗦𝗮𝘃𝗲𝘀 𝘁𝗶𝗺𝗲 for both employers and job seekers by aligning expectations early. - 𝗔𝘃𝗼𝗶𝗱𝘀 𝗮𝘄𝗸𝘄𝗮𝗿𝗱 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻𝘀 and wasted efforts at the final stage. In some regions, salary disclosure in job postings is already 𝗺𝗮𝗻𝗱𝗮𝘁𝗼𝗿𝘆. Maybe it’s time we adopt this more broadly. Final Thought:   Transparency isn’t just about fairness—it’s about 𝗲𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆. Employers save resources, job seekers avoid disappointments. The hiring process becomes faster and more productive. Or maybe I'm overthinking it. Cheers,   Ajibola 𝗣.𝗦. What’s been your experience with salary transparency? Drop your thoughts below 👇 🔄 𝗙𝗲𝗲𝗹 𝗳𝗿𝗲𝗲 𝘁𝗼 𝘀𝗵𝗮𝗿𝗲 if you think transparency should be the norm in hiring!

No salary, no application. If the market adopts this approach, everyone will soon put their salaries in their advert. So, let’s see if we can start a trend #NoSalaryNoApplication

This company cancelled an interview because the applicant's expectations didn't "align with their salary structure" 🙃⁣ ⁣ 1️⃣ This is why salary transparency is so important.⁣ ⁣ Let's stop wasting people's time.⁣ ⁣ 2️⃣ "The manager may not want to speak about it in person tomorrow. Knowing ahead will 𝐛𝐞𝐧𝐞𝐟𝐢𝐭 𝐮𝐬 and it's always awkward."⁣ ⁣ Wow, so many red flags in one message 🚩⁣ ⁣ No employer should find discussing salary expectations awkward - in person or otherwise. Granted, it can sometimes be a little uncomfortable, but that's no reason to avoid the conversation, which is a necessary part of the hiring process. And actually, this company's request is what makes things awkward in the first place; it suggests that the topic of pay is taboo and totally inappropriate for the candidate to even think about mentioning. In case the hiring manager malfunctions and spontaneously combusts, I suppose? ⁣ 3️⃣ "Hard to say without meeting the candidate."⁣ ⁣ Oh, but what about that all important "salary structure" you mentioned before?⁣ ⁣ Oopsie 🫢⁣ ⁣ And there it is: 99% of the time, an employer will know (at least roughly) what they are able/willing to pay for a position.⁣ So, it's fair to assume that this is just another case of a company trying to low-ball a candidate. ⁣ The only silver lining in this scenario is that this exchange occurred before an in-person interview happened. And the candidate handled it beautifully 👏⁣ ⁣ Remember, you are never obligated to share your current or previous salary with an employer.⁣ For more advice on how to decline disclosing your salary, check out this blog post: https://lnkd.in/egrZ5x9i 💰 #JobHunting #CareerAdvice #InterviewTips #Hiring

It's all too common; you're scrolling through job listings and there it is again: "competitive salary". It's a phrase that's sparked some debate among professionals. I saw a fellow recruiter's post this weekend voicing their frustration. They're not alone in feeling that it can appear a bit of a cop out. If a client has a clear budget, surely they know what they're prepared to pay, right? So, shouldn't that figure be upfront in the job advert? To a certain extent, I concur. Transparency is key and can save time for all parties involved. When the salary for a role is set in stone, it makes perfect sense to lay out that number clearly. But, let's delve into the other side of the coin. "Competitive salary" does have its place. Sometimes, a client might be open to stretching their purse strings for an exceptional candidate. By settling on a specific number, there's a risk of steering away potential high-calibre applicants. They may see the stated salary and think they're beyond the bracket, so they don't bother applying. Negotiation is an essential aspect of recruitment. By being a bit more flexible with the term "competitive salary", we're keeping the door open. We're inviting a dialogue about what each party brings to the table. So while I value transparency, I also value the art of negotiation and the possibilities that can unfold when a client meets a candidate who is the perfect fit, but perhaps at a higher price point than initially expected. Ultimately, it's about striking a balance. Using the term "competitive salary" should be more deliberate than routine. It's not always a cop out; it can be a strategic move. And for recruiters, it's our understanding of market rates and client expectations that allows us to navigate these nuances effectively. What are you thoughts? #Recruitment #SalaryTransparency #HiringStrategies Kam Jassal Ian Reseigh Laura Turner @Paiger Graham Turner Pure Resourcing Limited

Everything was going perfectly until the interviewer asked, “What is your salary expectation?” He had convinced the panel and wanted the job more than anything. He immediately thought that asking for a lower amount would make him seem affordable, and he assumed the company had a standard pay scale, so they’d pay him what he was worth. Two days later, he received the offer letter with the exact lower amount he had mentioned. He thought about renegotiating, but feared it wouldn’t look good, so he accepted the offer and joined the organization. The salary wasn’t close to what he’d expected, but he told himself it would change soon. His first year was tough. He struggled to meet targets, and there was no pay raise or bonus. The second year came, and the same story played out. Then, in a casual conversation with a colleague at his level, he learned something shocking, he was being paid significantly less than his peers. He felt undervalued, demotivated, and now considers resigning because he doesn’t think a negotiation will change things. During our mentorship session, I reminded him of a crucial lesson: always research the salary range for the position before the interview, don't use your current salary to determine your current worth, and never assume you’ll be paid according to a company’s scale, there’s always an HR person who is incentivized to lowball candidates. To the HR professionals out there: pay people what they truly deserve. Otherwise, you'll wonder why people are leaving your organization so quickly. What do you think? Have you ever found yourself in a similar situation? Share your thoughts in the comments. Coach Samuel Ibanda. #SalaryNegotiation #CareerGrowth #KnowYourWorth #JobSearch #HRInsights #EmployeeRetention #CareerAdvice