Sugasini Kandiah’s Post

…and so it happened again. “What’s your expectation of salary?” the recruiter asked my client. But she was ready. We had prepared for this question. She would answer it with a question. “What’s the role paying?” she responded. The recruiter paused, then reluctantly shared the salary range of the new role and my client said “that’s slightly under my expectation, is there any flexibility with this please?” It took 1 full week of back and forth but she got the job and the salary she wanted. EVERY new job has a salary range. And what you earn at your current job bears absolutely no relevance to a new job’s salary. Read that again and remember it! Your only expectation you need to manage during the recruitment process, is what THEY are paying. Pony up and be prepared to answer the question with a question 💪 #interviewing #coaching #negotiation

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

As recruiters, we’ve seen salary negotiations go wrong fast. Don’t let that be you. 🚨 Here are 8 mistakes you must NEVER make. And how to avoid them: 1/ Lie about your Current Salary ↳ Once they find out, your credibility & offer are gone. Fix: Be upfront and transparent. 2/ Say “Take it or leave it” ↳ Ultimatums make you look difficult and inflexible. Fix: Stay open to finding common ground. 3/ Make up Competing Offers ↳ If they call your bluff, you end up with nothing. Fix: Let your real skills and value speak for you. 4/ Unrealistic Demands ↳ Asking for the sky makes you look greedy. Fix: Negotiate from facts, not fantasy. 5/ Let Emotions Take Over ↳ Getting angry or anxious kills the deal. Fix: Stay calm. It’s business, not a battle. 6/ Focus Only on Salary ↳ Ignoring growth opportunities is short-sighted. Fix: Negotiate the whole package, not just the paycheck. 7/ Negotiate Too Early ↳ Bringing up salary too soon, is presumptuous. Fix: Wait for an offer, to discuss compensation. 8/ Inflate your revenue numbers ↳ It only takes one call to expose a lie. Fix: Share true numbers and how you’ll exceed them. 🚨Final word: Salary negotiations aren’t just about the highest offer. They’re about how you position your value— and how you’ll be treated from Day 1. Start strong. Keep it real. Because how you negotiate today shapes how they’ll see you tomorrow. --- Repost ♻ this to raise awareness! 🔔 And follow Aslant Legal for more career insights.

7 Common Recruitment Mistakes... and how to avoid them 1. Not Stating the salary in the job advert ‘Competitive Salary’ means nothing.  If you’re not sharing the salary, candidates will think you have something to hide i.e. the salary is not at all competitive. Salary is an important deciding factor for many candidates and there’s nothing wrong with that.  At the very least they need to know whether they can afford to live on what you’re offering.  Many will be looking for a salary increase with any job move because they aspire to improve their standard of living. If the salary will depend on the candidate’s experience, that’s ok – simply give a salary range and state that it depends on experience. An HR Business Partner in one organisation could offer around £35k and yet another in excess of £100k. Job title does note equal an expectation around salary, so you need to specify. If you’re not sure what the salary should be, do some benchmarking. We can help with this if necessary. We'll be sharing more common recruitment mistakes throughout the week. If any of these seem all too familiar, it could be time to let our recruitment expert help with your next vacancy.

Negotiating a better-starting salary during the hiring process can be a challenging and scary but rewarding skill to master. A better-starting salary can significantly impact your long-term career growth and satisfaction. Here are some steps to negotiate a better-starting salary: • Do your research. You should have a realistic and reasonable range of salary expectations based on your industry, location, experience, and qualifications. You can use online tools such as Indeed Salary Calculator, Glassdoor, or PayScale to determine the average salary for your desired role and company. • Highlight your value. You should emphasise the skills, achievements, and potential contributions that make you a strong candidate for the role. I would also like you to show your enthusiasm and interest in working for the company and how you can help them achieve their goals. • Avoid disclosing your current or desired salary. It would be best if you tried to avoid revealing your current or desired salary until you receive an offer from the employer. This will give you more leverage and flexibility to negotiate later. If the employer asks you about your salary expectations, you can either deflect the question by saying that you are open to discussing it later or provide a broad range based on your research. • Prepare for objections and counteroffers. You should be able to anticipate the possible objections and counteroffers the employer might make and then prepare your responses as needed. It would be best to have a backup plan if the employer is unwilling or unable to meet your salary expectations. For example, you can ask for other benefits or perks such as flexible hours, remote work, bonuses, stock options, etc. • Be confident and respectful. You should express your confidence and respect throughout the negotiation process. Avoid being too aggressive or passive and aim for a win-win outcome. You should also avoid making ultimatums or threats and be ready to leave if the offer isn't. Ready to ride on your way to a higher starting salary? #jobseekers #jobs #jobinterviews #interviewing #management #hr #humanresources #recruiters #linkedinprofilemakeovers

