Shavkat Sadinov’s Post

What does it say to potential applicants if you don't include salary information on an advert? 🤔 In today's job market, transparency is more important than ever. Yet, many firms still choose not to include salary details in job adverts. What message does this send to potential applicants? 💼 It suggests you're not offering a competitive salary. Candidates may assume that if you're unwilling to disclose the salary, it's because it's below the market rate. In a competitive job market, top talent is likely to overlook your opportunity in favour of firms that are upfront about their compensation. 📉 It can erode trust in your firm's culture. By omitting salary information, it can appear that you're reserving higher pay for external hires while undervaluing internal talent and paying them less. This can breed resentment and lead to disengagement among your existing team. 📊 You're missing the chance to show your firm's commitment to transparency. Transparency in pay signals to applicants that you're a forward-thinking, open firm that values fairness. In a profession where integrity is paramount, your hiring practices should reflect those values. In today's market, salary transparency is no longer just a "nice-to-have" - it's a strategic advantage in attracting top-tier talent. What do you think? Should salary information be standard on job adverts? Let's discuss! #Recruitment #Hiring #Transparency

What does it say to potential applicants if you don't include salary information on an advert? 🤔 In today's job market, transparency is more important than ever. Yet, many firms still choose not to include salary details in job adverts. What message does this send to potential applicants? 💼 It suggests you're not offering a competitive salary. Candidates may assume that if you're unwilling to disclose the salary, it's because it's below the market rate. In a competitive job market, top talent is likely to overlook your opportunity in favour of firms that are upfront about their compensation. 📉 It can erode trust in your firm's culture. By omitting salary information, it can appear that you're reserving higher pay for external hires while undervaluing internal talent and paying them less. This can breed resentment and lead to disengagement among your existing team. 📊 You're missing the chance to show your firm's commitment to transparency. Transparency in pay signals to applicants that you're a forward-thinking, open firm that values fairness. In a profession where integrity is paramount, your hiring practices should reflect those values. In today's market, salary transparency is no longer just a "nice-to-have" - it's a strategic advantage in attracting top-tier talent. What do you think? Should salary information be standard on job adverts? Let's discuss! #Recruitment #Hiring #Transparency

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

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

I recently hired someone, and we discussed salary right in the first interview. I shared the salary range for the role to see if it matched their expectations. No games. No back and forth. No making them “give a number first.” I do this with all candidates. And we align almost 100% of the time. Because I also include it in the job description… Why I choose transparency? ↪Clear salary information = trust from the start ↪No guesswork. Faster, more efficient hiring ↪Better candidate experience attracts top talent This doesn't have to be complicated. Companies: feel free to adopt this approach. ✌️ P.S. - Reshare ♻ if this resonates with you.

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.

If there's an HR Manager or HR Recruiter who will be reading this. I hope you may share your thoughts on this. It can enkighten me and educate me in this matter. It will be highly appreciated. Thank you in advance. How can I effectively negotiate my salary expectations as an applicant? Despite my extensive experience of over 10 years in my home country and nearly 15 years abroad as a professional worker, it appears that salary offers are primarily determined by the company's budget rather than my expertise and experience. I often feel overlooked, as if I'm being equated to entry-level or blue-collar positions, despite my qualifications. When asked about my salary expectations, I typically inquire about the company's budget to find common ground for negotiation. However, this approach seems to negatively impact my interviews, as I'm sometimes disqualified without the opportunity to discuss further. It's disheartening to realize that the company's budget is significantly lower than my expected salary, yet they proceed with interviews knowing this limitation.

Salary expectations... It might seem as though recruiters are being nosey or intrusive or self serving by asking you about salary - but hear me out, we do need to know to make sure we are not wasting yours, ours or our clients time. We know our clients, most of the time we will know if there is some flexibility or if their budgets are rigid, and can therefore advise accordingly - we are not in the business of wasting time. And, if we ask you AGAIN to confirm salary expectations, we aren't being annoying, we just know circumstances can change. I recently had a candidate who's expectations increased from our first call, to our post interview de-brief. This was because they had entered various interviews with a higher range and was already at offer stage with one of them. Fair enough. If I hadn't re-confirmed salary expectations post 1st interview, we could have gone through the motions of the next and final interview (involving a presentation to prepare) to at offer stage find out we were no longer able to meet their expectations. ANYWAY, my point is, we are here to marry up our clients needs, with your expectations. If there is no chance of a fit, then we certainly don't want anyone putting time or energy into a process which has no chance of finishing. Its important for us to ensure candidates are paid fairly as in turn this ensures a longer tenure and a happy client - this is our aim! Any questions feel free to drop me a DM 🤗 #recruiter #salaryexpectations #jobsearch #hiring #recruitment

💡 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