Hi,
I am part of an IT recruitment team, and we are facing a lot of challenges matching the salary expectations of skilled resources in IT (Java). Generally, people with 2 to 7 years of experience have very high salary expectations. It's no longer a 30% increase over the current CTC; salary expectations now range anywhere between a 50% to 150% hike.
Is this hike justified? What are your experiences and views?
Awaiting your reply.
From India, Mumbai
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I am part of an IT recruitment team, and we are facing a lot of challenges matching the salary expectations of skilled resources in IT (Java). Generally, people with 2 to 7 years of experience have very high salary expectations. It's no longer a 30% increase over the current CTC; salary expectations now range anywhere between a 50% to 150% hike.
Is this hike justified? What are your experiences and views?
Awaiting your reply.
From India, Mumbai
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Hi Sonali,
I am also working as an HR Executive in an IT software services company, and I also face this problem sometimes. Nowadays, the IT market is booming, with plenty of opportunities for IT candidates to secure higher packages, especially in MNCs. We also encounter such challenges, but we ensure that deserving candidates are compensated accordingly.
For instance, we have a candidate who is not even a graduate but is working with us as a Team Leader due to his excellent IT exposure and 3 years of experience. We pay him a monthly salary of 37,500 in hand. Negotiation skills play a crucial role in determining salaries. I recommend not paying candidates based on their demands but rather on what is decided for them. It is essential to highlight the facilities that your company provides as part of the compensation package, which is how I typically address such situations.
Cheers, Nidhi (HR Executive)
From India, New Delhi
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39I am also working as an HR Executive in an IT software services company, and I also face this problem sometimes. Nowadays, the IT market is booming, with plenty of opportunities for IT candidates to secure higher packages, especially in MNCs. We also encounter such challenges, but we ensure that deserving candidates are compensated accordingly.
For instance, we have a candidate who is not even a graduate but is working with us as a Team Leader due to his excellent IT exposure and 3 years of experience. We pay him a monthly salary of 37,500 in hand. Negotiation skills play a crucial role in determining salaries. I recommend not paying candidates based on their demands but rather on what is decided for them. It is essential to highlight the facilities that your company provides as part of the compensation package, which is how I typically address such situations.
Cheers, Nidhi (HR Executive)
From India, New Delhi
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Hello,
I am amazed to hear that at our organization, we have hardly touched the 30% hike slab, and if done, it's an exception. When my team talks to them, they try to emphasize the following:
a) The work they would be doing.
b) The slabs you have for their grade.
c) The benefits you get from the company.
d) The recognition and reward systems.
e) What you will be after having worked here, meaning how it impacts their future engineering experience.
f) The company environment.
Please note, anyone looks for a satisfactory job first and then for the salary. There are exceptions, but then you need to decide based on the severity of the requirement and the abundance of the skill set in the market.
Regards,
Veena Jain
From India, Bangalore
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I am amazed to hear that at our organization, we have hardly touched the 30% hike slab, and if done, it's an exception. When my team talks to them, they try to emphasize the following:
a) The work they would be doing.
b) The slabs you have for their grade.
c) The benefits you get from the company.
d) The recognition and reward systems.
e) What you will be after having worked here, meaning how it impacts their future engineering experience.
f) The company environment.
Please note, anyone looks for a satisfactory job first and then for the salary. There are exceptions, but then you need to decide based on the severity of the requirement and the abundance of the skill set in the market.
Regards,
Veena Jain
From India, Bangalore
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Salary Negotiation.pdf
Negotiation Skills.ppt