Trust In SODA’s Post

I've seen a lot of debate recently between recruiters and candidates on whether you should or should not disclose your current salary when speaking with a recruiter.   It's a question I ask on every call with a job seeker. Knowing your current salary, or daily/hourly rate, allows me to consult on expectations in the current market. Additionally, I can advise on how you compare to others for similar roles. I appreciate many don't feel comfortable in disclosing this information, but I'd be very interested to hear your reasons why.   Let me know your thoughts, for or against, in the comments ⬇ Or, drop me a note if you'd like a confidential chat: 📧 harvey@talenza.com.au   PS. If you're thinking of going to market either side of the holidays, reach out for market rates across tech and projects 🎅 Talenza #salarynegotiation | #careers | #recruitment

"Recruitment Transparency: Let's Break the Ice! Have you ever wondered why recruiters ask candidates about their current salary and notice period, despite having a predetermined budget and knowing the joining timeline? It's time to challenge the status quo! Asking about current salary often leads to a raise based on that figure, rather than the market value of the role. This approach undervalues the candidate's worth and limits their earning potential. Similarly, inquiring about notice period when the recruiter already knows the joining timeline is unnecessary. It's like asking a question with a predetermined answer! Let's advocate for transparency and fairness in recruitment. Let's discuss the budget and market value of the role upfront, and focus on finding the best talent rather than trying to save a buck. Share your thoughts: How can we promote more openness and honesty in the recruitment process? #RecruitmentTransparency #FairnessInHiring #MarketValue #TalentOverBudget #HonestyInRecruitment"

I was just browsing through job opportunities on LinkedIn and noticed that the majority of job postings had no mention of compensation or any salary range at all. It's heartbreaking for candidates to go through such lengthy and resource-draining recruitment processes only to find out that the salary bracket is 20 to 30k PKR. It's high time for job posters, hiring managers, and recruiters to add compensation range for the role as well. Times are tough already for everyone, don't make it tougher. It will save time and resources on both ends! I would like to hand it to my current company Edge and my last employer Motive for such transparency during the hiring process. Any company that aims to compete with the best should follow the best practices themselves and set an example for the rest. #hiringprocess #jobseekers #recruitment

Recruiters and job posters, take note! Job seekers are asking for transparency when it comes to salaries in job descriptions. It's frustrating to come across a job title that doesn't match the salary. Including the salary range in the job description not only helps job seekers decide whether to apply, but also if the pay aligns with their expectations. Let's work together to make the job search process more transparent and efficient for all parties involved. #jobsearch #recruiting #transparency

One question to all the HRs and recruiters out there: Why don't you consider skills while hiring? Your only question is: What is your experience, and what is your current salary? You ask for an expected salary, but if it does not fit in your budget, you just cut the call or do not revert back. Candidates should be hired on the basis of their skills. One candidate with multiple skills and good knowledge but with less experience is better than the candidate who has been practicing the same things for many years. Agree? Thanks #hr #recruiter #hiring #candidate

"Attention HR's! As job seekers, we've all been there - excited about a job opportunity, only to find out later that the salary range doesn't meet our expectations. It's frustrating and a waste of time for both parties involved. That's why we're urging you to include salary ranges in job descriptions! It's a simple yet effective way to manage expectations and streamline the recruitment process. By sharing salary ranges upfront, you can: - Attract the right candidates who are willing and able to work within the given range - Reduce the risk of wasting time and resources on interviews and negotiations - Build trust and transparency with potential employees - Enhance your company's reputation as an employer of choice Let's make the recruitment process more efficient and respectful of everyone's time. Include salary ranges in job descriptions and let's move forward! #SalaryTransparency #JobSearch #RecruitmentProcess #HRBestPractices" Feel free to share and tag HR's and recruiters in your network!

Dear Recruiters, It's a new year, so let's make a new commitment. Share the salary information in the job posting! A candidate shouldn't have to go through 3 rounds of conversations only to find out that your job is paying LESS than what they currently make. #salary #jobseekers #jobpostings #recruiting #humanresources #nextlevelcareercoach 

As a recruiter, it is important to be honest about your salary when applying for jobs. This helps employers have an accurate understanding of your expectations and can save time for both parties in the recruitment process. Being open and honest about your salary not only helps employers understand what you're looking for, but also helps them understand the value you bring to the role. By making sure your expectations are clear and that you're up front about them, you'll avoid any potential disappointments further down the line. In addition, being honest about your salary can help you to avoid any awkward conversations when negotiation time comes around. By being clear upfront, you'll be able to focus on the other aspects of the job, such as career development opportunities and the company culture. The recruitment process can be a daunting experience, and a lack of clarity about salary expectations can make it even more challenging. With this in mind, it is important to be honest about your salary expectations to ensure the process is as smooth as possible. #honest #salary #recruiting #transparency #hiring

To all IT talent acquisition professionals/companies. When you ask for the desired salary, and the person replies, "what's your range", one thing is already wrong and is making us both lose time. You did not disclose the salary range. which made that person apply, and, when expectations aren't met, both lose time. Second, don't be shady and say that the range is not yet defined. You, or your client, have a goal number of what you are willing to pay, and, a number which you, or your client, will never be able, or have a desire, to meet. A range! If you're trying to avoid people asking for the max on the range, that's what interviews are for, to set the candidate, within the available range. Stop wasting us all valuable time. So, if you can't, or don't want to set the range on the job posting, at least be transparent when you're asked for that range.