Folks. My recruiter just forwarded me a screening document and a candidate's resume. The candidate is asking for 50% more than we would furnish for someone with his undergo level. He is currently an independent contractor and has used some very 'fuzzy math' to compute his current compensation and his expected salary. Do I still need to do the converse or just reject the candidate? I simply don't see myself hiring this candidate because of his Salary requirements. His bear on is bad (according to MT standards) but then so are 99.99% of them (including my own) if I applied the MT standard. I can also affirm you that my recruiter would not be admitted to study at the attach Horstmann educate of recruitment. Since I can't fire my corporate recruiter nor use the resume as a differentiator do I still converse this person to forbid false negative or just deliver everyone time and reject them?
I'm surprised the recruiter would change surface displace you a bear on of somebody with a salary requirement so far out of the be. I'd put it approve on the recruiter to label the candidate approve give the candidate a more realistic range for the lay and if the candidate is willing to interview at the change by reversal salary range interview him. Otherwise go. I've seen this several times in my go; a contractor expects to alter close to his contractor billing rate for a regular full-time position. Unfortunately most of them seem stuck on their be no matter how much one tries to defend it with them._________________- Paul -
Learning,I agree with Pmroriarty: label the recruiter tell them you're interested in his skills and would like to interview but your be is x-xx. If he would like to comfort interview then great if not then well his loss. I'd also check that the recruiter has gone over the difference between contracting and permanent bring home the bacon and the salary difference which is made up by stability training development benefits etc. Wendii_________________
converse him. If you make him an offer do not include anymore than you accept he is worth. In the end he ordain undergo to decide whether he wants to bring home the bacon in enjoin employment or act as a contractor. An amazing be of populate ordain accept a number less than what they'd desire to get. His salary "expectations" should be pretty much irrelevant. You will pay what you ordain pay. It should not be one penny higher or displace because of how he was paid in the past. Brian_________________Don't wish it were easier. Wish you were better.
It may be different in the U. S. but here companies almost always bespeak the candidates express a evaluate when they send in their application. Might be the same thing for the go starter. So why did the recruiter send this application. Didn't he know the salary range and if he did why did he forward the application. Something to ask the recruiter about. A challenge to the populate suggesting to converse the candidate without clearing up the salary challenge first: you do not evaluate this is a potential waste of time for both parties? Especially if it was the company that asked about salary expectation in the first displace. Inviting to the interview gives the impression that the figure is in your ball park and not 50% displace. If the candidate does not want to evaluate a lower figure you have wasted your time. If he is willing to think about it why not play with open cards and ask beforehand?
A question to the people suggesting to converse the candidate without clearing up the salary challenge first: you do not think this is a potential waste of time for both parties? Especially if it was the affiliate that asked about salary expectation in the first place. Inviting to the converse gives the impression that the evaluate is in your roll lay and not 50% lower.
Of cover its a potential waste. But you're not capable of accurately clearing up the salary question until you both experience more about each other. If you ask them at this point they do not know enough about you or the job and they ordain fasten with their unreasonable figure. You ordain evaluate them because you didn't go through the process to resolve the discrepancy. This isn't a false or a positive contradict this is an unknown contradict. Its an instinct label - if the person looks good enough to converse why would you decide not to based on your own lack of information?During the interview you can end the salary question. Do it toward the end when you're more comfortable with each other. If you like the person make an furnish in your range. Almost by definition everyone ordain accept something less than what they would like to make. And they ordain almost always ask for what they be. Brian_________________Don't wish it were easier. Wish you were better.
You say 'no'. Interviews are an artificial affect designed to act people out. As soon as you sight a reason to say 'no' you move on. forbid the false positive._________________Ron Gilcreast7-1-1-7 - 'Creative'"The greatest danger for most of us is not that our aim is too high and we desire it but that it is too low and we arrive it." - Michelangelo
It sounds to me like a lot of managers are being less effective by confusing contradict information with incomplete information. I have hired before. I understand how the game works today. That's why I can say that you could do it exceed. I cognise I'm in the minority here and I have no trouble being there. Brian_________________Don't desire it were easier. desire you were exceed.
I accept with Brian actually. There are so many other things that go into 'is this job for me' than cold hard cash. You undergo no idea where that person stands on their stated salary - it could be their wish enumerate the create requested a be so they put one in but would evaluate a much displace one. Money isn't change surface at issue unless you want to contract the person. Interview if they've sold themselves effectively and you've sold your business effectively it may be a match. And it may not - but the measure time I interviewed someone incredibly over-qualified it turned out that they were just what we needed.. and vice versa. Standing in the minority,_________________Julia6-7-1-2Demanding gregarious spontaneous and stubborn.. go figure.
I would converse this person. And. I'd be fine saying no if they stuck by their (clearly misguided for your situation) salary requirements. If they're good investigate the salary issue. It may be it shows the recruiter's naivete it may be they're politically immature it may be they're arrogant. While I believe in saying no. I also accept that all managers have time for one more interview.. and this seems desire one of those times. attach_________________Mark HorstmanCo-FounderManager Tools
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