Managing salary expectations in the hiring process

In the increasingly competitive “war for talent” we are experiencing in the world of hiring these days, you’d be forgiven for being a little surprised to hear that there are employers who will go through a lengthy application and interview process and then knowingly offer their preferred candidate a salary lower than the figure they’re looking for.

Certainly it comes as a surprise to the candidate, and not a nice one, but it happens and we’ve experienced it on a couple of occasions recently despite making the individual’s salary expectations explicitly clear from the outset when making the initial introduction.

It’s understandable that the employer ultimately makes the decision on how much they feel each individual is “worth” in relation to an opportunity within their business, but if there is a difference between the salary expectation of the candidate and the employers’ valuation of their skills and experience, this really should be addressed as early as possible in the hiring process to save wasted time and to improve the chances of securing the desired individual.

 If it’s not dealt with until the point of offer, the underlying message sent to the jobseeker is: “we think you’re good, but not as good as you think you are” and all the faith and buy-in that has been built up during the interview process is immediately put at risk. The jobseeker, believing they’d gone through this process with their minimum expectations established, can feel undervalued and at worst, misled. There’s a high chance they’ll decline the offer and walk away from the process with a very low impression of the firm employer brand. 

Managed properly this can be avoided:

• ·         If a candidate’s salary expectation is above the level the employer is prepared to go, they shouldn’t be entering the interview process, unless it’s made clear to them that they are asking for a salary above budget and would need to lower their expectation. They may choose to walk away, but better that happen now than later in the process. 

• ·         If the candidate is within budget range but they are pricing themselves out of the running by asking for a higher salary level than other comparable applicants in process, this should be addressed as soon as this becomes clear. They may not be aware they are asking for a salary level above market rate and may just need their expectations managed before reaching the end of the process.

These conversations can easily be held by recruiters who ultimately want to assist all parties in reaching a successful conclusion to the process. They should also be able to help in identifying early on if a difference in salary expectation is likely to be a deal-breaker or something that can be managed.