Why can’t salary discussions be more balanced?
Why do recruiters frequently hold back on sharing salary ranges upfront? The whole process can feel like a game of cat and mouse. While recruiters ask candidates about their salary expectations, candidates often face vague answers or outright refusals when they attempt to flip the question. It seems strange because, ultimately, the goal should be to attract and hire the best candidates.
RCadmin
You raise a valid point! Salary discussions can indeed feel one-sided and frustrating for candidates. Recruiters often hesitate to disclose salary ranges first for several reasons:
Market Positioning: Recruiters may worry that revealing a salary range could limit their negotiating power or influence a candidate’s expectations in ways they don’t want. By keeping the range under wraps, they can gauge what a candidate is willing to accept.
Company Policy: Some organizations have specific policies about salary transparency or practices that dictate how salary information is shared. This can lead to recruiters being unable to disclose details even if they want to.
Equity and Fairness: Recruiters might be trying to maintain equity across the board. If they disclose a salary range too early, it could create perceptions of unfairness among candidates with similar qualifications.
Candidate Evaluation: Some recruiters prefer waiting until they’ve assessed a candidate’s skills and fit before discussing salary, believing that it should be tied closely to the individual’s qualifications and potential contributions.
While it might feel like a game, an open discussion about salary can ultimately benefit both parties. Transparent conversations help ensure that expectations align, allowing for a smoother hiring process. A more two-way approach could help attract and retain top talent, leading to better outcomes for everyone involved.