What's on offer

For a few more dollars…

Apple’s slogan in the 80’s was “Think Different” - it’s easier said than done as we all know. In any market, we want more. Rarely, does somebody say “I’ll take less, for the greater good” unless there is good reason to do so. In the recruiting process companies can be susceptible to “window-dressing” to entice. It’s understandable, you’re looking to fill a role, you want the best candidate for the best price. Maybe you’ll include the salary in the advertisement – a highly competitive package is more likely to attract the right profile of candidate. So why do many people end up disappointed?

Example: Salary €65,000 - €75,000

What do you see?

People will see both number’s but tend to expect the salary to be €75,000. There’s nothing wrong with that. It just tends to be at the lower end of the scale. Candidates will naturally look to move for more money. It’s something we have touched on several times already. So, in theory if you’re enticed by the salary on offer for said job, it’s likely you’re earning at the lower end of the scale and want to move up for more. The catch here is that companies regularly will use this “window-dressing” to get you into the process. Then you invest time, soon the company is of interest, you picture yourself working there, everything is going well and when an offer arrives you find yourself disillusioned by an offer of €65,000. You saw €75,000. They saw value in the market finding you and had you committed to the company by the time an offer came. Yes, maybe they would have paid €75,000 for the experienced candidate who was the ideal fit for the role – a plug in and play model if you will. But the ambitious candidate who wants to pull themselves up to the next level – the lower end of the scale will suffice.

Salary indication is important, full transparency is more important i.e with 2 years’ experience you will get x, with 3 years’ experience you will get y.

Where do we go from here?

If you’ve read this far in the series, I am sure there is a degree of frustration when you see the smoke and mirrors regularly utilised in the market. Everything has a price sadly and, in every negotiation, both parties will want the best outcome for them i.e Getting paid more by the employer and visa- versa the employer paying the minimum to hire the employee.

Frustratingly we can’t change any of the above.

• We can’t stop salary surveys or have the luxury of full disclose like our friends in the NBA or NFL.
• We can’t get complete uniformity on how offers/packages are delivered and ultimately how we know our worth.
• We can’t stop window dressing to entice people in.
• However, we can do many things;
• We can use our professional skepticism.
• We can speak to market experts who provide honest guidance on how the market is and what value is.
• We can carry out due diligence on any role or company gauging the level.

Information is crucial to any market, having all of it will make your decisions easier. Trust is key in any relationship. Whether you’re moving roles or looking for a salary boost – you must trust the people who provide you intel on the market are transparent and acting in good faith.

Trust, but verify