Candidates today are getting mixed advice on how to handle the salary question in a phone screen or first interview. Recruiters and hiring managers want to know the candidate salary expecations up front so they don't waste time with a person who isn't in their range. Career advisors are telling candidates to avoid mentioning a dollar amount until their skills and value have been established during the course of an interview.
What are you advising your candidates to do in this crazy job market?
Hi Marni, it is not surprising that candidates get mixed advice. The crazy job market is just another variable.
This question always consists of two parts - what is your current/last salary package?
And of course - what are your pay expectations?
As a corporate HR executive I would be very annoyed if a recruiter cannot provide me with a candidate's pay details, which means candidates should have some good answers:
1. Clear explanation of fixed pay, STI and LTI.
2. Provide a range of expected pay (never a specific number or vague response)
This is also the advice I provide from a career coaching perspective. In today's market, it is important that candidates are realistic and are not excluding themselves from roles that are paid below their current level. Ultimately, it is a package of job responsibilities, title, reporting level and pay - which could be different for each candidate.