3 ms·

It seems to me that knowing what a position a company looks for fetches on the market is the recruiter and HR's job. No one said it would be easy. If the range

by mszcz 6y ago

It seems to me that knowing what a position a company looks for fetches on the market is the recruiter and HR's job. No one said it would be easy. If the range is too wide and the position can be filled by a variety of people then maybe the offer is defined and presented incorrectly. Again, having a flexible rate but not letting the candidate know is better for the company, not for the candidate. Keeping the range a secret instead of defining the range correctly and specifying the job correctly seems like laziness on the part of recruiter/ HR.

NotPavlovsDog 6y ago
Excellent points! A note: for some, in HR/R, there is a material incentive to get a candidate to take a lower range, i.e. the lower the one doing the value-generating job gets paid, the higher the commission bonus /imaginary career bonus points for the HR/R. I've spoken with (drunk to be honest?) recruiters that got a lower overall commission the higher the salary for the recruited person got.
- mszcz 6y ago
  > I've spoken with (drunk to be honest?) recruiters that got a lower overall commission the higher the salary for the recruited person got. Not to be an asshole, but that wouldn't suprise me. Maybe I got more cynical with age but anytime someone I don't know tries to tell me, implies, makes me feel that he/she is my friend and wants what's best for me, without a clear reason or incentive for it being so, I get real suspicious real fast.
lmilcin 6y ago
As a counter example, I am working for a large bank now and I am regularly interviewing candidates. We interview candidates first and then figure out if there is a role that would feel the candidate well. I personally like it much better than having rigid positions and have to pass on a candidate just because he/she does not fit a rigid set of requirements.
- mszcz 6y ago
  That does sound like an interesting approach but I think is only applicable in first-job or entry level positions right? What kind of seniority are we talking about here?

by mszcz 6y ago

NotPavlovsDog 6y ago

Excellent points! A note: for some, in HR/R, there is a material incentive to get a candidate to take a lower range, i.e. the lower the one doing the value-generating job gets paid, the higher the commission bonus /imaginary career bonus points for the HR/R. I've spoken with (drunk to be honest?) recruiters that got a lower overall commission the higher the salary for the recruited person got.

mszcz 6y ago
> I've spoken with (drunk to be honest?) recruiters that got a lower overall commission the higher the salary for the recruited person got. Not to be an asshole, but that wouldn't suprise me. Maybe I got more cynical with age but anytime someone I don't know tries to tell me, implies, makes me feel that he/she is my friend and wants what's best for me, without a clear reason or incentive for it being so, I get real suspicious real fast.

lmilcin 6y ago

As a counter example, I am working for a large bank now and I am regularly interviewing candidates. We interview candidates first and then figure out if there is a role that would feel the candidate well. I personally like it much better than having rigid positions and have to pass on a candidate just because he/she does not fit a rigid set of requirements.

mszcz 6y ago
That does sound like an interesting approach but I think is only applicable in first-job or entry level positions right? What kind of seniority are we talking about here?