Balancing Urgent Hiring Needs and Salary Expectations in IT Recruitment: What Would You Do?

Hello Seniors, I am currently facing an issue in my recruitment job. I took a candidate who had 1.7 years of experience, and his current CTC was 15k. However, the tech panel of the company suggested a salary of 18k for him. Last year, we hired a candidate for 14k, and his technical caliber is similar to the new candidate. The previous candidate accepted the offer of 14k as he was earning less, but the new candidate will not join if offered below 18k since he currently earns 15k. What do you think the company should do? The requirement is urgent, but we also need to consider not disrupting the internal salary structure. We are in the IT industry in Kerala, India.

Please help me find a solution if you can.

Regards, Jeena

Salary Offer and Confidentiality

You offer 18K to a new candidate and ask them to keep this secret. I think in the private sector, you are not supposed to reveal your salary to your colleagues. You have to adapt yourself as per the time. Also, if the old candidate is performing well, you can give him some hike to make him happy.

Salary Variations and Considerations

The salaries vary for every individual and cannot be the same as other team members. If you are looking for talented resources, then you have to pay them the desired salary.

Establishing Salary Bands

Secondly, there should be a salary band or a range for a particular grade or designation. Let's say in this case, you can set a salary range of 14-18K for 1.5 - 2 years of experience for the said role.

I believe the salary structure should be defined within the salary slab, e.g., 14k-18k. To switch to another company, one should require a 20% hike. If he is getting 18k, there is nothing wrong with it.

Regards,
Akansha
HR Officer

Thank you so much to all who replied to my thread. This helped me confirm that my thoughts regarding the same were heading in the right direction. It will help me provide a suggestion to the top management. Thank you so much to Ravi, Sasmita, and Akansha. Keep going!

Salary Determination Based on Employee Competitiveness

We want to fix the salary based on the competitiveness of the employees. If the candidate is more competitive than the current employees, we can certainly offer a salary hike. If the person is not competent, we do not want to provide a hike, and this can be identified during the interview. Therefore, the primary level of the interview is crucial. We require a highly skilled candidate with the necessary Knowledge, Skills, and Abilities (KSA) for the company to justify a higher salary. Moreover, there is no secret that the individual is entitled to the amount, so you can proceed in the correct manner.

Regards,
Sandeep K Govind
HR

Addressing Salary Discrepancies Between Old and New Employees

This is an old and serious problem where older employees receive less salary compared to new employees for various reasons. I have also faced such a problem. If such a situation arises, we need to inform the older employees that their salary will be increased in the next appraisal. Otherwise, we should consider hiring employees with similar salaries to join the company.

Thanks,
Asrar