Sindho (Cindy) Channa’s Post

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

Has this ever happened to you? A candidate initially expresses interest in a role within a specific salary range, only to increase their expectations during later stages of the hiring process. While it's understandable for candidates to advocate for themselves, dramatically changing salary requirements can be a red flag. It can signal a lack of preparation, a misalignment of expectations, or even a disregard for the company's value proposition. Companies invest time and effort in the hiring process so a sudden salary increase can disrupt the budget and overall hiring strategy. It can erode trust between the candidate and the company, questioning the candidate's integrity and commitment. While it's essential for candidates to advocate for their worth, inflating expectations can create a negative impression, potentially damaging their professional reputation. To avoid this situation, it's crucial to have open and honest salary discussions from the outset and to have clear communication so as to prevent any misunderstandings! We want clear set expectations for both parties. Remember, mutual respect and transparency are key in building successful professional relationships. Follow: Raven Mestas Tiello #recruiting #hiring #jobsearch #salarynegotiation #candidateexperience

🌟 Shifting the Salary Conversation: A Transparent Approach to Recruitment 🌟 Gone are the days—well, they should be gone—when recruiters ask candidates what salary they're expecting or what they were previously on. Why? Because if you ask me what salary I'm expecting, my response will likely be, "As much as I can get. What are you offering?" As a recruiter, I believe in playing open cards with candidates, especially regarding salary. Here's how I approach it: 🔹 Transparent Salary Range: "Candidate, this is what we have on the table at the moment. The range is X being the bottom and X being the highest. I will always try to get you the top salary, but I can't make promises. The only promise I can make is that I won't get you the bottom salary." 🔹 Open to Negotiation: Yes, some candidates may want to negotiate more, and that's just part of the talent game. It's a dance we're all familiar with, isn't it? 🔹 Beyond the Base: "Would this seem fair for you to consider? Plus, we have other benefits I can get to, but now we're discussing the base. What are your thoughts?" I'm surely not the only recruiter who does it this way, am I? I'd love to hear your thoughts and experiences Talent Professionals and Applicants alike. Let's make the recruitment process as transparent and fair as possible for everyone involved. Let's foster a culture of open dialogue and fairness in the recruitment process. Share your thoughts and experiences! #Recruitment #SalaryNegotiation #TransparentRecruiting #learningeveryday

Validating your salary expectation before committing to a hiring process does not make you greedy—but human! (And it saves you precious time) "I don't share our salary ranges at early stages because candidates will always push for the limit." A hiring manager shared this with me. They were struggling to find candidates. When they finally moved people to cross the finish line... BAM! Candidates rejected their offer. And they started pilling up negative reviews on some job-seeking sites. Not a surprise, I must say. ~Companies → Be more transparent and share your salary ranges. ↳ You can adapt your hiring process to evaluate the candidate's experience and offer a fair rate based on experience and potential. ↳ This won't make candidates more or less "greedy." ↳ But you will definitely treat them as more humans than a resource. ~Candidates → Value your time and effort ↳ Understand your needs. ↳ Have a clear picture of your worth. ↳ If the range is not provided, ask for it. If you don't have the info or even ask for it, this is a red flag. (you will hear all kinds of BS to justify the lack of info) The hiring processes are exhausting and draining for both parties. They are lengthy and stressful. Start better qualifying your candidates and future employers. And this must start with transparency. PS: Do you share your salary ranges in hiring processes? Agree? Spread the word ♻️

🚀 **Why Salary Requirements Matter: Essential Tips for Job Applications** 🚀 In today's employer-driven market, where hundreds of applicants compete for a single position, understanding how to navigate your job application is more critical than ever. The leverage that companies hold in such a market emphasizes the need for candidates to stand out—not just with skills, but with strategic application insights. Job seekers, are you often tempted to enter "zero" or skip the salary requirements section in your job applications? While it might seem like a safe choice, understanding the implications of your decision is crucial. Here’s what you should consider: 1. **Risk of Being Screened Out**: Entering "zero" or avoiding the salary expectation field altogether can lead to your application being overlooked or rejected right from the start. Companies may perceive this as a lack of understanding of your own value or the market standards. Know the market rates and apply wisely! 2. **Setting Clear Expectations**: Transparency about your salary expectations sets a straightforward tone for future negotiations, ensuring both parties are aligned from the beginning. 3. **Efficiency in the Process**: Matching your salary expectations with what the employer is willing to offer can save time for everyone involved, facilitating a smoother recruitment process. 4. **Professionalism and Preparedness**: Showing that you know your worth and have researched your expected salary reflects your professionalism and preparedness, traits every employer values. 5. **Negotiation Leverage**: Stating your expected salary can serve as a starting point for salary negotiations, potentially leading to a better compensation package. 6. **Filtering Mechanism**: Especially for roles requiring specific expertise, your salary requirement can indicate your level of experience and help recruiters assess your fit for the position. Understanding and strategically navigating salary expectations are key to making your job application stand out. Be informed, be prepared, and don’t sell yourself short! #JobSeekers #CareerAdvice #SalaryNegotiation #JobApplicationTips #ProfessionalGrowth #Recruitment

Many candidates miss the critical step of negotiating their salary when interviewing for a job, with 58% of men and 61% of women not asking for higher pay, according to the Pew Research Center. The article highlights that starting with a higher salary is crucial as it compounds over time and advises understanding how companies create salary offers and their compensation philosophy. It recommends asking prospective employers about their salary bands and compensation philosophy. Finally, after receiving an offer, research and network to determine an appropriate salary request. Afterall, if you don't ask for more, the answer is always no. What are your thoughts on candidate counter offers? GLOBAL Recruitment Solutions | Staffing & Recruitment #employmentoffers #counteroffers #hiringdecisions #salarynegotiations

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

💡 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!