Akhil Malhotra’s Post

In today's job market, it is not uncommon for prospective employers to request current payslips as part of the hiring process. However, job seekers should approach such requests with caution and consider the implications on their privacy and negotiating power. The 4s Big Why:- Protecting Your Privacy One of the primary concerns with providing current payslips is the invasion of personal privacy. Payslips contain sensitive information, including your current salary, benefits, and deductions. Sharing this information can lead to potential misuse or unnecessary exposure of your financial details. Job seekers have a right to protect their personal information and should feel empowered to set boundaries on what they share. Preserving Negotiating Power Revealing your current salary can undermine your ability to negotiate effectively for a new position. Employers may use this information to anchor their offer close to your existing compensation, regardless of the role's market value or the skills and experience you bring to the table. By withholding your current payslip, you maintain leverage to negotiate based on the job's responsibilities and your qualifications, rather than your past earnings. Promoting Fair Compensation Practices Refusing to provide a payslip also encourages fairer compensation practices. Employers should determine salary offers based on market research, job requirements, and the value a candidate brings, rather than previous earnings. This approach helps to close wage gaps and ensures equitable pay for all employees. Alternatives to Payslips If an employer insists on salary verification, consider offering alternative forms of proof that do not disclose your exact salary. For instance, you can provide a range or a letter from your current employer verifying your employment status and job title without specific salary details. Additionally, you can redirect the conversation towards discussing your expectations and the industry standards for the role. While it might be tempting to comply with a prospective employer's request for a current payslip, job seekers should carefully consider the implications. Protecting your privacy, preserving your negotiating power, and promoting fair compensation practices are compelling reasons to withhold this information. By understanding your rights and exploring alternative ways to validate your qualifications, you can navigate the hiring process more confidently and equitably.

To post (salary range) or not to post, that is the question. Short answer: Yes! Including salary range in job postings is highly preferred by candidates, elevates organizations' brands, saves the time of hiring managers and gets more (on-target) applicants. I've spoken with quite a few candidates who saw an organization's job post, but didn't apply because it didn't list salary and they figured the pay would be lower than their range -- when this wasn't in fact the case! In other words, this is a win-win for those on either side of the process and is, in some states & municipalities, actually becoming law.

A note to all candidates receiving messages from recruiters with salary offers lower than their current pay: still respond and let us know your expectations! We are not always able to tell exactly where you are at/what you are expecting in terms of comp, but if you tell us, then we can note it and be sure to send you other available opportunities more in line with what you are targeting. Don’t miss out on the potential for a pay raise just because the one job you are immediately presented with isn’t a match – there’s more out there, I promise! #recruiting #hiring #compensation #transparency #communication

It seems we are in a much tougher period when it comes to getting employment. Job seekers are now able to get salary information for positions, but if they apply hoping to get hired in the highest quartile of the pay range, they are likely going to be rejected for the position. Employers provide the salary information, but due to varying laws state to state, these figures sometimes become meaningless. Compliance with the new laws does not necessarily mean companies are being transparent. I think it can be stated that companies want to hire in the lower half of that pay range unless the candidate can demonstrate their value. Even then, most are still likely going to pay you the lowest salary possible. #salaryguide #salaries #salarynegotiation #positions #transparency

Controversial Topic - Recruiters (Not) Disclosing Salaries As a recruiter, I know that not sharing salary ranges with candidates can be a touchy subject. However, there are legitimate reasons why we don't always disclose this information. Firstly, people tend to hear what suits them best. Candidates usually only hear the top number and are often disappointed if it isn't offered. Similarly, we don't share the candidate's compensation range with the employer for the same reason. If we do, we risk leaving money on the table for the candidate. Secondly, sometimes we simply don't know the range. As consultants to the employer, they don't always keep up with salary increases or market trends. So, we recruit with an open salary range, educate the employer on the salary range for each skill set, and present candidates that fit as many requirements as possible. It's a strategy that works. Thirdly, salary ranges are often not set in stone. Just like when we go shopping with a certain price and image in mind, we sometimes see something that we didn't even know existed and end up paying more than we originally intended. The same can happen when hiring. And finally, recruiters are here to network, and so should you! Even if the job we reached out to you about isn't right, we still want to talk to you. Why? Because we want to learn what IS right for you, so we can call you next week, in a month, or in a year with that exact thing you are hoping to find. We are a resource to candidates, not a life preserver. So, while it might be frustrating not to know the salary range for a job, know that there are often good reasons why recruiters can't share this information. It's not about being secretive or trying to trick candidates, it's about finding the right fit for both the candidate and the employer.

