Getting the salary offer right

As a candidate or as a hirer, have you ever got to the end of the recruitment process to find the salary offered causes disappointment as there is a huge difference between the salary expectations of the candidate and the hirer?

This usually happens when expectations have not been clearly communicated and it is very difficult to resurrect the relationship. The candidate’s joy at receiving the job offer is replaced with despondency and disappointment. 

When I interview candidates via Teams for specific vacancies, I always get the candidates to agree the Required Salary they’d like to go forward on, considering the benefits package. That’s a figure that would make them really happy, feel valued and make them say yes to the offer, assuming it is the job they want. I share with them the salary parameters and obviously their Required Salary has to be realistic or the client won’t interview.

This Required Salary is then provided to the client when I submit the candidate’s CV. The client / hirer then knows exactly what to offer if the candidate is as good as they say they are.

Of course, sometimes there is a gap between expertise needed and expertise the candidate offers, which then maybe warrants a lower salary offer. But at least this is measurable and justifiable.

This all avoids that stab in the dark at the salary to offer and increases probability of offer acceptance and a motivated candidate excited about their new career opportunity.

Posted 08.03.2023

Category: IT market news | For candidates | For clients