HR Discourse 05.03.2021: Rejoinder to the Salary Maelstrom Blog

Note: This was originally a microblog on my Facebook page yesterday, which I have expanded and edited for my blog. I apologize in advance for any typos or errors in sentence construction.

I might have written my most "provocative" blog yet, detailing the HR perspective on the Salary Maelstrom (or simply, Uproar) blog I posted yesterday.

Earlier, I discussed this with a friend and HR colleague, Mon Villanueva. He pointed out that the tweet didn't mention asking the candidate from ADMU about her salary expectations.

In a way, he's right. That wasn't mentioned in the tweet, or it was overlooked in the excitement of bringing her onboard. This oversight led me to write this blog.

If salary expectations had been clear from the start of the interviews, this situation could have been avoided. The interviewer or candidate could then decide whether to proceed with the interviews.

I won't delve into the complexities of determining salaries through Job Evaluation/Salary Structuring (a topic I hope to write about eventually) because most readers who come across this blog may not understand it.

They would only focus on the perceived inequities in the salary offered or declined and the candidate's perceived worth. A friend advised against over-analyzing the issue, and I agree. People will believe what they feel is right from their point of view and react accordingly once they've read it.

As a recruiter, I always inquire about your current and expected salary or wage. If I like your credentials and find you qualified, but the maximum salary we can offer is Php _________, I ask if you're willing to accept that. Or I might ask, "Is your salary negotiable?" during the initial interview.

I once encountered a similar scenario: a candidate for a Structural Engineer position interviewed with my previous employer, an Engineering Outsourcing company. He had worked in Saudi Arabia for several years and anticipated comparable compensation. He intended to relocate here permanently with his family.

As the recruiter, our budget didn't meet his expectations. I informed him, "Here's the deal - we can only propose this amount. You have a week to decide. Don't hesitate to contact me if you'd like your application sent to the Hiring Manager."

He declined because he couldn't accept our offer, and I respected that. I approached this with respect for the experience and skills he could bring to the company. I understood his need to earn a similar salary to support his family here; unfortunately, what we offered couldn't match his previous salary to his desired level of comfort. Nothing more, nothing less.

What's the takeaway here?

If the candidate agrees, proceed with the interview or schedule further interviews. If not, shake hands and thank them for coming. Even if the interview wasn't successful, being candid with the candidate/interviewer benefits both parties.

Recruiters should not overlook the salary aspect of the interview process.

This approach spares candidates embarrassment—it's unfair for someone to be criticized on social media for something like this.

If the candidate accepts the offer, proceed with onboarding. If not, move on to the next candidate.

Alright, folks, back to work. Have a great week.

About the Author:

Joseline M. Alosbaños, known as the HR Carousel Ringmistress, is a Certified HR Practitioner with over twenty years of experience in Human Resources Management. Her extensive career spans various sectors, including corporate, freelancing, and consulting, equipping her with a wide range of skills. Joseline excels in employee relations, talent acquisition, total rewards management, HR operations, and organizational development, successfully implementing HR strategies that align with business objectives and promote a positive workplace atmosphere. If you require my services, feel free to contact me at joyce.alosbanos@gmail.com