Many candidates miss the critical step of negotiating their salary when interviewing for a job, with 58% of men and 61% of women not asking for higher pay, according to the Pew Research Center. The article highlights that starting with a higher salary is crucial as it compounds over time and advises understanding how companies create salary offers and their compensation philosophy. It recommends asking prospective employers about their salary bands and compensation philosophy. Finally, after receiving an offer, research and network to determine an appropriate salary request. Afterall, if you don't ask for more, the answer is always no. What are your thoughts on candidate counter offers? GLOBAL Recruitment Solutions | Staffing & Recruitment #employmentoffers #counteroffers #hiringdecisions #salarynegotiations

"Sorry Danny, we do not disclose our salaries to candidates!" 🤦♀️🤦♀️🤦♀️ What may seem like a more traditional mindset is actually quite a damaging concept that can harm your recruitment in the long run. It: Wastes Everyone's Time: Candidates apply without knowing if the pay aligns with their needs, leading to job offers that are ultimately rejected. Especially in a cost of living crisis where fair salaries are becoming increasingly important. Perpetuates Pay Gaps: Especially harmful to women and minorities, who historically are underpaid. Red Flag: Not disclosing the salary suggests that the salary you are offering is not competitive or in keeping with market rates - sounding alarm bells to candidates. Shrinks Talent Pool: 78% of candidates won't apply if you don't have a salary on your advert. Why narrow your candidate pool further? In a tight talent market, can you afford to lose out on top candidates? Embrace salary transparency and position your company as a leader. #salarytransparency #recruitment #payequity #hiring

THE IMPACT OF SALARY DISCLOSURE ON HIRING DECISIONS Recently, my post about whether candidates should reveal their current salary during the recruitment process sparked significant discussion. Most agreed that sharing this information isn't necessary and can introduce bias. For those still uncertain, here's a straightforward example illustrating how current salary details can skew recruitment decisions. Let's conduct a quick exercise—answer honestly as we go through it. Three candidates have applied for a position with a salary offer of £85k. They've all disclosed their current salaries. Candidate A earns £56k What's your immediate thought? Perhaps, "They might be too junior"? This reaction is common. Candidate B earns £100k First thought? Maybe, "They could be overqualified"? Again, a typical response. Candidate C earns £82k Seems like a better match, right? Without even glancing at their CVs, Candidates A and B might already be at a disadvantage compared to Candidate C. Now, let's modify the scenario slightly. Candidate A is seeking £85k Candidate B is seeking £85k Candidate C is seeking £85k Isn't this a more equitable starting point for reviewing CVs? This is why I prefer to focus on candidates' salary expectations rather than their current earnings. Don't let current salary cloud your judgment—focus on potential and expectations instead.

Is it acceptable for recruiters to guilt-trip you into accepting low pay?   #RecruiterIssues #SalaryNegotiation #SelfWorth Hey everyone! 👋 Have you ever had a recruiter try to guilt you into accepting a lower salary than you know you're worth? 🤔 It recently happened to me and it really threw me off for the day. Here's a quick rundown of what went down: - I stated my expected salary based on my experience and qualifications - The recruiter tried to belittle me and ques... Source: https://lnkd.in/gNKRxSwa #mymetric360

Is it acceptable for recruiters to guilt-trip you into accepting low pay?   #RecruiterIssues #SalaryNegotiation #SelfWorth Hey everyone! 👋 Have you ever had a recruiter try to guilt you into accepting a lower salary than you know you're worth? 🤔 It recently happened to me and it really threw me off for the day. Here's a quick rundown of what went down: - I stated my expected salary based on my experience and qualifications - The recruiter tried to belittle me and ques... Source: https://lnkd.in/gSbNRvYv #mymetric360