Recruiting Savvy’s Post

Recruiter budget for hiring is 8-10 LPA Clever recruiter hires at 7 LPA. What does the recruiter gain? - Saves 1 Lakh per year for the company! But at what cost ? Sooner or later people realize that they are underpaid. Salary number is not that " SECRET " anymore! When they get to know, they just quit! What did the company lose? - One more potential attrition in few months. - Double the efforts and cost in hiring again. PAY the right salary at the time of hiring employees aren't foolish ! CORPORATE FACT !! Your thoughts ?

Recruiter budget for hiring is 8-10 LPA Clever recruiter hires at 7 LPA. What does the recruiter gain? - Saves 1 Lakh per year for the company! But at what cost? Sooner or later people realize that they are underpaid. Salary number is not that " SECRET " anymore! When they get to know, they just quit! What did the company lose? - One more potential attrition in few months. - Double the efforts and cost in hiring again. PAY the right salary at the time of hiring employees aren't foolish ! CORPORATE FACT !! thoughts ?

Recruiter budget for hiring is 8-10 LPA Clever recruiter hires at 7 LPA. What does the recruiter gain? - Saves 1 Lakh per year for the company! But at what cost ? Sooner or later people realize that they are underpaid. Salary number is not that " SECRET " anymore! When they get to know, they just quit! What did the company lose? - One more potential attrition in few months. - Double the efforts and cost in hiring again. PAY the right salary at the time of hiring employees aren't foolish ! CORPORATE FACT !! thoughts ?

ONE OF MY FAVORITE TWEETS AND DEFINITE FOOD FOR THOUGHT!!! If you have openings that have been open for 90 days, it's time to regroup and discuss why. Do you need to broaden your requirements? Increase salary range? Is it the hiring manager being too picky? I have seen clients spend 6 months on a role because they didn't want to spend an extra $20K on someone's salary (which was middle/high for the market). The thing is that they didn't see the big picture! In that six months, it probably cost them over $100K in efficiency loss, extra hours for their people, and created a negative work environment for the rest of the team that had to pick up the pieces! Each role you are hiring for should have a real cost associated with it (salary benefits bonuses etc), but it should also have an "opportunity cost", which should focus on "what does it cost us to NOT have someone in place each week?" That way you are gaining more of a big picture of how that open position impacts your business. Make adjustments accordingly and get the team moving to fill the role quickly! While your budget outlines the resources you CAN hire, it doesn't address what if you DON'T hire. It is critical that every leader understands this in their recruiting efforts!

Recruiter budget for hiring is 8-10 LPA Clever recruiter hires at 7 LPA. What does the recruiter gain? - Saves 1 Lakh per year for the company! But at what cost? Sooner or later people realize that they are underpaid. Salary number is not that " SECRET" anymore! When they get to know, they just quit! What did the company lose? One more potential attrition in few months. Double the efforts and cost in hiring again. PAY the right salary at the time of hiring employees aren't foolish! CORPORATE FACT!! thoughts? Chinmaya Tripathi thanks, this content is capturing

Recruiter budget for hiring is 13-15 LPA Clever recruiter hires at 11 LPA. What does the recruiter gain? -> Saves 2 Lakh per year for the company! But at what cost ? Sooner or later people realize that they are underpaid. Salary number is not that " SECRET " anymore! When they get to know, they just quit! What did the company lose? -> One more potential attrition in few months. -> Double the efforts and cost in hiring again. PAY the right salary at the time of hiring employees aren't foolish ! CORPORATE FACT !! thoughts ?

I’m interviewing for an open role. Salary usually comes up pretty quick. I’m always honest about salary range. No games to see who spills first. Usually, I find it matches their expectations because I include salary in job descriptions. Being honest about salary is a gamechanger: - Faster time to hire – less negotiation - Better fitting candidates from the start – they know the role is in their salary range - Higher level of trust because of being open This has made hiring way simpler for me and resulted in much happier candidates. ___ P.S. - all the candidates I hire are fully remote and I built a guide to share how to do it. Reply "remote" to have it sent to you!

How do I know when I need to hire my first employee? 💼💰🤝 1️⃣ If you are doing ONE deal a month, you are going to start falling behind and feeling the pressure of the business. 🚧 My first hire was a generalist. He was good enough to do everything, but humble enough to do anything. 🏠 He could do more than the basics, but he helped me do those too. He also knew enough where he could go buy a house for me. He could help manage a contractor, write checks, etc. ❗ A generalist's day to day actions are very similar to yours. You two should have an extremely close relationship. ✅ If you are already doing one deal a month, it is time to hire a generalist.

Example: Recruiter budget for hiring is 8-10 LPA. Smart recruiter hires at 8 LPA. What does the company gain? - Saves few Lakh per year for the company! Does it negatively impact the company? - One more potential attrition in few months. - Double the efforts and cost in hiring again. Sooner or later people realize that they are underpaid. Salary number is not that "Secret" anymore! When they get to know, they just quit! So pay the right salary at the time of hiring. 🔥🙂💯🎯 For more, follow Anand Vaishampayan