A few thoughts on salary…

As an experienced recruiter, this is a key subject of discussion both with clients seeking to hire and with aspiring candidates seeking a fresh challenge.

These are my main thoughts:

What a person is paid does not define their worth; the figure is what they accepted at the time and what the company felt was appropriate.

Sometimes the longer someone stays in an organisation the less they are paid in comparison to the market.

Candidates can’t always get a payrise every time they move jobs. Life is not linear and every organisation has different challenges and boundaries on that front. Candidates must make decisions based on their future worth if they take a role. In other words: “Will this new role ultimately increase my worth and potential earnings in the job market rather than purely what can I take home today?”

Hiring managers must work hard to listen to feedback on their overall package and work hard to offer pay that reflects the role they are asking someone to do. They shouldn’t base their offer on what a candidate is currently paid.

When a hiring manager is faced with the difficult decision and dilemma as to whether they can raise an offer, it’s worth considering the candidate’s value to the business and the cost of getting it wrong.

The salary negotiation is part of the hiring process and whether we like it or not, it influences how the client and candidate view each other. It’s a delicate balance but the best way to go into it is for both sides to play fair.

As an experienced recruiter these are the key points of discussion I find myself having regularly. Clearly it is complex and it is my job to support both parties to navigate and find a way through.