Hi,
I have a query for all the HR professionals.
I wish to know that incase a candiate during the selection process quotes a salary below what the company has to offer for a particular position, what is the salary that is finally offered to him, is it what he has quoted or what the company had initially decided to offer?
For example if i quote a salary of 4.5 lacks, and that is below what the company had to offer (6 lacks). How much will i get :?:
From Singapore, Singapore
I have a query for all the HR professionals.
I wish to know that incase a candiate during the selection process quotes a salary below what the company has to offer for a particular position, what is the salary that is finally offered to him, is it what he has quoted or what the company had initially decided to offer?
For example if i quote a salary of 4.5 lacks, and that is below what the company had to offer (6 lacks). How much will i get :?:
From Singapore, Singapore
Hi!
If I were the one hiring you, I will give you the rate you are asking, even if it is below the company's standard hiring rate for the position and Job Grade you applied for.
This may create a temporary distortion in the salary struture, but it can be corrected immediately upon regularization, by adjusting your rate to the actual hiring rate of the Job Grade where your position belongs.
It would be silly to pay someone more than what he is asking. I am sure you'll get a reprimand, if not fired, by your boss if you do that.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
89If I were the one hiring you, I will give you the rate you are asking, even if it is below the company's standard hiring rate for the position and Job Grade you applied for.
This may create a temporary distortion in the salary struture, but it can be corrected immediately upon regularization, by adjusting your rate to the actual hiring rate of the Job Grade where your position belongs.
It would be silly to pay someone more than what he is asking. I am sure you'll get a reprimand, if not fired, by your boss if you do that.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi,
Just to share my opinion.
I would follow the guideline on the salary structure of your organisation and pay him accordingly, even if the applicant has asked for a lower salary. The reason being:
1. Giving confidence to the new applicants that the Company practice a fair and equal policy towards ER.
2. Avoid any grievance on discrimination
3. Avoid any grevance on inequality especially when you have colleagues who are performing similar or lower functions with higher pay than that person.
4. Building future trust between employee and employer.
Basically to ensure that everyone starts off in the right footing.
In some ways I can agree with Ed. However, we cannot predict how the individual will react when they find out the truth about their pay. If they bring the matter up then there is a resolution....but if they grumble and complain and bad mouth at the back.....the backlash can be great towards morale, confidence and trust towards the organisation, which to me is so hard to find these days.
As the saying goes...."There are 2 things you don't monkey around with a man......first is his wife and second is his pay check"
Hope this gives you another view. Have a good week.
Regards
From Malaysia, Johor Bahru
Just to share my opinion.
I would follow the guideline on the salary structure of your organisation and pay him accordingly, even if the applicant has asked for a lower salary. The reason being:
1. Giving confidence to the new applicants that the Company practice a fair and equal policy towards ER.
2. Avoid any grievance on discrimination
3. Avoid any grevance on inequality especially when you have colleagues who are performing similar or lower functions with higher pay than that person.
4. Building future trust between employee and employer.
Basically to ensure that everyone starts off in the right footing.
In some ways I can agree with Ed. However, we cannot predict how the individual will react when they find out the truth about their pay. If they bring the matter up then there is a resolution....but if they grumble and complain and bad mouth at the back.....the backlash can be great towards morale, confidence and trust towards the organisation, which to me is so hard to find these days.
As the saying goes...."There are 2 things you don't monkey around with a man......first is his wife and second is his pay check"
Hope this gives you another view. Have a good week.
Regards
From Malaysia, Johor Bahru
I would agree with Noel.
Of particular importance here is that this becomes the starting point in your relationship with this employee.
If he/she comes to believe that they were taken advantage of, it will colour their relationship your organisation forever.
The organisation would be taking an action that would ensure that employee wll never again Trust it.
Carol
Of particular importance here is that this becomes the starting point in your relationship with this employee.
If he/she comes to believe that they were taken advantage of, it will colour their relationship your organisation forever.
The organisation would be taking an action that would ensure that employee wll never again Trust it.
Carol
Hi,
Normally, all the companies end up paying what the candidate actually asked for. It is just that the guy undersold himself. But there are a few companies 1 in 100 who pay what they had earlier decided upon because they are too concerned of their image in the market.
Soumya
From India, Bangalore
Normally, all the companies end up paying what the candidate actually asked for. It is just that the guy undersold himself. But there are a few companies 1 in 100 who pay what they had earlier decided upon because they are too concerned of their image in the market.
Soumya
From India, Bangalore
Dear Colleagues,
I would align with Ed on the issue of negotiated package by employee.
It should be noted that when a new employee is coming in there is a bench-mark for every enrty point on resumption which most times could be higher than what the applicant actually settled for.
However all should not be lost on the employee who assumed to have undersold himself/herself, the professional HR should at the point of confirmation or post probationary period regularise such to meet the actual benchmark of concerned employee and if possible pay the arrears where applicable.
It should be noted that in some Companies this regularisation would not be done which I see as very unfair, and certainly influences employee turnover when notes are eventually compared by the new entrant.
