Job Interviewer: “Alex, what is your current and expected salary”?
Alex: Sir, my current Salary was XXXXXX.XXX INR per month. As far as expected CTC is concerned, I don’t have anything in my mind. You can offer me as per your budget for this role.
Interviewer: “But you must be having some figure in mind, right”?
Alex: No, Sir.
Now, this scenario begs a question, do you hire employees and offer them a salary based on their current or last drawn salary or you offer them a salary as per your budget for the role? If you are offering them a salary on the basis of their last drawn salary then I am sorry to say but your HR and Management Team is not doing a good job. There is something called Manpower Planning, which takes inputs from Annual HR Budget and Annual Compensation Plan. I am not sure how someone can hire without Manpower Plan in place. This is suicidal. By offering salaries on the basis of last drawn salaries of candidates instead of salary budget for the role, you are creating an imbalance in internal equity and as a consequence cropping disengaged and unhappy employees.
Any Job Description shall be make up of consistently following elements –
- Role Description
- List of required Skills & Competencies
- Details of required Experience and Education
- Reporting Hierarchy / Growth Path [Placement in Organizational Structure]
- Whether or not this role is eligible for Relocation Assistant
- Compensation Budget Range and Benefits entitlement for the role
- Location of Work
A job description that omits any of these elements shall be considered as incomplete.
Let’s remember this. If your organization is a brand that candidate wants to associate himself with or if the role is very challenging, giving an opportunity to the candidate to push his limits and be creative, a candidate won’t mind accepting an offer from an organization already if the offered compensation is 10-15% less than his current package.
On the contrary, if the candidate is having required education, experience, skills, and competencies and if he has cleared all rounds of interviews, and if his psychometric assessment report verifies his candidature for the role plus he have favourable reference check report then why he should not be offered two times of his current or last drawn salary if that is your salary budget for that role?
Publishing compensation and benefits details along with Job Description is a good Recruitment Practice. It simplifies hiring course of action and makes it lean. It attracts the right talent. While hiding compensation and benefits details from job description highlight the organization in a bad light. It shows inefficiency and inadequacy of HR Function. It will attract several irrelevant profiles and will unnecessarily complicate the recruitment course of action.
Alex, who is working as Customer Service Manager, is having 12 years of experience in Customer Service. His current annual base (fixed) salary is 1.2 Million Indian Rupees. He applied for TWO jobs – Job-A and Job-B, which were looking for similar experience as that of Alex. None of these jobs has published their compensation budget for their locaiongs. His profile was not shortlisted by any of these organizations. While Organization-A felt that his current salary is much more than the maximum salary that they can offer for this role; Organization-B thought the other way round. Now, had they published compensation budget along with the job description, don’t you think it would have saved time for both – The Candidate in addition as the concerned Recruiter? Candidates often apply for a job on the basis of role description, experience, and qualification; while recruiter’s shortlist profiles on the basis of hidden information – The Compensation Budget.
Can you explain and proportion as why compensation and the benefits details cannot be published with a job description? What is the purpose and agenda of creating ambiguity and complexity?
proportion your thoughts.