Talking Comp: It shouldn’t be refreshing.
Yesterday, I was struck by a candidate's comment that my proactive sharing of compensation details felt "refreshing." Unfortunately, this isn’t the first time I’ve heard that.
While I take great pride in changing the perception of HR, it is disappointing that many candidates still see compensation discussions as a black box, often delayed until the end of the hiring process. This creates unnecessary barriers. How often have you seen companies wait too long to discuss compensation, causing frustration for everyone involved?
I’m puzzled as to why this practice persists. It seems to stem from a time when it was the norm to save compensation discussions for later in the process, hoping the job would meet expectations without knowing the details. Bringing up money too early was often seen as inappropriate, and those who did were sometimes judged as not genuinely interested in the role. As someone who started in recruiting during this era, I never felt comfortable with this approach.
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To put my passion for transparency in perspective, in the early 2000s I really loved recruiting for our commercial sales reps, because at the time, that was the only role that was so crystal clear in terms of comp.? We'd share that base plus commission potential up front.? It was always so easy to move those folks through the process because from the start, we were all on the same page!? My candidate acceptance rate was high and more importantly, the withdrawal or rejection rate was incredibly low.? Why?? Because we all were going into the process eyes wide open.? As Kim Scott who coined the Radical Candor framework says, "Clear is kind."? We often apply this mindset when it comes to feedback.? I strongly believe clarity in recruiting and especially compensation, is paramount.
When I initiated a candid conversation about compensation with that candidate yesterday, they felt comfortable sharing what was important to them, which they might have hesitated to do otherwise. Had I not brought it up, they would likely have felt awkward discussing it later in the process, when the stakes were higher.
I understand talking about money is uncomfortable for many of us.? I totally get how and why this has been the norm.? I am also hopeful we can make progress in demystifying compensation not because we'll all be legally required to do next year, but most of all, because it's the kind and right thing to do.
You are leading the way here! Best experience ever.
Deeply Networked in Biotech | Talent Acquisition Partner | Founder & Mentor
5 个月Totally agree Kori and the commercial focused talent story resonates. Let’s all make sure we’re in the same neighborhood of what the client and candidate need for compensation levels and then we can focus on the important aspects of fit.
Chief Human Resources Officer
5 个月Completely agree. Transparency and honest & open communication is always best.
AI Data Driven Drug Discovery
5 个月When I first started my career, I was told to discuss salaries after an offer is on the table. Many of my peers still hold that belief, so recruiters may face resistance when prompting the question during the initial meeting. It's helpful to see the salary range in many of the job posting nowadays, as well as the detailed benefits within.
Magnet partners with life sciences companies on Human Resources & Talent Acquisition needs to make your culture magnetic.
5 个月Agree wholeheartedly! This has always been part of my first conversation with a candidate to understand their expectations. If the expectations are way off from your budget, it is a giant waste of everyone's time. Candidates have appreciated this approach.