As a recruiter, I have learned one thing about salaries: When I speak to a candidate to tell him/her about a job, I always tell them what the job will pay. I do this by giving a range. What I have learned is that no matter what number I say, no matter how much I stress the range, the candidate will only hear the highest number.
Unfortunately, very often when giving out an assignment, companies will provide a salary range that they want to pay. Ultimately, when the job comes through, and they want to make an offer, the salary offer is often much lower than originally stated, sometimes even below the lowest number stated originally by the client. It happens frequently.
Here are a couple of examples which have happened recently:
• A divisional president’s job in the southeast was specified at $200-225; the initial offer came in at $180.
• A head of digital at a small agency: Job specified at $160-175, but the offer came in at $155.
• An account supervisor at a major NY agency is given to me at $75-80. Job offer is made at $65.
• A fee paid search is given to us at $260 - $275 and the offer comes in at $250.
When an assignment is given to a recruiter (either an independent like me or an internal recruiter) the first thing we do is check our database. Inevitably, we will look for candidates making less than the low end of the specified salary, but we will also look at candidates whose salaries go up to or even slightly exceed the top end (this is why it is important for candidates to tell the truth and to keep recruiters apprised of raises).
During the interview process, candidates will psychologically lock themselves into the highest number while the company becomes wedded to the lowest. When offers are made at the low end of the spectrum or, worse, lower than the originally stated amount, there is often anger and disappointment – by both parties. Don’t blame the recruiter or HR person.
I thought it important to explain how this scenario develops and to propose a simple solution to the problem.
When a job is a replacement position, most hiring managers assume that the salary range will be what the previous person was making. If it is a new position, HR and senior managers will generally look at what other people in comparable positions are making and provide a range. In larger companies, there is often an approval procedure with the finance department.
The initial finance department approval is rarely final. On long and complicated searches, the time lapse from beginning to end may be such that there is a change in company finances necessitating a lowering of the new position’s salary level, often not discussed with the hiring manager, human resources or the recruiter during the candidate screening process. But financial people don't really approve the hire until the candidate is selected. It is only then that companies closely examine their budgets in order to approve the final salary.
There is one other factor which may affect the job offer.
I believe that many companies assume that candidates and recruiters are exaggerating salaries. I know that there are many candidates and recruiters who do that, but it only works against them. When offers are made at the lowest number, some companies do this as a test, while others do it as a hedge so that there is room to negotiate it upwards. This is one of the reasons why it is important not to overstate salaries.
The simple solution to this is that both recruiters and hiring managers (and HR, of course) should discuss and reconfirm salary expectations frequently during the interviewing process. As Holiday Inn used to say, "The best surprise is no surprise."
A good recruiter can manage the salary expectations, provided companies stick to the original job specs. When companies are straightforward with recruiters (or candidates), the negotiation is usually easy and fast.
As always, I would like to hear your stories about offers which came in to low. I know my readers would enjoy reading them.
Wednesday, July 7, 2010
Subscribe to:
Post Comments (Atom)
One of the best productivity tools is to surprise a new hire with an offer on the high side. Ironically, this can also be less expensive. How so? Low ball initial salaries often lead to early reviews and quick bonuses. More generous compensation not only creates good will from the get go, but also leads to longer term satisfaction and fewer demands down the road.
ReplyDeleteHowdy this is kind of of off topic but I was wondering if blogs use WYSIWYG editors or if you have to manually code with HTML.
ReplyDeleteI'm starting a blog soon but have no coding expertise so I wanted to get guidance from someone with experience. Any help would be greatly appreciated!
Have a look at my blog post fast loans
Also visit my webpage ; fast loans
Hi! I simply wish to give you a big thumbs up for your great
ReplyDeleteinfo you've got right here on this post. I'll be coming
back to your website for more soon.
Also visit my webpage:
The organization has a dedicated space for updated article posts that updates its readers with latest feeds around the world pertaining to the prevailing cost of living of different countries. Recent survey has found that Tokyo and Beijing are the costliest Asian cities for expatriates. Owing to weaker yen, the country fell from a previous position of 1 to10. Readers can refer to the blog post at Salary Expectation that enumerates the best US cities to work.
ReplyDeleteTodays,Payroll plays a major role in large and small company.Payroll can play its role for many reasons. Payroll is the total financial records of salaries,wages,deductions and bonus of the employee.That company provide service to the employee for certain period of time.
ReplyDeleteRegard
I am regular reader, how are you everybody? This paragraph posted at this site is truly pleasant.
ReplyDeleteHere is myy website :: visit this site right here
Tül Perde Modelleri
ReplyDeletesms onay
mobil ödeme bozdurma
NFT NASIL ALİNİR
Ankara evden eve nakliyat
Trafik Sigortası
dedektör
web sitesi kurma
aşk kitapları
SMM PANEL
ReplyDeleteSmm panel
iş ilanları blog
İNSTAGRAM TAKİPÇİ SATIN AL
hirdavatciburada.com
beyazesyateknikservisi.com.tr
servis
Tiktok Para Hilesi
beykoz toshiba klima servisi
ReplyDeleteüsküdar toshiba klima servisi
beykoz beko klima servisi
pendik lg klima servisi
pendik alarko carrier klima servisi
pendik daikin klima servisi
kartal lg klima servisi
ümraniye lg klima servisi
kartal alarko carrier klima servisi
Congratulations on your article, it was very helpful and successful. 06ffcd9a96e9b30d94aca87daa35c9d3
ReplyDeletesms onay
website kurma
website kurma
Thank you for your explanation, very good content. 8545059c888e3924b637d8226cb003a4
ReplyDeletedefine dedektörü
Thanks for your article. 9e77079970fe18a458c86f6b1a044660
ReplyDeleteevde iş imkanı
bilecik
ReplyDeletebüyükçekmece
demre
düzce
esenler
MN6
yurtdışı kargo
ReplyDeleteresimli magnet
instagram takipçi satın al
yurtdışı kargo
sms onay
dijital kartvizit
dijital kartvizit
https://nobetci-eczane.org/
JRV
xxlargeseo
ReplyDeletexxlargeseodigi
digi.seo
OYA8
Bayburt
ReplyDeleteKars
Batman
Urfa
İzmir
İ25
7B3DA
ReplyDeleteKırıkkale Lojistik
Tekirdağ Parça Eşya Taşıma
Nevşehir Evden Eve Nakliyat
Bingöl Evden Eve Nakliyat
Kastamonu Parça Eşya Taşıma
5E003
ReplyDeleteKırıkkale Evden Eve Nakliyat
order fat burner
Burdur Evden Eve Nakliyat
Erzincan Evden Eve Nakliyat
order masteron
primobolan for sale
Silivri Evden Eve Nakliyat
Ordu Evden Eve Nakliyat
Hakkari Evden Eve Nakliyat
EDCCF
ReplyDeleteArdahan Şehirler Arası Nakliyat
Yozgat Evden Eve Nakliyat
Uşak Evden Eve Nakliyat
Muş Şehir İçi Nakliyat
Van Lojistik
Chat Gpt Coin Hangi Borsada
Urfa Lojistik
Bayburt Evden Eve Nakliyat
Ünye Çekici
DF11F
ReplyDeletebinance kod
0CA3E
ReplyDeleteşırnak canlı sohbet odaları
kütahya mobil sohbet et
parasız sohbet siteleri
canli sohbet
sohbet sitesi
bedava görüntülü sohbet sitesi
bursa canlı sohbet siteleri
erzurum kadınlarla sohbet et
antalya mobil sohbet chat
شركة عزل اسطح بالرس FAbJgzrKCg
ReplyDelete