Should you share your current salary with your recruiter? 𝗬𝗘𝗦 ✅ Here’s why: 🔹 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆 – if we know what your current salary is, it enables us to quickly determine which opportunities are worth putting in front of you, and which ones aren’t. If you don’t tell us, there could be a lot of wasted time discussing opportunities that were never going to work. 🔹 𝗠𝗮𝗿𝗸𝗲𝘁 𝗶𝗻𝘀𝗶𝗴𝗵𝘁 – we should know (at least roughly) what someone with your level of experience should be getting paid, and by sharing your current salary, we can tell you whether you’re paid fairly, underpaid, or overpaid. If you’re underpaid, this could put the accelerator on your search and end up securing you a nice pay rise. If you’re paid fairly, or overpaid, it may make you think twice before diving into something new. 🔹 𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗻𝗴 𝗮𝗻 𝗼𝗳𝗳𝗲𝗿 – we are paid a % of your annual salary as a placement fee, so the higher your salary, the higher our fee. From a selfish perspective, it’s in our interest to get you the best offer possible. When we first connect, we will discuss your salary expectations and share this with the client at the beginning of the process, with the goal of securing you this offer should you be successful in the process. However, for various reasons, often to our disbelief and incredible frustration, it doesn’t always work out like that. Our main point of negotiation isn’t your current salary, but sometimes it can be helpful to drop this in. Most clients understand that in most cases, candidates will only want to move for more money (𝘰𝘳 𝘢𝘵 𝘭𝘦𝘢𝘴𝘵 𝘵𝘩𝘦 𝘴𝘢𝘮𝘦) and without us knowing this information, we’re unable to have this conversation. I completely understand (𝘢𝘭𝘵𝘩𝘰𝘶𝘨𝘩 𝘴𝘵𝘪𝘭𝘭 𝘸𝘰𝘶𝘭𝘥𝘯’𝘵 𝘦𝘯𝘤𝘰𝘶𝘳𝘢𝘨𝘦) withholding this information when applying for a job directly, as it can impact the level of offer the company ends up making. It 𝘀𝗵𝗼𝘂𝗹𝗱𝗻’𝘁 happen, but it does 🙈 But when speaking with a recruiter, in my opinion, transparency always wins. Everyone has a different opinion on this – what’s yours? 👇 #recruitment #recruiter #recruiters #recruiting #hiring #salary #transparency #transparencymatters

CANDIDATES REFUSING TO GIVE SALARY EXPECTATIONS. This seems to be happening more and more. ❓❗ I was quite taken aback by one phone call that I had regarding a role which was paying up to £100k. The candidate refused to give me their last salary, or their salary expectations. He asked me to put him forward, at no salary and then the client would pay him what he was worth. I explained why I needed the expected salary, explained to X candidate that they will get asked in the interview what salary they are looking for in the initial chat with the hiring manager... "oh they sound like a company I don't want to work for then". Me: "Oh" 🤔 Tough for us recruiters here as we always want to protect our client relationships and it is also our job to send candidates through with all of this information in tow to ensure that we aren't wasting anyone's time... i.e. getting to the end of the process with a candidate and then having them reject an offer as the salary is too low. I didn't send the candidate - but it did get me thinking, what is the right thing to do if you feel the candidate has good experience for the position? Keen to hear from both hiring managers thoughts and candidates thoughts on this! #Recruitment #Client #Candidate #LondonTech

Why does this surprise you? Employers have been refusing to put compensation ranges on their job postings since they started being a thing. Why do you have a problem with candidates taking back control? Doesn't it make more sense for the person with the money to evaluate the value of the candidate and make the offer first? That tells the candidate whether or not the company actually pays what they feel the candidate is worth rather than as little as they can get away with, a vitally important thing to know about one's employer.

It seems easy enough to rationalize why candidates prefer to keep their current salaries out of negotiations, and good companies to work for advertise their salary ranges up front. Your position has a salary which is either much higher, much lower, or in line with the candidate's expectations. If your position is lower than what the candidate can accept, they will bow out fast as soon as the company gives their salary range. If the candidate finds the salary range to be fair, the recruiting process can begin. If your position is higher than what the candidate expects, this likely represents a positive career move for the candidate. It means things are going in the right direction for them by coming to work for you. They will be motivated to interview well and work hard starting on day one. But if you ask for their current salary first, you are asking them to place you in a position where you can offer them a salary which is slightly more than they make, yet well below market. You can take advantage of them. Any candidate familiar with having been taken advantage of, who doesn't want to be taken advantage of by an employer ever again will resist giving their current salary. What's more, the fact that you seemingly have a company comprised of individuals who failed at this simple, intuitive bit of game theory is a signifier that if they accept a position with you they will be working alongside and possibly for people who are unaware of what it takes to keep from being taken advantage of.