Thanks
From Nigeria, Lagos
I would align with Ed on the issue of negotiated package by employee.
It should be noted that when a new employee is coming in there is a bench-mark for every enrty point on resumption which most times could be higher than what the applicant actually settled for.
However all should not be lost on the employee who assumed to have undersold himself/herself, the professional HR should at the point of confirmation or post probationary period regularise such to meet the actual benchmark of concerned employee and if possible pay the arrears where applicable.
It should be noted that in some Companies this regularisation would not be done which I see as very unfair, and certainly influences employee turnover when notes are eventually compared by the new entrant.
Thanks
From Nigeria, Lagos
Dear All,
I totally agree with Sunil.........
This(Giving wat the candidate ask) has both merits & Demerits
Merits:
1. Company is cutting cost.
2. co. can inc. the pay(immediately) citing his/her performance whereby the emp. performs well.
3. Useful for growing co.s & small org.
Demerits:
1. Emp. MORALE & MOTIVATION will be shattered if he knows the truth.
2. Emp. carry bad mouth about the org. 1*100 people.
3. Emp. attitude towards the org. will become -ve.
4. If he/she gets the hike after fighting(for the right) then it will become regular practice by all the emp. TO FIGHT & get things done.
5. Dissastrous to reputed concerns.
Regards
Narasimman
HR
TOI
From India, Madras
I totally agree with Sunil.........
This(Giving wat the candidate ask) has both merits & Demerits
Merits:
1. Company is cutting cost.
2. co. can inc. the pay(immediately) citing his/her performance whereby the emp. performs well.
3. Useful for growing co.s & small org.
Demerits:
1. Emp. MORALE & MOTIVATION will be shattered if he knows the truth.
2. Emp. carry bad mouth about the org. 1*100 people.
3. Emp. attitude towards the org. will become -ve.
4. If he/she gets the hike after fighting(for the right) then it will become regular practice by all the emp. TO FIGHT & get things done.
5. Dissastrous to reputed concerns.
Regards
Narasimman
HR
TOI
From India, Madras
Dear all,
I , for one, have recently offered someone a salary package as per company standards, although he had quoted a lower package, simply for the reason of keeping salary structures at par, minimising employee dissatisfaction and increasing his motivation and trust in the organisation.
I would like to highlight here the wonders it has worked for us.
I believe , this practice instills confidence and employee trust in the organisation, which leads to a better motivated employee, better performance, results etc etc.
Regards
POOJA
From India, Delhi
I , for one, have recently offered someone a salary package as per company standards, although he had quoted a lower package, simply for the reason of keeping salary structures at par, minimising employee dissatisfaction and increasing his motivation and trust in the organisation.
I would like to highlight here the wonders it has worked for us.
I believe , this practice instills confidence and employee trust in the organisation, which leads to a better motivated employee, better performance, results etc etc.
Regards
POOJA
From India, Delhi
Hi all
Compensation is also one of the factors that affects motivation of an employee.
In the scenario , if the person is offered less than the company standard.It will definately affect his attitude towards work in the long run.
Also there can be possibility that the person reporting to him might get the same salary.You can Imagine yourself, If someone reporting to you is getting the same salary ?
I belive in such a situation the employee will not stay in that organsiation for a long time .Even if he waits for a year . He will wait till the increment & then shift his job.
I belive compensation issues affects - a persons attitude / his relations with others / his morale / Job satisfaction etc & such a person will not contribute for the companys growth.
So Acc to me Compensation must be paid acc to Salary Structurs.
Regards
Ashit
From India, Mumbai
Compensation is also one of the factors that affects motivation of an employee.
In the scenario , if the person is offered less than the company standard.It will definately affect his attitude towards work in the long run.
Also there can be possibility that the person reporting to him might get the same salary.You can Imagine yourself, If someone reporting to you is getting the same salary ?
I belive in such a situation the employee will not stay in that organsiation for a long time .Even if he waits for a year . He will wait till the increment & then shift his job.
I belive compensation issues affects - a persons attitude / his relations with others / his morale / Job satisfaction etc & such a person will not contribute for the companys growth.
So Acc to me Compensation must be paid acc to Salary Structurs.
Regards
Ashit
From India, Mumbai
Hi All,
I am new to this cite. I would like to express my views.
Recently even i witnessed same kind of a situation. The person asked a lower package where as the employer had decided for a higher band before taking the interview.
The HR worked something like this:
Candidate asked for 4L
Employers band was: 6 L
so they offered: 5 L
Reason being to motivate the employee as money is one of the motivating factor and cutting the cost to the extent possible.
Shipra
From India, Bangalore
I am new to this cite. I would like to express my views.
Recently even i witnessed same kind of a situation. The person asked a lower package where as the employer had decided for a higher band before taking the interview.
The HR worked something like this:
Candidate asked for 4L
Employers band was: 6 L
so they offered: 5 L
Reason being to motivate the employee as money is one of the motivating factor and cutting the cost to the extent possible.
Shipra
From India, Bangalore
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