ASK HR 360’s Post

#HRChallenges #SalaryExpectations #RecruitmentInsights Hey everyone! 😊 I wanted to bring up something I’ve been pondering lately regarding salary discussions during the hiring process. As an HR professional, I aim to be fair to both the candidates and the company. But I often find myself in a bit of a dilemma. When I screen candidates, I frequently notice that their salary expectations are sometimes significantly lower than what we’re actually offering. For example, a candidate recently shared that they expected $75k, but our range is actually between $100k and $120k. Naturally, I told them about our full range because transparency is key. Now, here’s where my concern kicks in: Am I being a “bad HR” for disclosing our higher salary range? 🤔 Here are a few pain points I think we need to address: Expectation Gap: Many candidates undervalue their skills or aren’t aware of market rates, leading to unrealistic expectations. Budget Constraints: As HR, we need to optimize the hiring cos... Is It Wrong for HR to Offer Higher Salaries Than Candidates Expect? Answers:  https://lnkd.in/gcuB7Pfs Let's Connect!

#HRChallenges #SalaryExpectations #RecruitmentInsights Hey everyone! 😊 I wanted to bring up something I’ve been pondering lately regarding salary discussions during the hiring process. As an HR professional, I aim to be fair to both the candidates and the company. But I often find myself in a bit of a dilemma. When I screen candidates, I frequently notice that their salary expectations are sometimes significantly lower than what we’re actually offering. For example, a candidate recently shared that they expected $75k, but our range is actually between $100k and $120k. Naturally, I told them about our full range because transparency is key. Now, here’s where my concern kicks in: Am I being a “bad HR” for disclosing our higher salary range? 🤔 Here are a few pain points I think we need to address: Expectation Gap: Many candidates undervalue their skills or aren’t aware of market rates, leading to unrealistic expectations. Budget Constraints: As HR, we need to optimize the hiring cos... Is It Wrong for HR to Offer Higher Salaries Than Candidates Expect? Answers:  https://lnkd.in/gweF97Ra Let's Connect!

#HRChallenges #SalaryExpectations #RecruitmentInsights Hey everyone! 😊 I wanted to bring up something I’ve been pondering lately regarding salary discussions during the hiring process. As an HR professional, I aim to be fair to both the candidates and the company. But I often find myself in a bit of a dilemma. When I screen candidates, I frequently notice that their salary expectations are sometimes significantly lower than what we’re actually offering. For example, a candidate recently shared that they expected $75k, but our range is actually between $100k and $120k. Naturally, I told them about our full range because transparency is key. Now, here’s where my concern kicks in: Am I being a “bad HR” for disclosing our higher salary range? 🤔 Here are a few pain points I think we need to address: Expectation Gap: Many candidates undervalue their skills or aren’t aware of market rates, leading to unrealistic expectations. Budget Constraints: As HR, we need to optimize the hiring cos... Is It Wrong for HR to Offer Higher Salaries Than Candidates Expect? Answers:  https://lnkd.in/gZw4GeCJ Let's Connect!

#HRChallenges #SalaryExpectations #RecruitmentInsights Hey everyone! 😊 I wanted to bring up something I’ve been pondering lately regarding salary discussions during the hiring process. As an HR professional, I aim to be fair to both the candidates and the company. But I often find myself in a bit of a dilemma. When I screen candidates, I frequently notice that their salary expectations are sometimes significantly lower than what we’re actually offering. For example, a candidate recently shared that they expected $75k, but our range is actually between $100k and $120k. Naturally, I told them about our full range because transparency is key. Now, here’s where my concern kicks in: Am I being a “bad HR” for disclosing our higher salary range? 🤔 Here are a few pain points I think we need to address: Expectation Gap: Many candidates undervalue their skills or aren’t aware of market rates, leading to unrealistic expectations. Budget Constraints: As HR, we need to optimize the hiring cos... Is It Wrong for HR to Offer Higher Salaries Than Candidates Expect? Answers:  https://lnkd.in/gsyAUFRE Let's Connect!

