Shlomo David’s Post

𝐓𝐡𝐞𝐫𝐞 𝐚𝐫𝐞 𝐭𝐡𝐫𝐞𝐞 𝐚𝐬𝐩𝐞𝐜𝐭𝐬 𝐭𝐡𝐚𝐭 𝐦𝐚𝐭𝐭𝐞𝐫 𝐦𝐨𝐬𝐭 𝐰𝐡𝐞𝐧 𝐡𝐢𝐫𝐢𝐧𝐠 𝐬𝐭𝐚𝐟𝐟𝐢𝐧𝐠 𝐭𝐚𝐥𝐞𝐧𝐭: 🏛️𝐏𝐥𝐚𝐭𝐟𝐨𝐫𝐦🏛️ - Does your brand, the tech stack and the team support individual staff to perform to their best ability and in turn generate more opportunities to earn? 💰𝐏𝐚𝐲𝐨𝐮𝐭💰 – Does the base salary you offer and your commission structure reward staff fairly? Is it attractive compared to the wider market? 💪𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐀𝐮𝐭𝐨𝐧𝐨𝐦𝐲💪 – Do your staff have the freedom to find new business, run processes and generate opportunities with independence? Each aspect varies in importance to each professional but are all extremely important to keep in mind when hiring internally. Our recently published compensation and insights report explores most important factors when considering a new role, such as company vision and mission, changes in pay, flexible working, equity and platform. It shares the hard data behind the above three aspects, which can make or break your internal hiring activity. You can find a link to the report in the comments – reach out to me if you’d like to discuss! #staffing #recruitment

When it comes to hiring, it's important to be transparent from the get-go. Instead of asking candidates for their salary expectations, why not share your budget upfront? This can save time and prevent any confusion or uncertainty. Candidates will appreciate the transparency and it can set a positive tone for the rest of the hiring process. #hiringtips #transparency #recruiting

This 1 thing helped me build more trust in my recruiting. Transparency. When I’m screening applicants for a role I’m supporting, salary often comes up in the first conversation. So I tell them the salary range for the role. And see if it meets their expectations. No trying to have them “give a number first.” No back and forth. No games. We're in range almost 100% of the time. Know why I choose transparency? 💡Because being clear about salary = trust from the start. Which means there’s no guesswork. Ultimately leading to faster, more efficient hiring. And a better applicant experience that attracts better talent. Reshare with your network if this message resonates with you ♻ All the best. [KG]

🤔 Transparency in the hiring process – where is it? Recently, I had an interesting conversation with a recruiter. After discussing my education and job experience for about ten minutes, he mentioned that the hiring manager was eager to interview me the same day. Exciting, right? But here's the twist: When they brought up the topic of compensation, the recruiter immediately shut down the conversation when I mentioned my expectations. No more talk about the interview or the position. Mind you, the research was done for compensation estimates in that specific industry using O*NET Online, and Glassdoor amongst a few. Why is there such a lack of transparency when it comes to discussing compensation? 💬 Let's have an open dialogue about this. Employers, candidates, and recruiters – how can we improve transparency in the hiring process? I'd love to hear your comments, thoughts, feedback on this topic? #JobSearch #Recruitment #Transparency #Compensation #HiringProcess #CareerGrowth

When hiring staffing talent, three aspects matter most: 𝐏𝐥𝐚𝐭𝐟𝐨𝐫𝐦 - Does your brand, tech stack and team support individual staff to perform at their best, creating more opportunities to earn? 𝐏𝐚𝐲𝐨𝐮𝐭 - Does the base salary you offer and your commission structure reward staff fairly? Is it attractive compared to the wider market? 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐀𝐮𝐭𝐨𝐧𝐨𝐦𝐲 - Do your staff have the freedom to find new business, run processes and generate opportunities independently? While the importance of each aspect varies for every professional, all are crucial to consider when hiring internally. Our recently published compensation and insights report explores the most important factors when considering a new role, such as company vision and mission, changes in pay, flexible working, equity, and platform. It shares the hard data behind these three aspects, which can make or break your internal hiring strategy. Download our 2024 Staffing Compensation Report here - https://lnkd.in/eT4VJyEE #staffing #hiring #compensation

