More and more employers are providing salary ranges for their open positions. Candidates must do their research and remain both professional and flexible to secure their desired compensation. https://bit.ly/3XLnfT4
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If you're applying to jobs without clear pay ranges, here are a few ways to discuss salary during the hiring process.
This salary phrase in job descriptions is 'useless,' says recruiter—here's how to make sense of it
cnbc.com
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𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧 for our LinkedIn community: 𝐈𝐬 𝐢𝐭 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐞𝐥𝐢𝐦𝐢𝐧𝐚𝐭𝐞 𝐭𝐡𝐞 '𝐥𝐚𝐬𝐭-𝐝𝐫𝐚𝐰𝐧 𝐬𝐚𝐥𝐚𝐫𝐲' 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐟𝐫𝐨𝐦 𝐣𝐨𝐛 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬? How can focusing on a candidate's broader value, rather than their salary history, reshape our approach to recruitment and foster a more inclusive and equitable workplace culture? Based on the INSEAD Knowledge article, here are 𝐭𝐡𝐫𝐞𝐞 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐚𝐝𝐯𝐢𝐜𝐞𝐬 for HR professionals and hiring authorities: 𝟏. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐕𝐚𝐥𝐮𝐞 𝐀𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭: Prioritize understanding how a candidate's values and goals align with the company's mission and culture, rather than solely considering their past salary. 𝟐. 𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐞 𝐎𝐯𝐞𝐫𝐚𝐥𝐥 𝐏𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥: Assess candidates based on their overall potential, including skills, experience, and the unique contributions they can bring to the organization. 𝟑. 𝐏𝐫𝐨𝐦𝐨𝐭𝐞 𝐄𝐪𝐮𝐢𝐭𝐲 𝐢𝐧 𝐇𝐢𝐫𝐢𝐧𝐠: Avoid anchoring compensation offers to previous salaries, which can perpetuate pay inequities, especially for underrepresented groups. For a deeper understanding of these strategies, you can read the full article. https://lnkd.in/drAJTPdu
Stop Asking Candidates for Their Last-Drawn Salary
knowledge.insead.edu
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As you think about your hiring needs in 2024, you can now access the latest salary guide data to benchmark future roles. The market remains competitive for skilled professionals. 42% of companies we surveyed lost out on hiring new talent in the last 6 months as they couldn’t compete on salary and benefits. You can avoid this challenge and remain competitive when attracting new or existing employees by downloading the Morgan McKinley 2024 Salary Guide. Click on the link provided below 🖱 We’re here for further insights on the Irish market whenever you need us. Niamh McCarthy Jennifer Brennan Geraldine Butler Jane Hassett Marie McLoughlin https://lnkd.in/gWMVJaNz
2024 Ireland Salary Guide
morganmckinley.com
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The compensation is competitive! A common theme for job postings is posting compensation as "competitive" based on experience. So common in fact, several states have past laws requiring companies to disclose pay ranges and be more transparent about compensation when hiring. Being transparent about compensation is a good foundation for any company and candidate. SCN - Search Consulting Network works with both our clients and candidates about this transparency and provides a worksheet to both about the types of compensation needed and offered. Compensation has many factors beyond merely the salary and bonus alone. Have you seen companies be more transparent lately about compensation? What's your companies policy? #scn #competitivesalary #compensation #transparency #wearehiringnow
This salary phrase in job descriptions is 'useless,' says recruiter—here's how to make sense of it
cnbc.com
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How do recruiters/companies think this is "standard practice"? In what world does this make sense that the pay range is what the candidate could hope to achieve after a few years at the company or what an internal candidate could earn, NOT what the actual salary is for the job. This is bonkers. This is as maddening as the study that found many job listings are actually fraudulently posted by companies who are not hiring, but put up the listings in order to create a facade that the company is growing and hiring.
