Would you hire someone and give a 60% salary jump
Discussion
Hi,
I was recently involved in playing a role in interviewing someone. The candidate has had a rocky career path/work experience in his few yrs of working. Despite this, his salary jump (our agency has asked about his existing salary) is just less than 60% (26k to 40k ballpark). My title was meant to stress that, while that's the expected salary jump, the candidate has a dodgy CV (gaps etc) but I could not fit this into the title.
Given someone who hasn't stayed in one job for a long time and has had a rocky career (though not all his fault, one of those jobs of many led to a redundancy), would you hire someone like this and honour a requested pay?
The other question is, to blag a higher salary, could candidates not just lie about their salary? Also, AFAIK asking about salary does not infringe on any HR laws (note I am in IT so just participating in technical interviews).
I was recently involved in playing a role in interviewing someone. The candidate has had a rocky career path/work experience in his few yrs of working. Despite this, his salary jump (our agency has asked about his existing salary) is just less than 60% (26k to 40k ballpark). My title was meant to stress that, while that's the expected salary jump, the candidate has a dodgy CV (gaps etc) but I could not fit this into the title.
Given someone who hasn't stayed in one job for a long time and has had a rocky career (though not all his fault, one of those jobs of many led to a redundancy), would you hire someone like this and honour a requested pay?
The other question is, to blag a higher salary, could candidates not just lie about their salary? Also, AFAIK asking about salary does not infringe on any HR laws (note I am in IT so just participating in technical interviews).
What is the candidates actual expectation?
There is little point debating the merit of a salary increase if the candidate won't accept your offer!
If you think they would be agreeable at a lower rate than your max budget then make that offer. If there is merit in a review after a probationary period with targets then go with that.
There is little point debating the merit of a salary increase if the candidate won't accept your offer!
If you think they would be agreeable at a lower rate than your max budget then make that offer. If there is merit in a review after a probationary period with targets then go with that.
Salary increases as you've described are not usually a source of concern for an organisation that has advertised a role at a fixed salary. Of greater concern is whether the candidate can do the role advertised and add early value. If the selection process is robust then I'd have confidence in the candidate. If a CV does not add up however and neither the interview or references can placate me then I'd follow my instinct.
Mattt said:
Does serial redundancy not ring alarm bells?
Yes it could be a case of serial misfortune, but if they've been continually judged to be the weakest link...
Before I went contracting I was made redundant twice and jumped from another position a month before the place shut down within the space of three years. It happens through downturns and it's usually easier to get rid of someone that's recently started.Yes it could be a case of serial misfortune, but if they've been continually judged to be the weakest link...
my 2 pence is that no one is going to be overly happy with 26k with bills ect to pay so that would explain the history to me
ive found it easier in the past to move companies to get the money i want rather than wait for the payrise thats never going to happen
if the guy can do the job give him a chance, didnt you ever just need a break from a potential employer?
ive found it easier in the past to move companies to get the money i want rather than wait for the payrise thats never going to happen
if the guy can do the job give him a chance, didnt you ever just need a break from a potential employer?
chalkey said:
my 2 pence is that no one is going to be overly happy with 26k with bills ect to pay so that would explain the history to me
pretty much the average UK salaryhttp://www.bbc.co.uk/news/business-20442666
limpsfield said:
Average UK salary isn't really relevant.What a previous employer was willing to pay has very little to do with my consideration of any candidate presented to me.
Previous employers may have been under-paying or over-paying I have no way to know.
All that matters is can they do the job i'm advertising and are they willing to work for what i'm offering?
If the answers to both of those are yes then why does it bother me if they've been earning £2.50 an hour or £250,000 a year previously.
Previous employers may have been under-paying or over-paying I have no way to know.
All that matters is can they do the job i'm advertising and are they willing to work for what i'm offering?
If the answers to both of those are yes then why does it bother me if they've been earning £2.50 an hour or £250,000 a year previously.
CaptainSlow said:
limpsfield said:
Average UK salary isn't really relevant.Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff