How and When to Discuss Salary with Your Candidate - RecruitingBlogs2024-03-29T07:56:23Zhttps://recruitingblogs.com/forum/topics/how-and-when-to-discuss-salary?commentId=502551%3AComment%3A815677&x=1&feed=yes&xn_auth=noLoved the post Jerry. However…tag:recruitingblogs.com,2009-12-06:502551:Comment:8156772009-12-06T12:07:56.142ZDan Nuroohttps://recruitingblogs.com/profile/DanNuroo
Loved the post Jerry. However, I like to cover off all areas of compensation/expectations as well. You need to be talking bonuses (if applicable, what was the potential to earn vs what they did), does their current company pay for parking, phone, internet at home, extra leave a year etc. Lots of people forget about this if just talking money, and it has sometimes become a stumbling block when the ink needs to hit the paper. They don't understand what they earn, sounds silly, but..... sometimes…
Loved the post Jerry. However, I like to cover off all areas of compensation/expectations as well. You need to be talking bonuses (if applicable, what was the potential to earn vs what they did), does their current company pay for parking, phone, internet at home, extra leave a year etc. Lots of people forget about this if just talking money, and it has sometimes become a stumbling block when the ink needs to hit the paper. They don't understand what they earn, sounds silly, but..... sometimes a lateral career move can end up being a financial step backwards. (been there done that, in a calculated manner of course) But candidates don't always know this stuff off the top or think about it.. it's up to us (as people who deal with career/job change on a daily basis) to ensure they have all their boxes ticked correctly in their head too. Thanks for the affirmation gu…tag:recruitingblogs.com,2009-12-04:502551:Comment:8153562009-12-04T21:47:11.316ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
Thanks for the affirmation guys and gals. Recruitingblogs is my home is out here. Thanks JD and Maren!
Thanks for the affirmation guys and gals. Recruitingblogs is my home is out here. Thanks JD and Maren! Jerry...I've said this before…tag:recruitingblogs.com,2009-12-04:502551:Comment:8153442009-12-04T21:30:14.192ZTrevor Smithhttps://recruitingblogs.com/profile/TrevorSmith
Jerry...I've said this before...and will say it again. This is why I joined this sight...real talk about our industry and skills+techniques that we can all use to make ourselves better recruiters!<br />
Excellent approach to salary - seeing the progression in their history, evaluating their skills, then finding their "REAL" motivators for making a change.<br />
Great Post.
Jerry...I've said this before...and will say it again. This is why I joined this sight...real talk about our industry and skills+techniques that we can all use to make ourselves better recruiters!<br />
Excellent approach to salary - seeing the progression in their history, evaluating their skills, then finding their "REAL" motivators for making a change.<br />
Great Post. amen amen.tag:recruitingblogs.com,2009-12-04:502551:Comment:8152642009-12-04T19:43:27.140ZPete Radloffhttps://recruitingblogs.com/profile/PeteRadloff
amen amen.
amen amen. Jerry,
Great walk through of…tag:recruitingblogs.com,2009-12-04:502551:Comment:8152542009-12-04T18:38:10.537ZBill Wardhttps://recruitingblogs.com/profile/BillWard92
Jerry,<br />
<br />
Great walk through of your process. Thanks for sharing. In terms of the goal of finding the best career move...that can be extremely challenging. I've found that most candidates have unrealistic views of what their abilities really are. I have had to become comfortable in getting earthy with candidates after talking to several of their managers and peers. For example, I met a executive who felt the next logical step in his career would be a corporate controller or CFO (how about CEO…
Jerry,<br />
<br />
Great walk through of your process. Thanks for sharing. In terms of the goal of finding the best career move...that can be extremely challenging. I've found that most candidates have unrealistic views of what their abilities really are. I have had to become comfortable in getting earthy with candidates after talking to several of their managers and peers. For example, I met a executive who felt the next logical step in his career would be a corporate controller or CFO (how about CEO just for kicks). After talking with several of the CFO's he interacted with, it was clear he did not have the technical competency in terms of GAAP to handle the latest issues typically associated with a Fortune 500 controller position. Second, this individual seemed to excel at a much higher level as an individual contributor than a manager. Thus, the reason his track record with assigned projects was superb. It was recommended that this executive continue with executive coaching (something I did not know about) to develop the leadership and communication skills necessary to interact with a Board of Directors and executive staff more effectively (something which slowed his progression at his last organization).<br />
<br />
Being able to arm yourself with this kind of information from previous work experience will help gain trust and buy in from a candidate who otherwise might be trying to play hardball. The look on their faces when you convey some the information gleaned from people they did not provide as official references is priceless as well. Amen.tag:recruitingblogs.com,2009-12-04:502551:Comment:8151712009-12-04T15:43:58.355ZBecky Metcalfhttps://recruitingblogs.com/profile/BeckyMetcalf
Amen.
Amen.