Still, as research shows, for approx. 1/3 of all candidates financial motivation is the main reason for job change. For the rest who at first place value other factors such as personal and professional development, atmosphere in the workplace, the financial aspect stays important enough that it can be a crucial factor on the final stage of a new job choice decision.
Our experience shows that the candidates we have in the process, will choose the offer with higher package. They are ready to resign from that one perceived as slightly more interesting professionally.
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What is so difficult in answering the question about the expected salary?
The question about the expected level of remuneration is very important in the recruitment process.
Also, one of the most challenging to answer for some applicants. Why? There are several reasons, such as:
• Lack of knowledge of the market salary levels and so inability to calculate own expectations versus the current achievable level of remuneration. That refers mainly to those candidates, who stay a long time with one employer or just came back from abroad and do not know local reality.
• High motivation to change job, and fear of rejection if declaring too high financial expectations. This applies mainly to candidates who are determined to change a job.
• Being afraid of setting expectations too low, because of a risk to receive an offer much lower than possible for a given position.
Why do companies not disclose salary amounts when posting the offer?
In Poland salary level does not appear in the majority of recruitment ads, this excludes IT sector, and some basic positions, for example in retails sector. However, are not shown at all when a job is for managerial positions.
Also, headhunters are usually not authorized by their clients to provide candidates with information about exact remuneration. That is an existing status and is usually accepted by senior management candidates. In majority candidates are ready to share expectations.
But, there are also candidates who are not prepared to answer and close themselves off for the offer, if not informed about earnings. Then what happens? Often an attempt to obtain the client's consent to provide information to this specific person.
“Everyone should know how much they want to earn”
Yes and no. Majority of us would know what to answer, still, some applicants have different perspectives and cannot verbalize expectations so simply. They also should be approached, and the issue cleared up if their competences match the position.
Is the lack of answer only the results of the candidate's uncertainty about how to value own competences versus market remuneration level, or maybe in some cases can be read as a signal that the candidate is a chess tactics manager who wants to negotiate a maximum package?
The motivation to change jobs cannot be only financial
What’s wrong if it is? Should we assume
Joanna Dulniak
Managing Partner Poland