David Southern’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

💡 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!

Answering the Salary Question in Phone Screens   When a recruiter asks about salary expectations during a phone screen, they are trying to gauge if the candidate's compensation requirements align with the budgeted range for the role. As recruiters, one of the key questions we ask candidates during phone screens is about their salary expectations. This helps ensure we don't waste time for either party if the expectations are vastly misaligned with the budgeted range for the role. However, many candidates are unsure how to best respond to this question. Here's a suggested template that can work well: "Thank you for asking about my compensation expectations. Before providing a specific number, I'd appreciate it if you could share the budgeted range for this role. That will allow me to provide an informed and reasonable expectation that aligns with the scope of responsibilities." This approach will help with: ➡ Politely deflects providing a number first, which could inadvertently lowball the candidate's market value. ➡ Prompts the recruiter to share the salary range, giving the candidate important context. ➡ Demonstrates the candidate's interest in ensuring a fair mutual fit based on full transparency. As recruiters, being upfront about budgeted ranges helps create trust and sets appropriate expectations from the start. And for candidates, this template allows you to gather the necessary information before stating their expectations. Having open and honest conversations around compensation leads to better hiring decisions for both sides. How do you answer the salary questions on the phone screens? Comment below! #phonescreen #interviews #salarytransparency

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

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

Prepare for this question and be upfront with recruiters. I have watched great qualified candidates talk themselves right out of an offer with unrealistic compensation requirements. Most think they are worth more. Don't waste a recruiter's or hiring manager's time with inflated salary requirements. Understand that companies have budget constraints even if you are a rock star.

🚀 Navigating the complexities of salary benchmarking in your industry? We've got you covered! 🎯 In today's competitive market, staying ahead means understanding the landscape of salaries and benefits. This is where recruitment agencies come in, offering invaluable knowledge and insights to guide your success. Recruitment agencies do more than fill positions; they are rich sources of market data and trends. With their industry connections and real-time information from candidates and companies, they provide essential insights for attracting and retaining top talent. Here's how a recruitment agency can help: 📊 Data-Driven Insights: Agencies provide detailed reports on salary trends, helping you make informed decisions to stay competitive. 🌟 Talent Attraction: By understanding current market rates, agencies assist in crafting offers that attract top candidates while fitting your budget. 🔄 Feedback Loop: Acting as mediators, they offer honest feedback on salary expectations, aligning both parties to market standards. 📈 Strategic Planning: With strategic insights, agencies ensure your salary structures are scalable and sustainable for future growth. 📢 Negotiation Skills: Their expert negotiation skills help bridge the gap between candidate expectations and your offers. Partnering with a recruitment agency ensures your salary offerings are both fair and enticing, benefiting you and your future stars. Ready to unlock market insights for your business? Contact us at [email protected] or start a conversation below. #recruitment #hiring #recruiters #talentacquisition

Job Seekers Deserve Transparency:  Let’s Normalize Including Salary Ranges in Job Descriptions  Lately, I’ve noticed a frustrating trend during the job application process.  Recruiters post jobs without including a salary range, and the issue doesn’t stop there. After applying, you make it to the interview stage, and the conversation inevitably turns to compensation. Instead of the recruiter stating their budget, they ask, “What’s your expected salary?” When you give your honest answer based on your skills and market research, they respond with, “That’s beyond our budget,” or “Our budget is tight.” But even then, they still won’t disclose their range. And sometimes, they push you to yet another round of interviews, further dragging out the process.  These back-and-forth wastes everyone’s time. Why not start with transparency? Including the salary range in job descriptions benefits both job seekers and employers: 1. Saves time: Candidates can self-select if the range matches their expectations.  2. Builds trust: It shows that the company values honesty and respects the applicant’s time.  3. Attracts the right talent: Transparency helps set clear expectations from the start.  As a job seeker, it’s exhausting to navigate this guessing game. Recruiters, please: put the pay range in the job description. Let’s make the hiring process more efficient, respectful, and fair for everyone involved.  Have you experienced something similar? Share your own experiences with salary range transparency (or lack thereof) in the comments below.  Let’s spark a conversation and advocate for change! #JobSeekersDeserveTransparency #SalaryRangeTransparency #FairHiringPractices #JobSearch #CareerAdvice #Recruitment #HR #EmployerBranding #JobMarket #CareerDevelopment

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