Companies don't put salary ranges in job postings because they want to be able to offer new employees more than current employees. It's that simple. Hiding salaries is an outdated business strategy. Although it was unfair, It made business sense to underpay current employees because they would never leave. That is no longer true. Now, the number 1 reason people change jobs is for a salary increase. So you can (A) continue to spend money hiring and training replacements, or (B), be less stingy with raises. Which do you think will cost more? Transparency is a core value that goes beyond just open communication. It extends to openly sharing salary ranges in job postings. With accurate information, candidates can make informed decisions about whether the job meets their financial needs. Such transparency also fosters trust among employees, leading to increased morale and productivity. Remember, compensation isn't only about money. It's about respecting the value of employees' work and their time. So, let's shift the paradigm. Stop treating salaries like guarded secrets. The competitive market will always be there, but retaining talented employees will always be cheaper than constant hiring and training. It's time to be transparent. It's time to be fair. Let's make the changes that keep our teams intact and our businesses thriving. #talent #hr #humanresources #hiring #leaders #leadership #culture #culturematters #team #teamwork #work #employeeexperience #linkedin #linkedinconnections

**HR:** "What's your salary expectation?" **Candidate:** "RM 60,000 to RM 70,000 annual." **HR:** "You are the best fit for the role, but we can only offer RM 50,000." **Candidate:** "Okay, RM 50,000 would be acceptable." **HR:** "How soon can you start?" Meanwhile, the budget allocated for the role is RM 80,000. HR perceives successful salary negotiation, believing they have effectively reduced costs for the organization. However, upon starting, the new employee notices the disparity in pay. The predictable outcome? Dissatisfaction. Disengagement. Disloyalty. Two months later, the employee leaves for a better-paying job. The recruitment process restarts, exacerbating costs and creating performance gaps within the team and organization. To attract and retain top talent, it's crucial to compensate people appropriately for their worth. #copypaste This experience is not directed at any specific HR department. It reflects personal experience, where despite similar or even greater workload compared to peers, however the compensation was lower. During interviews, individuals might assert that money isn't the sole motivator for choosing where to work. But come on, in today's economy, financial stability is essential for survival.

Companies don't put salary ranges in job postings because they want to be able to offer new employees more than current employees. It's that simple. Hiding salaries is an outdated business strategy. Although it was unfair, It made business sense to underpay current employees because they would never leave. That is no longer true. Now, the number 1 reason people change jobs is for a salary increase. So you can (A) continue to spend money hiring and training replacements, or (B), be less stingy with raises. Which do you think will cost more? Transparency is a core value that goes beyond just open communication. It extends to openly sharing salary ranges in job postings. With accurate information, candidates can make informed decisions about whether the job meets their financial needs. Such transparency also fosters trust among employees, leading to increased morale and productivity. Remember, compensation isn't only about money. It's about respecting the value of employees' work and their time. So, let's shift the paradigm. Stop treating salaries like guarded secrets. The competitive market will always be there, but retaining talented employees will always be cheaper than constant hiring and training. It's time to be transparent. It's time to be fair. Let's make the changes that keep our teams intact and our businesses thriving. #talent #hr #humanresources #hiring #leaders #leadership #culture #culturematters #team #teamwork #work #employeeexperience #linkedin #linkedinconnections #talentnexa #aach

The common question asked before an interview schedule is about actual and expected CTC (Cost to Company). The strange part is that if we tell our expected salary, HR might suddenly say you are not currently working and your expectation is above market standards. However, the question arises: who decides the market standard? Some people work in companies where after three years they might only receive a 3% raise. However, if we mention this low salary hike, HR will likely say that's a different situation. There is no single person or entity that decides the market standard for salary. Many conditions are at play, which HR should discuss with the candidate before referencing market standards. I agree that every company has its own budget constraints. Instead of arguing about market standard, HR could simply say, "Our budget is XYZ." Finally, even HR professionals themselves can face the same question about market standards for their roles. #corporate

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Ever noticed how companies offering handsome salaries always mention their salary range in job posts, like $150,000–$200,000? Meanwhile, those offering $25,000, $30,000, or $35,000 often describe it as a “market competitive salary.” 🤔 Transparency in salary ranges not only attracts top talent but also builds trust and credibility. Let’s advocate for more openness in job postings! 💼 #HR #Recruitment #TalentAcquisition #SalaryTransparency