Transcript:

Johnnie Savva
Right. This is so key for me because, in my experience, I’m going to talk about salary. All right.

James Allen
big topic.

Johnnie Savva
Yeah, massive topic. The reason why I think it is because I think this is the biggest part of, in my experience and probably you guys will hopefully agree, talking to candidates, they are very apprehensive to, you know, discuss salary maybe on that first call, or that first sort of dialogue that we have with them. Where don’t get me wrong, recruitment industry, there are good eggs, there are bad eggs.

So there will be people that are asking for a salary for maybe not the best reasons and there will be people like, hopefully, everyone here and sees how we will work, for reasons that are going to benefit you and realistically only you at the end of the process. So, let’s put it this way. I’ve had instances where I’ll ask a candidate at the beginning of the first call or like I say Dialogue that I have done. What sort of salary are you looking for in your next move or in your next position that you interview for?

I find that, you know, it can go down either like a lead balloon ‘oh I don’t want to talk about salary’, ‘why are you asking me that You only want to know for this and that reason. There are cases where people feel like you’re asking for that salary to nail them down there and then that’s the salary you said you want, That’s the salary you’re going to get. Not at all. So, there are so many reasons why we ask what sort of salary you’re going to expect in that early first quarter.

One, to get an idea of, you know, it’s an important thing. People need to make sure that their salary expectations are in line with the position that they’re going to be applying for, interviewing for and two, regarding knowing your expectations of salary, it helps us, you know, manage again that process and helps us, you know, fight your corner when it comes to whether this is an attainable salary with this company. So, let’s go for it.

Or, you know, at that point, we can say, look, we’re probably not going to be the best business to go ahead with and sort of go down that route during the whole process, during the meetings and then get into that stage. And it’s a tough one of come to an agreement on. So for me, if you’re asked by a recruiter, what salary are you expecting or what are you earning right now, from our side

It’s good intentions. We want to make sure, one, we can get you a competitive salary that either matches or betters in all cases what you run at that time. And two is to generally, most of my clients I work with, you know in Oslo, they want to know what the candidate’s expectations are from the off. They’re not willing to spend time through an interview process without knowing at least there or thereabouts what sort of figures we’re going to be talking about.

So that would be my first bit of advice, is that if you’ve got a good relationship with the recruiter and you feel comfortable, because look, there are cases where people don’t feel comfortable talking about it, but if you’re asked, that question is always going to benefit you to be, you know, upfront, honest, and just help us out, because it’s going to help you out in the long run. At the end of the day, we’re here to, of course, work within a client’s budget, but also help you guys out.

So knowing what your expectations are, we can you know, we can help push that in regards to the client knowing what they’re going to have to do at the end.