{"id":1257,"date":"2023-10-16T14:55:01","date_gmt":"2023-10-16T14:55:01","guid":{"rendered":"https:\/\/irenemolins.local\/?p=1257"},"modified":"2023-10-24T15:50:22","modified_gmt":"2023-10-24T15:50:22","slug":"the-two-sides-of-recruitment-series-bringing-transparency-to-salary-negotiations-in-recruitment","status":"publish","type":"post","link":"https:\/\/irenemolins.local\/the-two-sides-of-recruitment-series-bringing-transparency-to-salary-negotiations-in-recruitment\/","title":{"rendered":"The Two Sides of Recruitment Series: Bringing Transparency to Salary Negotiations in Recruitment"},"content":{"rendered":"\n

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#CandidateChronicles<\/strong><\/p>\n\n\n\n

Throughout my career, all the positions I’ve secured came through actively applying and going through the recruitment process. Although I can’t recall the exact dynamics of my salary negotiations in Barcelona, I remember how challenging it was, considering the low salary benchmarks they have. Earlier in my career, I often accepted offered salaries without negotiation. And when I tried to negotiate with them, I was turned away. Maybe I was younger and not yet confident enough to showcase the value I brought.<\/p>\n\n\n\n

When I transitioned to Berlin, I began to highlight my professional worth and engage in salary negotiations. (There’s so much to share on the topic of navigating these conversations and understanding your market value\u2014perhaps enough for another article). Typically, companies inquire about your salary expectations and will let you know if your range aligns with theirs.<\/p>\n\n\n\n

A particular experience stands out from last year: I interviewed for a promising position. The team was dynamic, the product compelling, and I resonated with the CEO’s vision on People Strategies. Early on, I was asked for my salary expectations and I honestly shared them. They didn’t mention it again. After several rounds of in-depth interviews and even a visit to their headquarters in another German city, their offer fell short by 40k. I was really surprised, I needed quite a lot of thinking, and after several negotiations, we managed to bridge this gap slightly. The experience left me discouraged and way less enthusiastic about the opportunity as I was when I started the process.<\/p>\n\n\n\n

#PeopleFirstDiaries<\/strong><\/p>\n\n\n\n

Understanding the question, “What are your salary expectations for this position?” is vital. As a Talent Acquisition myself and leading a TA team later on, I can say that this query isn’t just a routine step; it’s a tool to gauge alignment between a candidate’s value perception and the company’s budget.<\/p>\n\n\n\n

Sometimes, the hiring process may commence without a fixed salary range (not ideal), but a seasoned recruiter can still identify if a candidate’s expectations far exceed the budget. Sometimes, you even need to adapt your salary range because you are out of the market (this always depends on your salary strategy<\/strong>) You can use free tools like Glassdoor<\/a> or Payscale<\/a> (slowly with European data but pretty accurate for the US) or paying ones, like Figures<\/a> for getting a salary benchmark in your region.<\/strong><\/p>\n\n\n\n

I am 100% inclined to give transparency with the salary range. If candidates are expected to be forthright about their salary aspirations, employers should reciprocate by sharing their proposed range. Joining a company that evades transparent conversations right from the beginning can be a red flag about its internal culture. This lack of clarity not only demotivates potential hires but also sets a negative precedent for their future interactions within the organization.<\/p>\n\n\n\n

Here are a few guiding principles I’ve always upheld:<\/p>\n\n\n\n