As an internal recruiter (non-agency) or hiring manager, do you ask about a candidate's salary expectations on a first interview and will you reveal the salary range for your open position if asked by the candidate?
Answers (24)
Janice L
Staffing Consultant / Prospect Researcher / Talent Acquisition; Twitter: JLitvin
Yes, I ask a candidate their current salary at the end of the 1st phone screen or face-to-face interview. Sometimes I acknowledge that it is difficult to discuss salary so early on, but that it is important to make sure they are in the range. And, no I do not reveal the range.
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Thanks.
Janice Litvin
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I think this is a question which should be reserved for final interview because the first interview is just an introductory interview. Salary is something which comes at a time when the employee and the employer have decided that they are ready to work with one another.
Even if the interviewee asks for the salary range we will not reveal and wait for the appropriate time when he/she clears the intitial screening stage.
Yes, as an internal recruiter or hiring manager, I would ask about salary expectations on the first interview. Well prepared candidates would give you a salary range so you can see if you are in ballpark.
No I would not reveal my salary range to the candidate. You may put off a really good person who you might be prepared to pay more for once you have more information.
The important thing is not to talk about a salary figure at this time. It is too early and limiting to both sides. Discuss a range or level.
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Yes as an interviewer,we discuss the candidate's salary expectation in the first level only,coz wot if he does not comes in our salary band its useless to take the case forward.As regards us revealing the salary range,we dont disclose till the time the candidate is through with all the rounds.
Certainly it's important to ascertain that both parties are thinking along the same lines, especially if company policy dictates that salary levels or grades are not publicised externally.
No, Internal Hiring Manager should not ask salary expectation on the first interview,But Hiring manager should understand his/her expectation(all aspects) .
Better should not disclose the salary range also, if candidate is good enough for the position and based on the interview rounds the resources manager can disclose with the candidate .
Personally I would ask during the initial conversation, before the first interview even - if the candidates expectations are well out of your range, there would be little point even interviewing them face - face. but as has been said I would not personally reveal the salary range.
Lata S suggests these experts on this topic:
Hi Barbara,
I think it is generally accepted that interview 'etiquette' dictates that renumeration packages are discussed at the 2nd interview stage.
If a candidate is genuinely interested in the role then the first interniew should be regarded as a fact finding mission. Whilst I don't mind candidates asking the salary 'boundries' I would never commit to an actual figure but give a very wide ball park figure.
If a candidate was so driven to want to know exact pounds, pence and all the other elements to the package I would question the motivations for wanting the role.
Also my experience is that the internal recruiter is rarely the final decision maker and does not have the remit to negociate salary anyway.
regards
Simon
James R
Recruitment Manager at e-Dialog
Best Answers in: Staffing and Recruiting (4), Internationalization and Localization (1)
Always at first telephone interview: what is the point in wasting mine and my line managers' time through the interview process if the candidates expectations and ours do not align?
I prefer to get things out in the open, ask what the candidates' salary expectations are, and agree what salary they will be assessed on throughout the rest of the process.
A good internal recruiter will know how much "wiggle room" there is in the salary bandings and can take this into consideration.
Offering or discussing candidates' salary at the last minute when expectations have not been managed can lead to the loss of a fantastic candidate, disappointment and resentment on the hands of both parties and a networker out in the real world with a poor opinion of your recruitment process.
Jeff L
HR Director
Best Answers in: Compensation and Benefits (2), Personnel Policies (1), Staffing and Recruiting (1)
Absolutely! Why waste any time with candidates with excessive compensation expectations?
Yes, I'll ask in the first interview and try to furnish as much details I can to the candidate regarding the job.
Hema I
Manager HR - C&B at HDFC Standard Life Insurance
Best Answers in: Staffing and Recruiting (1)
Yes. It definitely makes sense to ask a candidate about salary expectations in the first interview itself. No point in wasting anyone's time. Sometimes I have even asked if they would take up the offer (if offered) even if the salary were not upto their expectations.
This would give you an idea whether the candidate fits into your salary range. Also, at a later stage depending on how the further interviews progress, you might want to make an exception for a deserving person.
And no, we do not discuss the company's salary range with the candidate, however it would help to set expectations with the candidate if you can give him/her a ballpark figure. After all, even the candidate needs to decide whether or not to pursue the opportunity!
Don U
Talent Acquisition Specialist at McKesson Automation Inc. and McKesson Extended Care Solutions Group (Homecare)
Yes. I ask during pre-screening. My best practice is to introduce my company, understand what contributions the candidate can make to the organization and then discuss salary. If you are not at liberty to discuss the organization's exact salary structure, I address this with the candidate and inform them that our compensation range is commensurate to what they are looking for, or the compensation range is commensurate to what they are currently making and not what they are looking for or the comp range is not commensurate to their current salary or expectations. Then if you do not have anything else, encourage them to pursue other positions within your company that would be more competitive to what they are seeking.
