Hi there,
I am taking care of the Recruitments in the HR deptt. I really feel that when I ask the expected Salary from the Candidates during the Interview, I don't get the satisfactory answer.
Either they say that it is Negotiable or will ask for 30-40% hike in current salary.
Since Salary is one of the important components while recruiting new employees hence please help.
* Is 30-40% hike in salary, during change of Job is a trend.
* How to deal with candidates who say that Salary is Negotiable.
* Is negotiating on salary good, and will this Negotiation help in retaining them for long.
Jyotsna
From India, Delhi
1I am taking care of the Recruitments in the HR deptt. I really feel that when I ask the expected Salary from the Candidates during the Interview, I don't get the satisfactory answer.
Either they say that it is Negotiable or will ask for 30-40% hike in current salary.
Since Salary is one of the important components while recruiting new employees hence please help.
* Is 30-40% hike in salary, during change of Job is a trend.
* How to deal with candidates who say that Salary is Negotiable.
* Is negotiating on salary good, and will this Negotiation help in retaining them for long.
Jyotsna
From India, Delhi
I am working in a Pharmaceutical Company. We generally need Medical Representatives. Jyotsna
From India, Delhi
From India, Delhi
Hi Jyotsana,
Myself Amit Seth basically from Lucknow but presently working with an iT company at Ahmedabad.
I think its a problem that we all do face while recruitment.
In my view apart from salary expectation you must test some dedication level, commitment level, Attitude towards the Future and other test of the candidate, it will help to retain the employees.
Yes it is generally in practice that normally person asks for 30-40% hike to switch.. another company.
If anybody says that salary is negotiable then concentrate more to ask why do you want to leave your previous employment and why you want to join here.. it will clear your query whether he is capable or not..??
Hmm i don't think so. because he may leave the organisation if he gets better hike.. so apart from salary negotiation do some other tests too as specified above..
Because recruitment is not a tough Job but retaining people is a tough one exercise..
Regards,
Amit Seth.
From India, Ahmadabad
Myself Amit Seth basically from Lucknow but presently working with an iT company at Ahmedabad.
I think its a problem that we all do face while recruitment.
In my view apart from salary expectation you must test some dedication level, commitment level, Attitude towards the Future and other test of the candidate, it will help to retain the employees.
Yes it is generally in practice that normally person asks for 30-40% hike to switch.. another company.
If anybody says that salary is negotiable then concentrate more to ask why do you want to leave your previous employment and why you want to join here.. it will clear your query whether he is capable or not..??
Hmm i don't think so. because he may leave the organisation if he gets better hike.. so apart from salary negotiation do some other tests too as specified above..
Because recruitment is not a tough Job but retaining people is a tough one exercise..
Regards,
Amit Seth.
From India, Ahmadabad
Thanks a lot Amit,
Your reply is of great help. I will try to keep these things in mind during an interview.
I also totally agree that Recruiting is not such a great problem however retaining is a problem.
Thanks
Jyotsna
From India, Delhi
Your reply is of great help. I will try to keep these things in mind during an interview.
I also totally agree that Recruiting is not such a great problem however retaining is a problem.
Thanks
Jyotsna
From India, Delhi
Hi,
If the candidate says it is negotiable, we have had success by asking for a range. We explain to them that we need this information to take the candidature forward. Candidates expect 10-30% hike in salaries, depending on the time of last increment.
When we decide to pay, we look at, among other things:
1. Total experience, quality(depth, cross functional exposure, international exposure, autonomy in complex decision making, etc) and quantity (number of years of experience).
2. Annual multiple for our industry. For example, in our industry, median salary for people with more than five years of experience is INR 125,000 for every year of experience. (5 years experience: 6.25 lacs)
3. Rarity of skill set. rare skills command a premium.
4. Internal pay parity. we can not destabilize our complete system to accommodate one person. No one is that important.
I hope this answers some of the questions you had. I will be happy to answer any further questions you may have on this.
If the candidate says it is negotiable, we have had success by asking for a range. We explain to them that we need this information to take the candidature forward. Candidates expect 10-30% hike in salaries, depending on the time of last increment.
When we decide to pay, we look at, among other things:
1. Total experience, quality(depth, cross functional exposure, international exposure, autonomy in complex decision making, etc) and quantity (number of years of experience).
2. Annual multiple for our industry. For example, in our industry, median salary for people with more than five years of experience is INR 125,000 for every year of experience. (5 years experience: 6.25 lacs)
3. Rarity of skill set. rare skills command a premium.
4. Internal pay parity. we can not destabilize our complete system to accommodate one person. No one is that important.
I hope this answers some of the questions you had. I will be happy to answer any further questions you may have on this.
Dear Pancham,
I really feel that your reply was apt. It will surely help in shortlisting candidates.
I have not understood the following point:
Annual multiple for our industry. For example, in our industry, median salary for people with more than five years of experience is INR 125,000 for every year of experience. (5 years experience: 6.25 lacs) :(
Please explain.
Waiting for your reply.
Jyotsna
From India, Delhi
I really feel that your reply was apt. It will surely help in shortlisting candidates.
I have not understood the following point:
Annual multiple for our industry. For example, in our industry, median salary for people with more than five years of experience is INR 125,000 for every year of experience. (5 years experience: 6.25 lacs) :(
Please explain.
Waiting for your reply.
