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Should Candidates Consider Opportunities at Different Compensation Levels?

When sourcing and recruiting candidates for a specific role or position, as a recruiter, you should always set the expectations up front with your candidates from the beginning. With the unemployment rate being at its lowest in almost 50 years, with small fluctuations monthly, candidates believe they are in control of salary negotiations, not the client or company.

Although a company gives a salary range, it does not necessarily constitute the level of pay required of the institution. Important variables candidates fail to realize:

1. Company asset size varies, which has a significant impact on compensation. Larger corporations typically have different pay bands than smaller organizations.
2. Organizational charts can differ from company to company. A Senior Vice President at one company can be at the Vice President level of another.
3. Experience does not strictly apply to the number of years of experience. Experience pertains to the job scope and qualifications required of the position and whether or not the candidate meets some or all of the requirements, significantly impact the final offer.

Of course, many other variables could influence the final offer – bonuses, PTO, benefits – the list could go on.

Every position is different. It is essential to focus on finding the right opportunity and ensuring the qualifications and level of experience are presented to the hiring manager, as appropriate.

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