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Discussing Salary
Recruiting & Staffing
Discussing Salary
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I am a recruiter staffing several supervisor roles for a Fortune 100 company and have had most of my candidates asking for a specific salary number in my initial phone interview. I can offer a range b
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Forums » Topic Forums » Recruiting & Staffing » Discussing Salary
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Discussing Salary
posted at 4/6/2010 6:17 AM EDT
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Posts: 2
First: 4/6/2010 Last: 4/6/2010 |
I am a recruiter staffing several supervisor roles for a Fortune 100 company and have had most of my candidates asking for a specific salary number in my initial phone interview. I can offer a range but cannot find a suitable way to give the range and not turn them off, especially if it's below what they might be ideally seeking. I deal with several qualified people and do not want to lose them. How can I handle this tactfully? |
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Discussing Salary
posted at 4/6/2010 6:26 AM EDT
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Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
I usually try to turn it around and ask them what number they have in mind. If its lower or in the range, then I'll simply say something like "thats doable" or "that's in the range so no problem".
If they come back with a figure that's too high, then I simply probe to see if they're just on a fishing expedition. Asking where they're at now is one way. If current salary is above the range, then I pretty much write that candidate off. But if they're looking for a payday Christmas, then I share the midpoint of the range with them as may be appropriate. But the trick is to get them to give you some numbers first. |
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Discussing Salary
posted at 4/20/2010 11:12 AM EDT
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Posts: 1
First: 4/20/2010 Last: 4/20/2010 |
I require the candidate's salary history before I interview. Then I know if either of us will be wasting our time and I will be able to talk in general terms about the pay. I don't like to give a range because the candidate is going to be disappointed if he/she is not offered the top pay for the job class. |
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Discussing Salary
posted at 4/22/2010 7:24 AM EDT
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Posts: 1
First: 4/22/2010 Last: 4/22/2010 |
I would rather know upfront if money is going to be an issue down the line, but sometimes you have to give information in order to get it. A tactic that works, is I give a range that's about 10% below & above the bottom part of the actual range. The candidate usually responds by saying that's too low, so then I ask them what they think a more reasonable range should be & what they're looking for. Then, depending on how aligned their expectations are with the real salary range, I'll tell them that it's possible, but only if they prove during the interview process that they're worth it. This then sets up a situation where the candidate is more likely to accept my coaching, because we're not just competing for the job, but also for a good comp package. |
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Discussing Salary
posted at 4/22/2010 7:25 AM EDT
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Posts: 1
First: 4/22/2010 Last: 4/22/2010 |
While I understand the need to not waste anyone's time, has anyone thought about the fact that if a company requires the salary history of a highly qualified candidate it's likely to turn them off. It gives away all possible leverage they might have, and especially in an executive, sales, or business development position you want to have people with sharp negotiating skills. |
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Discussing Salary
posted at 4/22/2010 7:32 AM EDT
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Posts: 3
First: 4/22/2010 Last: 5/4/2011 |
I ask for expected pay during my initial phone call. This question preempts the problem of them asking for salary range (but I don't hesitate to give out that range if they do ask for it). Out of perhaps thousands of conversations, I've had one person reluctant to answer the question. If they answer with an amount that's higher than the budgeted range, I let them know what the range is, that it's based on various factors, and ask if they're still interested in discussing the position. They have the right to know what they're getting into, and this whole close-to-the-vest game that HR often plays regarding compensation does nobody any favors. It's a waste of everybody's time. And often a candidate puts their current job at risk just actively seeking work elsewhere (or has to expend valuable PTO, or just lose pay, or fake a sick day [don't tell me you don't know that's happening]...), so being secretive is unfair.
I don't let the previous salary history be a guide as to whether to call a qualified candidate. I have too many good people who were happy to take pay cuts to get out of toxic work situations (which are way too common). If the previous salary is a lot higher than is budgeted for my open position, I bring that up directly and early. About half the time, it's a non-issue. In short, be open, honest and forthcoming about compensation. It'll pay off. (Pun intended.) |
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Discussing Salary
posted at 4/22/2010 8:05 AM EDT
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Posts: 3
First: 5/23/2000 Last: 4/22/2010 |
During the initial screening process, I ask what their salary expectations are. I will confirm if that is in our range. If they are outside our range, I'll let them know it is "X" percent higher than our compensation range but provide them with our benefits package information so they have a total comp picture. Often times, our benefit program makes up the delta.
When candidates are reluctant to share their expectations and turn the question around and ask what we pay - I tell them it is dependent upon experience and the contribution they can make to our company. I agree that sometimes individuals are willing to accept less money for a company they want to work for and where they believe they have more opportunities for advancement (long-term thinking). |
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Discussing Salary
posted at 4/22/2010 7:27 PM EDT
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Posts: 1
First: 4/22/2010 Last: 4/22/2010 |
Salary is negotiable. Salary will be disclosed if the company wish to offer the job to the job seeker. No need to inform the salary before to the job seeker. If the job seeker decides to join a company only after knowing the salary, his attitude is not correct. Instead they must be able to know what kind of salary will be offered to them in the present job market. They should know their market value and use other resouorces to find out what is offered for their position. |
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Discussing Salary
posted at 4/23/2010 10:16 AM EDT
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Posts: 24
First: 1/25/2005 Last: 4/1/2011 |
99% of the time I will provide a salary range up front: We're a non-profit and our salaries reflect that. While there may be some wiggle room, if I'm talking about a $35k position, and you're looking for a $70-$80k position, we shouldn't continue the conversation, because that much wiggle room doesn't exist.
I agree with the others: why waste everyone's time if you're not even playing in the same ball park! |
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