In the age of public salary-range listings, some jobseekers feel duped
bbc.com
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Recruiting Manager | Private Equity, Venture-Backed, Pre-IPO | Accounting & Finance, Technology, Marketing & Growth
A note to all candidates receiving messages from recruiters with salary offers lower than their current pay: still respond and let us know your expectations! We are not always able to tell exactly where you are at/what you are expecting in terms of comp, but if you tell us, then we can note it and be sure to send you other available opportunities more in line with what you are targeting. Don’t miss out on the potential for a pay raise just because the one job you are immediately presented with isn’t a match – there’s more out there, I promise! #recruiting #hiring #compensation #transparency #communication
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It seems we are in a much tougher period when it comes to getting employment. Job seekers are now able to get salary information for positions, but if they apply hoping to get hired in the highest quartile of the pay range, they are likely going to be rejected for the position. Employers provide the salary information, but due to varying laws state to state, these figures sometimes become meaningless. Compliance with the new laws does not necessarily mean companies are being transparent. I think it can be stated that companies want to hire in the lower half of that pay range unless the candidate can demonstrate their value. Even then, most are still likely going to pay you the lowest salary possible. #salaryguide #salaries #salarynegotiation #positions #transparency
In the age of public salary-range listings, some jobseekers feel duped
bbc.com
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Happy Friday everyone! A hot topic at Hays currently is.....HOW IMPORTANT IS PAY TRANSPARENCY TO YOU? Let us know in our 10-min hiring trends survey........ ❓ Do you think your organisation is transparent about pay? ❓ Would you apply to a role if the salary isn’t listed on the job description? ❓ Do you think you and your equally capable colleagues are paid the same? We’re exploring these topics and more in our annual Salary & Recruiting Trends survey. Take 10 minutes to complete the survey today and get your voice heard - link in comments
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In today's job market, it is not uncommon for prospective employers to request current payslips as part of the hiring process. However, job seekers should approach such requests with caution and consider the implications on their privacy and negotiating power. The 4s Big Why:- Protecting Your Privacy One of the primary concerns with providing current payslips is the invasion of personal privacy. Payslips contain sensitive information, including your current salary, benefits, and deductions. Sharing this information can lead to potential misuse or unnecessary exposure of your financial details. Job seekers have a right to protect their personal information and should feel empowered to set boundaries on what they share. Preserving Negotiating Power Revealing your current salary can undermine your ability to negotiate effectively for a new position. Employers may use this information to anchor their offer close to your existing compensation, regardless of the role's market value or the skills and experience you bring to the table. By withholding your current payslip, you maintain leverage to negotiate based on the job's responsibilities and your qualifications, rather than your past earnings. Promoting Fair Compensation Practices Refusing to provide a payslip also encourages fairer compensation practices. Employers should determine salary offers based on market research, job requirements, and the value a candidate brings, rather than previous earnings. This approach helps to close wage gaps and ensures equitable pay for all employees. Alternatives to Payslips If an employer insists on salary verification, consider offering alternative forms of proof that do not disclose your exact salary. For instance, you can provide a range or a letter from your current employer verifying your employment status and job title without specific salary details. Additionally, you can redirect the conversation towards discussing your expectations and the industry standards for the role. While it might be tempting to comply with a prospective employer's request for a current payslip, job seekers should carefully consider the implications. Protecting your privacy, preserving your negotiating power, and promoting fair compensation practices are compelling reasons to withhold this information. By understanding your rights and exploring alternative ways to validate your qualifications, you can navigate the hiring process more confidently and equitably.
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HR Professional | RECRUITER | Trainer | Founder | Leader | LinkedIn Top Voice on training, presentation skills
It's crucial for organizations to include certain information in their job postings. Candidates deserve transparency, and withholding key details can be detrimental to both parties. Two key information required: 👉🏽Expected Resumtion Date. 👉🏽Pay & other Benefits. Expected resumption date and pay/benefits should be stated upfront. It's understandable that some companies may have reservations about sharing salary information, but it's unfair to candidates to hold back Pay. As a consulting firm, we often encounter clients who refuse to share such citing concerns that candidates may only be interested in the job because of the salary. However, this reasoning is outdated and ignores the fact that salary is a deciding factor in any job search. It's also important to note that transparency is key to building a healthy and respectful relationship between employers and employees. At our firm, we refuse to take on jobs that don't adhere to these standards. No candidate should have to go through the hiring process only to discover that the pay is lower than expected. All pertinent information should be shared, and terms and conditions of engagement must be followed. 👉🏽Don’t change 3 days off to 1-day off upon resumption. 👉🏽Don’t change job roles within 6 months upon resumption. 👉🏽Don’t change salary computation after 3 months and expect them to understand. It’s not a nice feeling when candidates reach out to let us know what’s going on because employers are arbitrarily changing agreed terms. Candidates deserve respect. Consulting firms want a place where all our placed candidates can find fulfillment. Let's work together to create a workplace where all parties are treated with the respect they deserve. #recruiters #consultingfirm #careercoaching
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