If you’ve ever been a candidate applying for a new job or been a client recruiting for a role then chances are you’ve had to have the conversation of salary expectations.
There’s nothing worse than getting all the way through a recruitment process for it to all fall apart at the offer stage because you are both on different pages with salary expectations.
Here are my top tips to help you manage salary expectations throughout the recruitment process
Manage expectations; Candidates be aware, if an advert says ‘up to £30k’ then an offer could be anywhere below that however, companies also need to be mindful that candidates could equally think they might be guaranteed the top end.
Do your research; be aware of market rates and where you sit in the market place. As a candidate your salary expectations could be unrealistic and as a client you might be paying well below your competitors. Ashley Kate HR can provide you with an updated salary guide to support you with this.
Think about the complete package! Don’t rule out a role/candidate based on salary alone. The complete package can mean so much more. Candidates move for many more reasons than just money. Think about the work/life balance, the progression, the bonus/pension/car allowance, the travel. All will make a difference.
Choose your moment! Talking money can be an uncomfortable conversation so choose the appropriate moment to do this. If you are working with a reputable consultancy then they can facilitate these conversations behind the scenes but if it’s a direct process then it is not necessary to have the conversation at the first interview stage as it can create a superficial image.
I feel this is a conversation best initiated by the client towards the end of that second stage interview when they are drawing their thoughts to a positive conclusion.
As a candidate being asked that question, be open and honest but make sure you also take the opportunity to ask about all the other additional benefits, progression opportunities and future salary reviews.