Salary matching - proof?
Discussion
janesmith1950 said:
Is the role of sufficient value to you at the top end and is the candidate of the calibre to justify the cost?
And to add... if you don't trust them at this early stage, you shouldn't dream of hiring them.
We’ve kissed a lot of frogs, it’s not the ££ it’s the ability I am using their ££ as proof they must be pretty decent. And to add... if you don't trust them at this early stage, you shouldn't dream of hiring them.
We haven’t mentioned salary in the job as the person we want is invaluable we would pay them (within reason) anything but we’re getting a lot of tyre kickers.
Interviews next week ......
DSLiverpool said:
janesmith1950 said:
Is the role of sufficient value to you at the top end and is the candidate of the calibre to justify the cost?
And to add... if you don't trust them at this early stage, you shouldn't dream of hiring them.
We’ve kissed a lot of frogs, it’s not the ££ it’s the ability I am using their ££ as proof they must be pretty decent. And to add... if you don't trust them at this early stage, you shouldn't dream of hiring them.
We haven’t mentioned salary in the job as the person we want is invaluable we would pay them (within reason) anything but we’re getting a lot of tyre kickers.
Interviews next week ......
for the same money they could just stay were they are.. far less effort
People seem to be missing the point. The OP said that a candidate told them what their current salary was and wanted the OP’s company to match it. The OP is asking if there’s any way to find out if the candidate is being honest with their current salary.
All this guff about offering what they think the candidate is worth etc etc is irrelevent because that’s not what the OP was asking.
All this guff about offering what they think the candidate is worth etc etc is irrelevent because that’s not what the OP was asking.
DSLiverpool said:
We’ve kissed a lot of frogs, it’s not the ££ it’s the ability I am using their ££ as proof they must be pretty decent.
We haven’t mentioned salary in the job as the person we want is invaluable we would pay them (within reason) anything but we’re getting a lot of tyre kickers.
Interviews next week ......
As someone who is in demand in their chosen field, I don't entertain roles where no salary (or rate in my case) is specified. My assumption would be they know it's too little and that they believe they can somehow convince someone talented that working at their amazing company is worth more than mere money.We haven’t mentioned salary in the job as the person we want is invaluable we would pay them (within reason) anything but we’re getting a lot of tyre kickers.
Interviews next week ......
In your shoes I would advertise two roles, a senior role at appropriate remuneration (and put it on the advert), and a more junior role. Interview as two separate roles and make your decision.
Edited by zippy3x on Saturday 17th February 12:50
Antony Moxey said:
People seem to be missing the point. The OP said that a candidate told them what their current salary was and wanted the OP’s company to match it. The OP is asking if there’s any way to find out if the candidate is being honest with their current salary.
All this guff about offering what they think the candidate is worth etc etc is irrelevent because that’s not what the OP was asking.
It's the candidate's current salary that's the red herring. For any job the salary offered will be designed to combine value and affordability whilst still attracting the right level of candidate.All this guff about offering what they think the candidate is worth etc etc is irrelevent because that’s not what the OP was asking.
If the candidate's skills, experience and personality match what the employer is looking for, their previous/current earnings don't matter- you'll hire them at a rate you agree between you.
The OP is saying he doesn't trust the candidate and is using previous salary as a way of checking if he's being lied to.
I own a large percentage of the company I run, meaning when I sell it I will achieve a decent pay day. On this basis I charge the company less for my services than I would were I just an employee. If I ever hit the job market in future, I will base the salary I want on my value, not what I earned at my previous company, for example.
janesmith1950 said:
Antony Moxey said:
People seem to be missing the point. The OP said that a candidate told them what their current salary was and wanted the OP’s company to match it. The OP is asking if there’s any way to find out if the candidate is being honest with their current salary.
All this guff about offering what they think the candidate is worth etc etc is irrelevent because that’s not what the OP was asking.
It's the candidate's current salary that's the red herring. For any job the salary offered will be designed to combine value and affordability whilst still attracting the right level of candidate.All this guff about offering what they think the candidate is worth etc etc is irrelevent because that’s not what the OP was asking.
If the candidate's skills, experience and personality match what the employer is looking for, their previous/current earnings don't matter- you'll hire them at a rate you agree between you.
The OP is saying he doesn't trust the candidate and is using previous salary as a way of checking if he's being lied to.
I own a large percentage of the company I run, meaning when I sell it I will achieve a decent pay day. On this basis I charge the company less for my services than I would were I just an employee. If I ever hit the job market in future, I will base the salary I want on my value, not what I earned at my previous company, for example.
Yes, but the point is irrelevant. As an employer you're either willing to pay them what they ask for or you're not. If you're only going to offer them X on the basis they earned the same or more in their previous employment, you're looking at it wrong.
If you're only interested because you want to know if they're honest, then you're testing their honesty. If your position from the outset is that you don't believe or trust them, walk away, you're talking to the wrong person.
If you're only interested because you want to know if they're honest, then you're testing their honesty. If your position from the outset is that you don't believe or trust them, walk away, you're talking to the wrong person.
DSLiverpool said:
We're interviewing for a PR / marketing person and we ask applicants to advise salary expectation however one person has said they earn x which is at the very top end and wants us to match it - trouble is I don't believe them.
What's protocol? Can I ask for proof? Seems odd
If they don't want an improvement on their current salary they're probably sWhat's protocol? Can I ask for proof? Seems odd
t. BJG1 said:
DSLiverpool said:
We're interviewing for a PR / marketing person and we ask applicants to advise salary expectation however one person has said they earn x which is at the very top end and wants us to match it - trouble is I don't believe them.
What's protocol? Can I ask for proof? Seems odd
If they don't want an improvement on their current salary they're probably sWhat's protocol? Can I ask for proof? Seems odd
t. DSLiverpool said:
They have a horrible commute, stuffy rigid employer, unhappy in the job - this candidate is really great but about 25% more than our highest advised salary for the role hence my query.
Fair enough, if I were them I'd tell you to get stuffed if you asked for proof of my current salary. If you think they're good enough, hire them, if they turned out not to be that's what probation periods are for. Obviously from your perspective there's no harm in asking but don't feel like you're entitled to a positive response.Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff