Proven Recruiting’s Post

Should you discuss your salary with a colleague? Asking for somebody's wage is a bit like asking their age or weight. It is often a taboo topic or at least a question of privacy, because we can see it as a way to determine our worth as a person. Sharing that information is also tricky because it can trigger jealousy or feelings of unfairness. Fairness is mostly a questions of perception and we tend to think that we deserve more than others. In addition finding truely objective criteria for determining who should earn what is a constant challenge. On the other hand, if you do not share your salary, your colleague will never know if she might unfairly earn less for the same work. Keeping salaries confidential can thus also be a source of power for employers. Salary transparency consequently is a trend that is very much linked to "unbossing" organisations and rethinking performance evaluations away from time spent at work to the rewarding of results. With the EU Pay Transparency Directive coming up in 2026 companies will need to rethink this complex topic. In any case creating a renumeration system based on salary transparency is not an easy task and requires some good thinking about objective criteria and creates substantial administrative effort. The good news is that if people understand why they earn what they earn, they will feel treated with fairness. Thoughts? Experiences? (c) my pic of my artist son's Emilio Palazzo tarot deck "The hanged Man"

📢"Timely Salary: A Fundamental Right, Not a Company Favor"🎉 Like If U Agree 👍 👉Absolutely, timely salary isn't merely a gesture of goodwill from companies; it's an inherent right every employee deserves. Here's why: 👉Recognition of Work: Employees devote their time, skills, and energy to contribute to a company's success. Timely payment acknowledges and respects this contribution, reinforcing the value of their work. 👉Financial Stability: For many employees, their salary isn't just a number; it's the means to meet essential needs like food, housing, and healthcare. Prompt payment ensures financial stability, allowing them to plan and budget effectively. 👉Contractual Obligation: Employment contracts typically outline the terms of payment, including frequency and amount. Timely salary disbursement fulfills this contractual obligation, ensuring compliance with legal and ethical standards. 👉Employee Morale: Late or irregular payments can significantly impact employee morale and motivation. Timely salaries demonstrate organizational integrity and commitment to employee well-being, fostering a positive work environment. 👉Legal Compliance: In many jurisdictions, there are legal requirements regarding timely payment of wages. Adhering to these regulations is not just advisable but mandatory for companies, avoiding potential legal repercussions. 👉Retention and Recruitment: A company's reputation for timely salary payments can influence its ability to attract and retain top talent. Employees are more likely to stay with and recommend a company that respects their financial rights. 👉In summary, timely salary isn't a discretionary act of kindness; it's a fundamental aspect of the employer-employee relationship, rooted in respect, legality, and mutual benefit. 👉Companies that prioritize timely payments uphold basic principles of fairness and professionalism, ultimately contributing to a more equitable and sustainable workplace culture. Follow Vijay Chollangi 🛡 for more........!!! #TimelySalary #EmployeeRights #FairCompensation🎉

What would be your preferred way? A: Your and your team's salaries being made public on the internet? B: Having to negotiate over your salary and constantly ponder if your colleagues are earning more or less than you? Buffer decided more than ten years ago to openly share our salaries, along with principles and approaches for compensating our employees, and the reasons behind them. There are numerous advantages that come from this approach for teams and managers. Here are some of the many benefits that stand out for me: ✍️ Performance reviews are simpler because compensation follows a pre-established payment structure. 💼 Potential hires and prospects know what they will make here before submitting their application, which minimizes the need for often uncomfortable salary negotiation. 🤝 Although no system is perfect, we, as leaders, have confidence that our team members are well aware of their colleagues' salaries and always have the opportunity to question or challenge the system if they see a chance to improve wage fairness. But apart from being pragmatic, there is a deep sense of honor and ownership in the joint perspectives and the salary system we sustain and cultivate collectively. It's pretty powerful to be a part of a team that collectively opted into this approach. Our team has put a lot of care and thought into our salary system and shared best practices in the link in the first comment. Hope you find it useful! #transparentsalaries #salarytransparency #futureofwork

Part 2-Missing the forest for the trees This is yet another incident where we develop views based on previous experiences. In a organization, which I was associated with, we had system of salary being payable on the 25th of every month or if falling on the weekend or holiday, it was paid on the last working day before that. We encountered a few incidents where a few employees disappeared after the credit of the salary on 25th. It caused concern and consternation. So the thought crossed everyone's mind was should we delay the salary credit to 30/31 or last working date before the end of the month. Change the process. It was debated upon, and finally we realized that we would be penalizing 99+ percent of the employee base because of a few employees. The entire organization appreciated this salary policy and had their payments planned out accordingly. Finally, we collectively looked at the bigger picture and realized there was no point in penalizing the larger set of employees, and loosing the goodwill.

