Proposing a Wage for a Candidate


How to Suggest a Wage for your Candidate

The salary/wage expectation of a candidate is a sensitive but unavoidable point during every job interview. "How much do you expect to earn here?" Is a question you ask before you make a proposal yourself. Further below you can read why that is not necessarily a good idea.

We also tell you how you yourself discover what a market-based wage is. And we show you how to handle wage bargaining with care so as not to deter top candidates.

Do not go too fast: from wages to fringe benefits

1. Determine a wage in line with the market

The first important step is that you investigate the market yourself and view what a market-based wage is in your sector. In our Salary Guide you will find the average wages and trends in finance, administrative support and IT.

2. Consider the extras

In addition, you must think further than just the salary. There are also bonuses and fringe benefits . Think of a company car, meal vouchers or hospitalization insurance. And then there is such a thing as a flexible salary package: at Robert Half, employees can opt for a Flexible Income Plan (FIP) .

3. Discover the priorities of the candidate

Do not immediately start juggling with amounts, but first speak to your applicant sufficiently so that you know where his or her priorities are. Also make clear immediately whether there is room to grow and if storage is possible.

4. Are there enough candidates?

Also take into account your actual possibilities: do you have enough candidates for the job or are suitable profiles very scarce? The harder it's to find a profile, the faster you can go one step further in terms of wages.

This all plays a role in determining a minimum and maximum wage.

5. Suggest the company

Wage expectations naturally depend on the job content. If you give someone a lot of responsibility with irregular hours, if you regularly send someone to customers at home and abroad, then that must of course translate into wages.

Give your candidates a tour of your company right away. In this way they get a picture of the working atmosphere and corporate culture .

6. Why you "How much do you earn now?" better avoided

There are several reasons why you should not ask candidates how much they now earn.

To begin with, you don't know if he or she is telling the truth. Maybe they raise their wage expectations in the hope of getting more, or who knows they might have seen a number on the lottery draw ... you can only guess. In addition, this person may work in a sector where wages often fluctuate or he or she is a job hopper. That makes it difficult to compare wages.

The most important reason why you shouldn't ask the question: it simply doesn't matter. You are the one who issues the vacancy, not the current employer of your candidate. You need someone and you calculate the potential ROI yourself. That determines the wage that you can pay, regardless of the salary expectation of who sits opposite you in that chair.

Once you have made a proposal, give your candidate sufficient time to think and don't let them decide right away. By putting someone under pressure too quickly, you may deter a good candidate.

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