Jyotsna
From India, Delhi
HI JYOTSANA,
IT IS VERY HARD WHEN WE ASKED THE EXACT EXPECTED SALARY DURING THE INTERVIEW ,BUT U WILL VREY EASY WHEN U WILL ANALYSE ALL THIS THINGS,
PAST EXPERIENCE, AND SALARY.
ASK HE/SHE IS GETTING CTC OR GROSS
STUDY THE RESUME IN DEEPLY THAT HE/SHE ONLY PREFERING THE MONEY OR WORKING CULTURE , OR JOB PROFILE.
WE CAN NEGOTIATE WITH HIM/HER ON THE OTHER PERKS WHICH WE ARE GIVING .
WHEN HE SWITCH THE OTHER COMPANY HOW MUCH AMT. HE/SHE TOOK IN TERMS OF INCREASE .
WE SHOULD INTRODUCED TO HIM /HER OUR SALARY STATUS IT MEANS THIS POSITION , THIS EXPERINCE , WE CAN GIVE U .
IN NEGOTIATION CASE OUR POINT WILL BE STORNG ON ALL THE ABOVE POINT.
From India, Delhi
IT IS VERY HARD WHEN WE ASKED THE EXACT EXPECTED SALARY DURING THE INTERVIEW ,BUT U WILL VREY EASY WHEN U WILL ANALYSE ALL THIS THINGS,
PAST EXPERIENCE, AND SALARY.
ASK HE/SHE IS GETTING CTC OR GROSS
STUDY THE RESUME IN DEEPLY THAT HE/SHE ONLY PREFERING THE MONEY OR WORKING CULTURE , OR JOB PROFILE.
WE CAN NEGOTIATE WITH HIM/HER ON THE OTHER PERKS WHICH WE ARE GIVING .
WHEN HE SWITCH THE OTHER COMPANY HOW MUCH AMT. HE/SHE TOOK IN TERMS OF INCREASE .
WE SHOULD INTRODUCED TO HIM /HER OUR SALARY STATUS IT MEANS THIS POSITION , THIS EXPERINCE , WE CAN GIVE U .
IN NEGOTIATION CASE OUR POINT WILL BE STORNG ON ALL THE ABOVE POINT.
From India, Delhi
Hi,
May be every recruiter faces this kind of problem. first just look at your internal company and see how is the situation i.e., if you take your company in to three level junior, middle and senior management, in each level what grades are there.. for each grade try to know the salary band width available. Then you may get some fair idea. About the present trend inside the company..
Then, you recruit for a particular post, you may know what is the salary level you can fix in.
for eg. if an executive HR in the company getting some were around 2.4 to 3.0 lakhs then in and around this if you can able to give a rise then it can help you to stablise the internal system.
Normally this percentage increase is always negoiation game or say staisfaction game. if a person is thinking for a 10% hike and if you can give 20% itself.. then may be giving him 12% hike itself can give greater stasifcation level. but when the reverse happen that expectation is 20% and you stand at 10% it can create a problems.
So it is the experience which can help you to judge the percentage well.
regards
From India, Vadodara
May be every recruiter faces this kind of problem. first just look at your internal company and see how is the situation i.e., if you take your company in to three level junior, middle and senior management, in each level what grades are there.. for each grade try to know the salary band width available. Then you may get some fair idea. About the present trend inside the company..
Then, you recruit for a particular post, you may know what is the salary level you can fix in.
for eg. if an executive HR in the company getting some were around 2.4 to 3.0 lakhs then in and around this if you can able to give a rise then it can help you to stablise the internal system.
Normally this percentage increase is always negoiation game or say staisfaction game. if a person is thinking for a 10% hike and if you can give 20% itself.. then may be giving him 12% hike itself can give greater stasifcation level. but when the reverse happen that expectation is 20% and you stand at 10% it can create a problems.
So it is the experience which can help you to judge the percentage well.
regards
From India, Vadodara
Hi Vikrant/Srinivasan/Pancham/Amit/all,
Thanks for your suggestion.
Can you all please answer one more thing...
Is it okay if we tell the candidate, Salary package which we are offering before hand cos many people told me not to tell our salary package in the beginning..
When I post jobs on Naukri.com then too I hide salary details..I have seen that many postings on website hide the salary details...
What would you suggest.
Jyotsna
From India, Delhi
Thanks for your suggestion.
Can you all please answer one more thing...
Is it okay if we tell the candidate, Salary package which we are offering before hand cos many people told me not to tell our salary package in the beginning..
When I post jobs on Naukri.com then too I hide salary details..I have seen that many postings on website hide the salary details...
What would you suggest.
Jyotsna
From India, Delhi
Hello Sir/Madame,
My self Jigar patel I have 5 years of Exp. in Chemical Sales & Marketing.
Last week i went to one of Leading chemical company for Interview.
That time in HR Person ask about salary expectation.
Now I asked 20 % hike from my current salary.
But that he ask me it is not realistic demand.
So now any body suggest me.What are the law of salary rise when i go for changing my JOB and also suggest me how much i expect?????
JIGAR PATEL
From India, Mumbai
My self Jigar patel I have 5 years of Exp. in Chemical Sales & Marketing.
Last week i went to one of Leading chemical company for Interview.
That time in HR Person ask about salary expectation.
Now I asked 20 % hike from my current salary.
But that he ask me it is not realistic demand.
So now any body suggest me.What are the law of salary rise when i go for changing my JOB and also suggest me how much i expect?????
JIGAR PATEL
From India, Mumbai
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