Do not disclose your salary to anyone!❌ Revealing salaries to coworkers are often considered as a tabboo and still discouraged at workplaces.💸🫰🏻 Have you ever wondered why this practice is taken up though? Because if you find out that your coworker is getting paid higher than you, You might question your presence in the company. Feeling undervalued and overworked is often a common thing that employees tend to experience once they dive deep into the indifferences. You might think that, why is this person being paid more than me by doing less work than me.🤑 The solve to this is 👉🏻 Know your worth 👉🏻 Communicate clearly 👉🏻 Define boundaries at work Don't shy away to pull back your chair, when the barter is unequal.⚖️ Don't let the blabbering buds have the lion's share.🗣️🦁 Salaries are not just to pay bills, it's more like a matter of dignity. #salary #corporateculture #workculture #officelife #corporatelife

This question got me percolating hard: “If the benefits are so obvious, why wouldn’t every, single, last, company already include the salary in the job description? That’s a valid point. After all, there are clear benefits to being transparent with comp info: ✅ Massive time savings for candidates and recruiters ✅ Boost pay transparency and equality ✅ Literally save money on both sides Why isn’t posting this information standard operating procedure already? Here are my main working theories, which often work in tandem with each other: 🚩 Reason #1: The company knows some or all of the existing staff is underpaid. 🚩 So, they exclude posting this information altogether. Posting it would make folks aware they’re underpaid and ruffle feathers. “We’d have to pay them fairly? Nah, we’ll keep our inflated bonus checks instead, thank you very much.” Since companies know *precisely* how much current employees make AND what the range would be for a new person to join, they can calculate very specific savings. Two folks, doing the exact same job, at comparable performance, are paid two widely different salaries. And you can take it a step further: both different salaries, and both of those ranges are below fair market value. I’d be too naïve to believe this situation was always a mistake - and not a known, strategic, bottom-line-driven, calculated play. Since this practice is deeply rooted, the company/team would need self-awareness to recognize the disparity, and the courage and tenacity to take sustained action to fix it. And when states make it the law to include this info, it’s easily circumvented by posting bogus “$52K - 520K” ranges. While having a few states already require it by law is a step in the right direction, it’s not enough. I'm thinking real, actual ranges would look something like the below, where the top and bottom numbers are a low percentage apart: - $70-80K (14.3% change) - $110-130K (18.2% change) - $205-235K (14.6% change) We need leadership buy-in and cultures to underpin sustained action. We need folks to stop applying to jobs that don’t show the correct information (many of whom have already taken this route). As someone pointed out, not including salary info is like showing up to an open house and being asked to guess the price. 🚩 Reason #2: The salary isn’t competitive. 🚩 Warning: extreme irony here. In the place of a hard figure or range, the company simply says “competitive.” That’s highly subjective. It’s easier to lowball candidates, too. It gives the company a negotiation edge if the candidate range is below even the lowest budgeted figure. It's much easier to rubber stamp some type of "sorry, but our comp ideas don't match" response, and companies are loyal to the bottom line. If you want to win talent, save time and money, build trust, and be part of the future, I’ll repeat this part louder for the folks in the back: Put. The. Damn. Salary. In. The. Damn. Job. Description! 📣

“Factors outside of salary, like the long-term progression opportunities, the programmes they will be working on, and flexible working stances, are becoming increasingly important for candidates.” – a great comment by Teejay Coles who recently highlighted this statement in our Q4 quarterly insights report. It was never just about the salary, but over recent years there has been an emphasis on companies’ culture, EVP and CSR, prompting companies to change the way they think when attracting new talent and skills into their business. How do you compare as a business to other businesses when it comes to offerings? What makes you stand out as a business? The reports we send out don’t just give you salary information on Change and Transformation roles, but we also give comments on what has happened and what we believe 2024 will look like. Included in the report you will find: -A spotlight on key roles which provide further information on the volume, diversity, and availability of talent. -A quarterly percentage on if salaries have increased or decreased. -A specialist recruiters opinions and remarks, including trends we have seen in the market. -Salary information across the roles we recruit for most regularly in Change & Transformation. If you would like to see a copy of this report, feel free to drop me a message on here, or email me on michael.jones@sandersonplc.com 😊

Since the turn of the year, I've been asked by no-less-than half a dozen(!) UK&I based clients (typically Heads of / Directors of Audit) for some salary benchmarking, both of their team, and for their own salaries. As most people will be aware, we have seen salary inflation like no other time since COVID, and whilst this is steadying off, salaries are not going to be coming down anytime soon...putting pressure on all of our clients. With 10+ years' of recruitment experience personally, and a great team around me, I feel I have enough data and experience around to give a fair reflection of live market data*. Of course there are many MANY variables (location, industry, etc.), and some significant anomalies, but I'd be interested in hearing your thoughts on what I see to be industry averages. Have a look at the very rough table I've put together, and let me know if you think it's accurate/if you think there are any changes you'd make? *For consistency, I'm benchmarking a non-financial services, top-end of the FTSE 250 company/bottom of the FTSE 100, with the assumption that the roles are London based (with a remote/hybrid working policy of 2/3 days per week in office, max.). Figures are averages - for larger companies (eg. top of the FTSE 100), salaries typically would increase significantly.

Salaries salaries salaries... Do you think you are being taken on for less than your worth or have gotten offered a lower salary then what you are on? There are two things you need to do First: ASK 👇 86% Of people who negotiate get better compensation, but less than 40% actually try. Second: Stick to the FACTS 📊 Present them with factual information only. If you genuinely think that the skills you can bring to a role require a higher salary, then combine a list of steps and actions you will take to help the company get to where they need to be. (especially if they are offering you less than you are already on) Do not make false promises to the employer, use information from your previous role, achievements that you had and speak to a recruiter for some advice on this. Unfortunately, it may not always work as employers will often have salary bands put in place when budgets are made and sometimes the salaries of other team members will prevent them from going beyond a certain point BUT if you don't ask you won't get and will always be wondering if you could have gotten more. These conversations are HEALTHY and can often strengthen your relationship with your employer in the long run 🤗