In an ideal world, every job post would be completely transparent about the compensation the candidates can expect. At least within a range, if not a fixed sum.
However, in the real one, that isn’t the case. Instead, applicants often get to discuss the salary when and if they reach the final stages of the selection process. This is wrong on many levels, with the main one being a complete waste of time for both the candidate and the firm, if the salary expectations can’t be met.
We understand that communicating your salary is a tricky thing to do. You are concerned about giving an offer that’s above their planned budget, thinking that it will cause them to reject your application, while you really want to work there. At the same time, there’s the basic need for a salary that will cover the daily life expenses. That’s completely normal and you shouldn’t feel bad in either of the scenarios.
Now that it’s clear what the usual obstacles in the salary negotiations are, let’s see why it’s important to communicate your expectations right from the start. Please bear in mind that no selection process is completely the same, so various factors can make a big difference.
Setting up financial terms with the company at the very beginning is profitable for both you and them. What’s the point of going through all the tests and interviews, only to find out at the very end that your expectations are not mutual? It’s in everyone’s interest to come to a mutual agreement, making their time and other resources worthwhile.
Honesty and transparency can go a long way. Salary is a very important aspect to us, even though we sometimes wish it was different. There’s the rent, bills, that childhood car we’re dreaming about, and many other everyday things we want to afford.
“The catch” is in communicating your salary the right way. By that, we mean giving the company some range to think about right at the beginning of the hiring process. If they agree with it and you prove yourself as an exceptional candidate through the selection steps, there’s no reason not to aim high in the final round. Of course, your offer should still be within the initial range you’ve set during the first conversation.
Imagine that you accept an offer that isn’t quite what you were aiming for, and start working for the company. Weeks go by and your dissatisfaction grows since you think that you are underpaid. It’s too early to ask for a raise, but even if you do, the answer will be something in the lines of: “You knew what you were signing up for, and accepted it”.
What follows is probably your resignation, and being back at square one. The chances of this happening are minimal if you start negotiating your salary head-on.
Firms also have a hard time deciding what the budget for specific positions should be. That’s why candidates who talk about their expectations at the initial steps of the selection process help them see the bigger picture.
If the sample is big enough, employers can have an insight into what the average salary for a role should be.
We do our best to provide you with all the benefits covered above and make the whole selection process a breeze. With us, you are in control of the selection process, not vice versa.
The first thing is checking the expectations compatibility between the candidate and the clients/companies. You know, the exact thing this article’s about.
If there’s a match - great. You’ll give us an expected salary range or a precise amount, and we’ll tell you if it fits what the client is willing to offer. In a scenario where it doesn’t, our team will try to negotiate with the client, given that your skillset is on point.
FatCat Select has the opportunity to vouch for qualified and talented candidates through simple but thorough testing. That way we can ensure that both applicants and their potential employers will get what they want.
As much as we strive to meet the candidate’s wishes, simultaneously we want to respect our clients and their budgets. That’s why all the negotiations are made in a timely manner, leaving everyone updated and coming to a mutual agreement in the best interest.
It’s okay if you are not the best negotiator out there. All you have to do is give an approximate range of your expected salary, and leave the rest to us. For example, if the initial offer isn’t what you’ve quite hoped for, we can:
Create a long-term deal with the client. In other words, they would sign a contract that gets you a salary increase after a specific period if you live up to your skills. Remember, patience is a virtue.
Make a workaround through another form of compensation. That includes but is not limited to extra vacation days, bonuses, etc.
Jokes aside - technically they can say if the amount you are asking for is too high. However, if you go with a specific amount at the beginning of the selection process and they accept it, you are then eligible for a “Non-Negotiable” policy.
They are bound by a contract that prevents them from making an offer that is lower than what you’ve initially asked for. If they still choose to do so due to a strict budget, first they need to inform us of it.
Then, we deliver the information about their terms to you. Should you accept them, the company will have a green light to officially send the updated offer.
Salary expectation is a very sensitive topic, while many believe that it should be more transparent. It even feels like a taboo subject at some point. Like how Harry Potter characters shouldn’t say Voldemort's name, right?
Yet, they do it. Mostly because they want to confront him and make things better for everyone. It’s the same with candidates and mentioning salaries in the job posts and interviews. One thing’s for sure: both applicants and recruiters wish things would be much, much simpler.