Is your talent partner gouging your company? I came across a post recently by an agency recruiter - and I can send it to you if you'd like to make sure she isn't supporting your company - or the agency folks who're commenting on it - that say - and I'm paraphrasing here... Recruiters/Headhunters should be leading the way in salary transparency and we're here to do that... Has your company hired this firm or these people? Do you know what this means for your P&L? Or the talent levels in your company? It means they're sending you people in a certain range of income - let's say $40-50k a year - but because your range is $70-80k - they're presenting the candidate to you at $70k. Instead of doing their jobs. There is a reason one Accountant is making $50k and another is making $70k - except when you work with one of these firms. They're here for the equity part - oh - AND ONE OTHER PART - the part where they make a commission on $70k instead of $50k or zero k. These people aren't getting you the best candidate and they aren't getting your company the best deal either - as a matter of fact -they're driving away good talent - if you're paying the bum $70k and I'm your best player - and you're also paying me $70k???!? It isn't worth it - I'm out of here - and then you go back to this same firm - repeat gouging process for subpar talent. If your talent firm - or anyone associated with it - is using this type of language or has this ideology - your company is the one paying the price. #talentacquisition #equity #hiring #business #staffingagency #staffingagencies

'𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐨𝐟𝐭𝐞𝐧 𝐤𝐧𝐨𝐰 𝐦𝐨𝐫𝐞 𝐭𝐡𝐚𝐧 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐠𝐢𝐯𝐞 𝐮𝐬 𝐜𝐫𝐞𝐝𝐢𝐭 𝐟𝐨𝐫'   I recently advised a client that his salary budget was too low for the type of candidate he wanted, he disagreed. A week later, a senior member of his own team came to me, asking if I could help him find a new job because his salary was too low! 😅 I couldn’t help due to an agreement with the company.   We’re in the know, talking to candidates, clients and competitors every day. Quite often we see the real picture clearer than the companies themselves!   Question: 𝐀𝐫𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐮𝐧𝐝𝐞𝐫𝐯𝐚𝐥𝐮𝐢𝐧𝐠 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬, 𝐨𝐫 𝐚𝐫𝐞 𝐭𝐡𝐞𝐲 𝐣𝐮𝐬𝐭 𝐚𝐯𝐨𝐢𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐡𝐚𝐫𝐝 𝐭𝐫𝐮𝐭𝐡𝐬 𝐰𝐞 𝐮𝐧𝐜𝐨𝐯𝐞𝐫?   Let’s hear your thoughts! 👇

I think the rise of ghost jobs and shrinking consultant salaries may stem from an over-reliance on efficiency metrics and automation. While automation can streamline hiring, it can also depersonalize the process, leading to miscommunication and disconnection. Recruiters now feel more empowered to leave positions unfilled because they’re waiting for the “perfect” candidate. I repeatedly talk to people who say the 'ghosting' even after multiple interviews is rampant and becoming the norm. Additionally, the push to cut costs during uncertain times might inadvertently undermine long-term value creation by devaluing human expertise, resulting in poor retention and lower morale across the board. Thoughts?

According to a poll we conducted on our page last week, 43% of you chose salary and benefits are the question that you would ask during the interview stage. This is a crucial topic—but timing and who you ask matter. Here’s a quick tip! 💼 Ask the Talent Attraction Team, Not the Hiring Manager. At Setel, these questions should be directed to our Talent Attraction Team, not hiring managers. They are the best people to discuss compensation, benefits, and company perks with. Their role is to guide you through the hiring process and ensure you're well-informed about pay structures and perks. 🎯 Why not the hiring manager? Hiring managers are focused on evaluating your fit for the role. Bringing up salary or benefits during your conversation with them can shift the focus away from your skills and qualifications. It’s best to leave these discussions to the recruiter, who can answer your questions without taking attention away from your strengths. So, if you're wondering about pay, bonuses, health benefits, or remote work options, feel free to bring those up as early as your first call with our Talent Attraction Team. They'll ensure you're well-informed without any awkward moments! #lifeatsetel #quicktips #interview

Prepare for this question and be upfront with recruiters. I have watched great qualified candidates talk themselves right out of an offer with unrealistic compensation requirements. Most think they are worth more. Don't waste a recruiter's or hiring manager's time with inflated salary requirements. Understand that companies have budget constraints even if you are a rock star.