Liz Ryan’s Post

What is your current salary? Please don't be scared to disclose, or worse lie about your current salary. Many people seem to think we ask this to be able to lowball? This is completely false. 1. My client will want to know what salary you're on. 2. I can compare it to market rate. 3. If you're overpaid, I'll tell you my clients can't match that, then we're not wasting each others time. 4. If you're underpaid, I'll tell you and explain the bracket you should be in. Most recruiters make a fee based on the basic salary you're offered. It benefits me and benefits you to get you the best money we can! We're not trying to trap you in anyway, just trying to be realistic and understand expectations.

Thanks Lee Harding, as ever you bring sense to a mad world. The salary someone's on is not relevant and they're not 'scared' to disclose it, they're 'scared' about what happens next. As that number is used to make a subjective, non-skills based, judgement. Even if current salary is significantly lower than the potential salary being offered. It's still nit relevant. It's should only be about salary expectations and not the current salary. Full Stop, New Sentence. Sadly, in a lot of cases, the mantra is still 'how cheap can we get someone', with current salary as start-point, when it should what are they worth? With that worth being a good market rate for the job. It's really simple, but sometimes it means giving someone a 'big' pay rise. So what? They were underpaid and now you're paying them properly. I wonder what that might do to their motivation and performance? 😀 That's it. Anyone who 'needs' to know current salary, is basically asking the wrong questions, but highlighting, that actually it's their mindset that's wrong. Have a nice day everyone.

This suggests that you will adjust the salary based on my current earnings. However, my question is: if you already know the salary range, why not share it with the candidate upfront? This allows them to make an informed decision. If they’re comfortable with the range, they’ll apply, and if not, the process ends there, saving time for both parties. Currently, many companies and recruiters base salary offers on the candidate’s current pay rather than their interview performance or the market value of the role. If the salary is already determined and only adjusted based on the candidate’s expectations, I believe it’s better to be transparent from the start. Revealing the salary range allows candidates to decide whether it aligns with their expectations. If the candidate is a good fit for the role, you can present an offer within that range, which they can either accept or negotiate, but all within a clearly defined limit. This approach would save time, set clearer expectations, and make the process more straightforward for everyone involved.

Why is it "negotiable" when it comes to salary? You are mentioning in the point what kind of people you need. Such a side, such experience, how smart you have to be, how much is better in length and width, how long duty ... And so on and so forth. Why is it "negotiable" when it comes to job advertising? Why can't you tell me beforehand? Make it clear in advance what kind of people you need so that no one knocks you unnecessarily. । If you don't say salary, applying there and appearing in person can also make no sense to anyone. After making so many arrangements, after being selected for the job, I may want to slap you on the cheek after hearing your proposed salary amount. Because you wasted my time by not mentioning the salary beforehand. So stop the hoax of "salary is negotiable" —— Just as you are mentioning what kind of people you need, make it clear how much you will pay the right employee. Beforehand. #job #jobless #vacancy #jobseeker

How to fill out your salary preferences on a job application💸💰💵 If it lets you type in anything you want: negotiable Let’s you type anything you want, but it has to be a number: $9999 ( this is obviously lower than what you’d want your salary to be, but not going to precent you from moving forward -insinuating more discussions to come Have to pick a salary range from a checkbox or a dropdown: put in the lowest salary it would take you to walk away from the job you already have or choose a range you would be content with Thoughts on this?

Why is it "negotiable" when it comes to salary? You are mentioning in the point what kind of people you need. Such a side, such experience, how smart you have to be, how much is better in length and width, how long duty ... And so on and so forth. Why is it "negotiable" when it comes to job advertising? Why can't you tell me beforehand? Make it clear in advance what kind of people you need so that no one knocks you unnecessarily. । If you don't say salary, applying there and appearing in person can also make no sense to anyone. After making so many arrangements, after being selected for the job, I may want to slap you on the cheek after hearing your proposed salary amount. Because you wasted my time by not mentioning the salary beforehand. So stop the hoax of "salary is negotiable" —— Just as you are mentioning what kind of people you need, make it clear how much you will pay the right employee. Beforehand. Collected 😃

What is your expected salary? In some cases how you answer this has little consequences, but it can have consequences for searching during unemployment if applying a discount helps shorten the search time. So in this scenario, at which point is it optimal to apply a discount salary offer where the short term costs of lost salary exceed the long term penalty in incremental salary while employed? This analysis simplifies the problem by only considering these two short term and long term costs, assuming simple models for the search and recovery functions, and holding many other parameters constant. Based on some assumptions about the search and recovery, such as of 3 years to recover the lower salary back to the original level and fixed 11% conversion of a callback to an offer, it could make sense to apply a modest salary discount of 7-10% when the current callback rate is low 2% and expected increase in callback rates from applying the discount is >+2%.  If however, the initial callback rates are still in modest range >15%, then it makes sense to hold out at current salary expectations or even seek a modest salary increment of +3-5%. see the reference page for the full analysis https://lnkd.in/gPgz9usx

Listing the salary in the job description(or at least a suggested pay range with a disclaimer that the provided salary is an estimate and is subject to change based on specific factors) saves time. It saves the employer from receiving and then having to filter through a plethora of applications from people who would have never applied because they would never accept the posted salary, and it saves the job seeker the time it takes to complete an application for a position that they would never apply for if they knew the salary was not acceptable to them. Please put the salary in the job description. You may be missing out on the ideal candidate due to a lack of transparency.

Agreed! In fact, this should be a requirement. It's a waste of time for all involved to not disclose this information upfront. If a company is confident about its compensation, they should post it. If they are excluding it, they should think about why - and then perhaps reevaluate their hiring and/or compensation practices.

Most recruiters do not mention salary budget in the job description for some common below reasons- 1. If the candidate's current salary is significantly less than the offered budget, they will start expecting a higher salary as per budget. 2. If their current employee with a lower salary gets to know about it, they could question the management about this. 3. If there are relevant candidates willing to apply, they may self-reject the JD if the mentioned salary is lower than their current. While all the above reasons could be beneficial from the recruiter POV, it is equally non-beneficial for an applicant. What simple solutions can be done for a win-win situation? 1. Mention budget in JDs with a note- "The budget is up to X amount, though a salary hike will depend upon the candidate's current salary OR based on their interview". 2. Keep the team members pre-informed about hiring, with the required experience, skill set, and current market trends. (It may not thoroughly satisfy the employee but chances employee may take it positively) 3. Mentioning salary budget may reduce the applicant count, but at the end recruiter will get the most relevant pool, and will save their time from cold calling. Have more points to add?