To Employers & HRs, These days , job descriptions and additional company portfolio in job advertisements is more than 2000 words. but 99% job roles are posted without a salary range it. salary range : XXXXX - XXXXX (25- 30 words ). This can save time (may be weeks) of many job seekers and HRs. Also i find funny or inappropriate asking the candidate .what is your salary expectation?and some HRs pushes to tell a rounded figure. #HR #jobboard #jobseekersupport #salary #humanfactors #time #timemanagement #selectionprocess #jobadvertisement #employers

Please think over twice before offering substandard salaries to job seekers. The hiring team should consult someone or see the profile of job seekers in detail before offering them very less salary. It's really very demeaning and insulting to the job seekers who is having a good experience. In that case, better don't call them for the interview. Have seen HR recruiters are nowadays very young and inexperienced and don't know the value of experience and they call everyone for the interview. After that, they give them two options - accept or leave as they have lots of CV with them . This is really unhealthy practice and not good for society, nation and the world. Be careful of such companies who are not recruiting but asking jobseekers to put BID on the LOWEST SALARY . #hrcommunity #jobannouncement #bidding #unhealthy

Hello HR friends! As someone who has been looking for job opportunities, I have a question for you. What are some motives behind concealing salary for a role? Or rather, leaving it up to candidates to share their salary expectations first. My experience of this feels like there’s gamesmanship behind this approach. And rather than embodying transparecy, it seems to promote a kind of distrustful vibe. One aimed at bargain hunting for candidates. Also it appears that it can be a precursor to wasting people’s time. I acknowledge I’m coming from a biased lens. However, I’m very curious to hear perspective from HR professionals who are on the front lines. Would love to know why you conceal salary for posted roles or why you choose not to share this information up front? Or maybe what circumstances determine your approach. Comment or shoot me a DM if you’d like to keep your privacy while contributing to the conversation. And to be clear this discussion isn’t aimed at anyone in particular, it’s just something I’ve noticed on a macro level as a job seeker.

Out of 344 votes in our recent poll, salary emerged as the top priority for job seekers. But why? Is it about stability, fair pay, or something else entirely? Let's hear from our audience to understand their perspectives better. By knowing what matters most to them, we can offer opportunities that meet their needs. Join the conversation and help us create better career paths for you! . . . . . . . #careerinsights #jobseekers #salarysurvey #careergoals #polltime #canada #joboffer

When job seekers see a salary range in the job description, it sets realistic expectations and ensures both parties are on the same page regarding compensation, ultimately leading to more productive and successful hiring processes. Transparency in the salary range is a crucial aspect of attracting top talent. #Recruitment #Salaryrange #Transparency #HR #Hiringprocess

When you think that things are looking, you realize that it is all just an illusion. You have the right to know if an employer doesn't disclose salary information in an interview. Some reasons why an employer might not disclose salary information include: They don't want to tell what they pay because it's not competitive. They don't want to advertise their compensation packages because it makes them vulnerable to their competition. The interviewer doesn't have the authority to discuss salary. Some ways to ask about salary in an interview include: "Can you tell me what you've budgeted for this position?" "I'm excited about this job, but I want to ensure we're on the same page regarding compensation." "What is the salary range for this role?" Employers may not ask for or screen job applicants based on their pay history. However, employers may discuss applicants' pay expectations. #salesnavigator #linkedin #linkedinfollowers #linkedinfamily

This is such a great point to make. Gone are the days of candidates accepting the corporate veil when it comes to salary. I find that we have much higher performance and engagement from some of our key partnerships when they’re willing to be transparent about salaries. Sometimes, the interview process can be rather exhausting and nothing is more disappointing for an applicant than stepping into an interview they were excited about and fought for, only to find that the role doesn’t meet their salary expectations. And sometimes it can be equally disappointing to find a candidate that is a stellar rockstar, only to find the comps have cut conversations short. It’s so important to remain transparent and make the process collaborative so you make sure you don’t damage your pipeline and brand by misleading applicants - or wasting everyone’s time.

HR: What's your current CTC? Candidate: Excuse me, why do you need that information? HR: We need it for company records and to see if you will be in our budget. Candidate: Then I believe the ideal question here is to ask my expected CTC. Either way, may I know the budget for this position? HR: I am sorry, we cannot reveal that. 😀 Candidate: No worries, thank you for your time and he hung up the phone. Salary discussion is a numbers game. If you aren't willing to disclose your hand, you shouldn't expect the candidate to show theirs. 😎