Even though you are not providing them with the actual salary structure, you still build trust with the candidate by helping them understand your position and where their skills could add more value and be compensated appropriately.
Patrick !
Resource- & Talent Manager - 100% native network, TopLinked + HET Werkondernemerschap - I accept invitations!
A recent investingation showed that in avarage organisations take 32 days to deside to hire the candidate or not (The Netherlands). Candidates like to see the whole picture in 23 days to make the final descision. So do not talk about details untill the candidate has reasons to make the jump towards a new future!
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Clarification added September 3, 2008:
And for sure: Asking details as the candidate's salary expectations on a first interview is normal!
After describing the entire Company & Job profile, I do take an initial interview, telephonic generally, & candidate’s current salary & expectations is always a part of the interview b’coz it gives me a fair idea whether the expectations matches to the salary bracket of my client or not. It is very time & cost saving.
Anisha B
HR professional with exp in Corporate as well as Consulting, happy to connect <anisha.bansal1@gmail.com>
I would generally prefer to avoid asking expectations on the first interaction, though I would take complete detail of the current compensation and the expected growth within the same organisation... as i believe asking expectations may put the candidate in a bit of an uncomfortable spot... however, if things move ahead, and when i am calling up the candidate for the purpose of scheduling second round of interaction, that is the time I consider ideal for the purpose, as it is relatively casual setting and by then, candidate knows we are positive, while at the same time, if the expectations happen to be unrealistic, we might still have the option of not fixing up the second round!!
Regarding our own salary range, i would never reveal it, not even in later rounds. its best to be non-commital about it and i completely endorse what Tom Vovers has to say on this, about putting off a really good candidate.
I would prefer to never reveal it during the entire process, however, in rare cases, where situation demands, and comfort level exists, we might discuss the range to explain to the candidate our limitations.
Its vital to ask this in the first instance. It's out job to identify possible problems straight instead of during the process as you will look completely stupid infront of a client if you get to 1st, 2nd or final with a candidate that is way to expensive for them. In my eyes everything should be covered straight at at even pre screen stage, then expectations can be met by candidate and client throughout the rest of the process
Manish M
Think Recruitments....
Best Answers in: Compensation and Benefits (1), Staffing and Recruiting (1)
As an internal recruiter, I used to discuss the salary part towards the later stages of screening and meetings....Asking the expectations in the very beginning gives a wrong information in either ways : Either he starts to feel strongly about the success in the interview OR ELSE if he is not through, he blames it on the poor paying capacity of the organization......Also bringing the monetary expectations in picture influence the employer's decision / assessment.....I strongly believe that the money part should be the dessert and not the apetiser or the main coarse.....
Rajeev Ranjan R
Relationship Manager - looking after Account Management in FMCG, Manufacturing, Auto, Engineering & Telecom domain
Its depend upon the candidate's as well as level of the requirements. If we are working for top management level then definitely you have to check with candidate as per your client's compensation bracket. In case if you are working for junior and middle level requirements for different industry then almost we can talk to candidates and first of all we have to judge whether this profile is able to fulfill our clients needs or not, after that we can ask for salary and other part.
Its my own way of working that I would like to know the suitability of the candidate first then we can discuss about salary.
Thanks
Ravindra Kumar
Bill H
Sales Manager at The Venetian
Best Answers in: Job Search (3), Using LinkedIn (3), Staffing and Recruiting (2), Mentoring (1), Government Policy (1), Employment and Labor Law (1), Lead Generation (1), Ethics (1)
This is one of those questions where you can ask six people and get six different answers. I think that alot will depend on the level of the position. If you have a good online application system as we do, regardless of the level, that information will be availabel before you even talk to a potential candidate. In my experience, I will not ask about compensation when dealing with Director level and above, but at the Manager level and below, in most cases, a company's flexibility may be a bit narrowed and so I will want to find out where a candidate is before wasting a hiring manager's time. I have also found that most hiring managers regarding Director level and above have preferred asking that question during their phase of the interview process to better gauge if it is a budget fit after making sure that the person is at least a fit regarding skill set, competencies as well as a cultural fit.
I will ask salary expectations on the first interview but will not reveal our salary range. I will say : good, your salary expectation is within our range or your salary expectation is a little bit/ a lot above our max salary , are you still interrested to apply for this position.
Clarification added September 5, 2008:
I recruit only for Manager level and under
Yes, during the 1st interview I ask "what are they currently making." The majority of the candidates will share that information with me. Which is great, because it helps me with my salary decision, if I'm interested in making them an offer.
I think that their current salary is of no interest. Forme it is important to set the right expectation with the applicant, so I will inquire what the expectation is when setting up the first meeting. If outside limits (high and low) I will termintate the process right then.
