My Passion is Helping Hiring Managers by Providing a Streamlined Process for Identifying Quality Candidates.
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.
HOW TO MANAGE THE UNCOMFORTABLE SALARY QUESTION When it comes to interviewing with hiring managers or having conversations with recruiters, a lot of candidates struggle to figure out how they should answer the question about compensation. They don’t know if they should be honest and up front, fib a little on where they are at, or just say “you tell me what the role pays, and I’ll let you know if I’m interested”. All somewhat fair responses, but here is a little insight that may be able to help you out so that you can effectively answer that question: · Do your due diligence and find out what the compensation range for the role you are applying for is online. You can find this information on job descriptions and sites like www.GlassDoor.com . Some state require this information to be posted, so that helps a lot! · You can always ask the recruiter up front what the range is for the position. If it is lower than what you are targeting, say “That is slightly below my targeted range of X. Would they entertain a higher range for someone with the right skills?” Then back it up your skills and past performance in the interview. · It is not necessary to tell someone what your current salary or total compensation is right now. If they ask, tell them “For my next role, I am targeting a salary range of X, with a total compensation target of Y.” If they press on it, repeat that answer. If they keep asking where you are at now, come back with "That really doesn't come into play in the decision on my next position." · You can be coy and not say anything about salary; however, the hiring manager or recruiter are trying to determine if there is a skills and compensation fit early in the process. If they can’t figure out if it is a comp fit because you don’t provide any information, they may not consider you for the role. No one wants to waste time going through the whole interview process to figure out both sides are miles apart in the end. Be sure that you are ready for this question to come up in your next conversation! Now that you have some guidelines, it should be something that isn’t as awkward as you think! If you have any other questions about interview questions, don’t hesitate to reach out to me for assistance!
Public speaker & story teller - saving the world from corporate boredom | Speaking coach | Marketing consultant | Passionate about multi-generational team dynamics
Question: When will hiring managers get the message that a candidates former salary/package is none of their business? A while ago I was put forward for a role via a recruiter (whom I trust and respect). The role was within my area of expertise and I was considered a good match going in. - Like any good recruiter we had discussed salary expectations, notice period, remote vs hybrid etc and all was looking good. Imagine this scenario however, 20 minutes deep into the first round 1-2-1 interview with their HR lead. After the usual pleasantries they asked me to walk them through my CV. Finding my groove I talked about how useful I had been at my previous full-time role when, mid-sentence my interviewer cut across me with this beauty: "So what were you earning there?" Tumble weed….. I took a deep breath, "That’s irrelevant"….. More tumble weed… Them: - "Ok moving on"…… As you can imagine whilst both parties remained professional the atmosphere shifted to "somewhat frosty". I felt I'd lost them from that point on and also was left questioning if I even wanted to work there. Unsurprisingly I didn't progress to the next stage. Regardless of how I responded, I can't help wondering what they hoped to achieve by this? I suspect it was not only to learn my former salary but also to see how I reacted under pressure perhaps….Either way I'm not sure it served any purpose other than to make us both feel awkward. Reflecting afterwards with the recruiter, I must confess - although usually a mild mannered fellow - I got a bit sweary. A momentary lapse in professionalism on my part - but darn it felt right at the time to call out this poor behaviour at least to my contact within the safety of a candidate-to-recruiter space. So to the recruiter in question - you know who you are - my humble apologies - you bore the brunt in a "shoot the messenger" kind of a way which I am not proud of - Your professionalism throughout should be commended. To hiring managers out there - let me reiterate: my former salary and package is NONE OF YOUR BUSINESS. That is all.
Director - Placing top supply chain and procurement talent internationally at Supply North
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
HR Regional Advisor | Building High-Performing Teams | Championing Employee Engagement, Talent Development & Compliance Excellence through data-driven results
💡 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!
HR Regional Advisor | Building High-Performing Teams | Championing Employee Engagement, Talent Development & Compliance Excellence through data-driven results
💡 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
What should job seekers make of the phrase "competitive salary?" Recruiter Bonnie Dilber tells CNBC Make It that job hunters should expect open communication about pay during the interview process. If a prospective employer is unwilling to discuss compensation, that's a red flag, Dilber warns. Recruiter Jeff Hyman adds that a salary conversation may not happen right at the start. But if it does not occur after a few interviews, that's another troubling sign. To move the process forward, Hyman recommends sending a note to express your interest, the value you can bring and the importance of your numbers aligning. Read more: https://lnkd.in/eGh98p7C Summary ✍: Todd Dybas
Cofounder of BlocHaus | Blockchain | Web3 | Founder of Harper & Gray | SIA Top 100 Staffing Leader | Executive Search | SIA DE&I Influencer
When’s the right time to talk about salary? *Before the interview* Too often, candidates shy away from discussing salary early in the process. Some are told it’s “tacky,” others are worried about seeming too focused on money. This is very outdated advice. ➡️ A job isn’t an altruistic venture—it’s a mutual exchange of your skills and experience for compensation. Why waste time going through rounds of interviews without even knowing if the role is going to meet your financial expectations? I’m not suggesting you need an exact number, but you do need a range. Otherwise, you could be setting yourself up for disappointment. Salary isn’t a taboo topic, and if a company dodges the question or gives vague responses, that’s a potential major red flag. Transparency matters. Don’t dance around the subject. Ask early. A simple “What’s the salary range for this role?” could save everyone time and set the stage for clear, honest conversations. And if the range isn’t provided? It’s worth questioning how they view your time and worth.
What should job seekers make of the phrase "competitive salary?" Recruiter Bonnie Dilber tells CNBC Make It that job hunters should expect open communication about pay during the interview process. If a prospective employer is unwilling to discuss compensation, that's a red flag, Dilber warns. Recruiter Jeff Hyman adds that a salary conversation may not happen right at the start. But if it does not occur after a few interviews, that's another troubling sign. To move the process forward, Hyman recommends sending a note to express your interest, the value you can bring and the importance of your numbers aligning. Read more: https://lnkd.in/eGh98p7C Summary ✍: Todd Dybas
Recruitment Consultant | Connecting Top Talent with Premium Clients in the Financial Sector
The Balancing Act Between Clients, Candidates, and Recruiters When it comes to salary discussions, it can feel like a waiting game, when each party hesitates to speak first. Whether the candidate wants to know the role's true value, the recruiter seeking clarity on salary expectations, or the client determining the budget, each side plays a crucial role in driving a successful negotiation. 📌 Candidates: Know your worth! It's essential to research current market trends and position yourself confidently. Being transparent about your expectations is key to finding the right fit. 📌 Recruiters: You're the bridge between clients and candidates. Equip both sides with market data and insights to facilitate a productive and fair conversation. 📌 Clients: The best talent is attracted when you're upfront about compensation. Clearly defined budgets and expectations not only streamline the hiring process but also foster trust with candidates and recruiters. Transparent communication ensures that no one is left in the dark. By aligning expectations early, all sides can collaborate effectively to reach a mutually beneficial outcome. What are your thoughts on navigating these tricky salary discussions? Let’s hear your stories and advice below! 👇
