How Should I Decide Salary for an Unemployed Candidate with Past Experience?

I just want to know if I have to pay salary for the candidate who is jobless now but had worked before 2 months. So, I just want to know on which basis I have to pay. I have two options: I can demand his last organization's salary slip as a basis, or I can use the basis that our company provides to freshers.

You should ask him for his last salary slip, and based on that, you can determine his payment.

Regards,
Atul Somani

Hey, I think Atul is right. You need to compensate the incumbent based on his most recent salary slip provided by the organization.

Regards,

I demand his salary slip from his last organization. However, I heard that he is now jobless, so I have to offer him what we offer to freshers.

Greetings,

Please find my suggestions attached below:

- Consider his pay in parallel to any talent you would hire with the same amount of experience and education.
- Take the salary slip from the last employer.
- Offer him a competitive pay in alignment with the budget of your company and the market standards.
- Please remember, you would require him to stay motivated in the role you are hiring him for. Hence set the message correctly, right from the beginning.
- Last but not least, please don't treat him as a fresher. His experience and professional efficiency are valuable to your company. Hence, respect that. You cannot expect talent to cooperate with you if you are trying to take advantage of his situation. You need him to respect your company, so treat him accordingly.

Please do write the bottlenecks you face while implementing this. We look forward to troubleshooting them for you.

Regards,
(Cite Contribution)

"I just want to know if I have to pay a salary for the candidate who is jobless now but he worked before 2 months. So, I just want to know on which basis I have to pay? I have two options: I can demand his last organization's salary slip and base it on that, or base it on what our company provides to freshers."

I am in complete agreement with 's opinion on the subject. If you are labeling him as talented, you should compensate him according to your organization's salary structure benchmarked against industry standards. Another approach is to request his most recent salary slip and offer him a reasonable increase based on that amount.