Top 1% Job Seeker Coach & Expert on Topmate ◼ Ranked #2 Female LinkedIn Creator Worldwide ◼ Global HR & Talent Acquisition Leader ◼ Yoga Instructor ◼ Business Advisor
Hiring Manager: My new hire just resigned after only two months, do you know what happened? Me: Yes, you lowballed his offer after my strong suggestion not to. His new position is paying him much more than we offered. Hiring Manager: So now what? What do I do? Me: We will need to backfill his job and it will most likely take a few weeks, if not longer, to find his replacement. Hiring Manager: Damn. I should have listened to you. His resignation is going to cause a huge strain in my department and the company. Me: Here's my strong suggestion. Pay your next employee their worth, or we will once again be in this same exact situation. Moral of the story? Don’t exploit a candidate’s situation. Pay them their worth. If not, it never ends well. #jobsearch #salary #jobseekers
The funny part is, even when they've got the budget they withhold the same thinking the lower the better. And when the performing employee resigns, they try to paint a beautiful picture of how good their future will be if the employee sticks by with the existing company, at best they'll offer a decent hike stating that's the best we can do & their best doesn't even come close to the new offer.
My question is why low ball a good candidate for the job? They will take the job and most likely keep looking for a better to fit the direction they to want to go financially and professionally. After they leave you will be doing exactly what you posted in your scenario. That's just as bad as leaving a person hanging over weeks when you already made your decision up.
Same situation with current employees when they ask for a reasonable raise (or when the annual increase is skipped over). If the answer is no, they'll go find a yes. Plus you're losing all that experience you'll have to retrain.
Recruiters need to stop treating contractors like widgets with no paid time off. Especially if they aren't interested in the health insurance plan, giving them some paid time off. Not all contracts have no leave.
Yep, spoiling a long-term collaboration by insisting on an unfair condition for a small gain is a terrible idea. Collaborating with people is not sales.
Even though unemployment is at a 44 year low, I keep seeing on LinkedIn that people are struggling and interviewing sometimes for 9 months before getting a job if that’s true yes wages decrease because people are desperate for work. It’s just basic supply and demand economics.
Hiring Manager need to stop low balling.
There is no amount of money you can pay an employee (or offer a candidate) who is constantly looking for more.
Paying employees their worth not only demonstrates respect but also contributes to a positive work environment and overall company morale. Investing in talent is investing in the future of the company. 💼💡
Impacting the Lives of Others
2moI’ve been in a situation like this several times. I always advise candidates I work with that if the compensation isn’t where they want to be then to decline the offer. I’ve lost out on commissions because of this, but I’d rather have a candidate that I’m working with be happy in their job and compensated fairly than them being under compensated and passively active on the market. I know there are exceptions to this, especially if a candidate has been on the market for a while and is in desperate need of income, but the employer is trusting that someone is accepting their offer because they want to be there not because they just need some $$$ until more $$$ comes along.