When it comes to hiring, we all know the routine: resumes, interviews, tests, and—finally—salary discussions. But what if we’re doing it backwards? Nowadays, candidates have options and companies are vying for top talent, and because of that leaving your financial offer out of the table until the end could be costing you more than you realize. The market has shifted: there is a lot of demand for jobs, but also a lot of demand for talent.
Let’s flip the script. Starting the recruitment process with a financial offer isn’t just practical, it’s transformative. It sets the tone for a transparent, efficient, and mutually respectful hiring experience. Here’s why this approach can revolutionize the way you recruit:
Respect your candidates and be transparent: lead with a financial offer
Imagine you’re a candidate who is either actively job hunting or open to new opportunities. You’ve put significant effort into perfecting your CV with the help of Sprint CV, you’re active on LinkedIn, networking, attending events, and even taking extra courses to enhance your skills. You’re investing time and energy into advancing your career. Now, you come across a job offer that aligns with your professional goals and aspirations. You dive into the recruitment process, complete all the necessary steps, and then, at the end, you discover that the financial offer is too low for you. You’d feel that your time wasn’t respected and walk away with a negative impression of both the recruiter and the company.
It is the recruiter’s responsibility to prevent situations like the one described above. Lengthy recruitment processes can be a significant drain on time and resources for the parties involved. By discussing financial expectations early, both employers and candidates can quickly determine if they’re aligned. This eliminates the risk of investing weeks in interviews and assessments only to hit a deal-breaker at the final stage.
Being upfront about salary and benefits demonstrates respect for the candidate’s time and effort. It sets a positive tone for the relationship and showcases your company’s commitment to fairness and honesty. Candidates who feel valued are more likely to engage enthusiastically with your recruitment process. Even if they don’t accept the offer, they’ll walk away with respect for your approach. This also allows you to build a bridge for future opportunities, increasing the likelihood that they will consider and engage with your offers down the line, improving your chances of finding the perfect candidate for your clients.
An early financial offer is crucial for the recruitment process
The advantages of being straightforward about salary are not only obvious for the candidate but also for the recruiters. Imagine you need to find Wally in a picture. You would use techniques to screen and eliminate potential figures that might look like Wally but aren’t. For example, you can stop focusing on figures wearing a blue hat, since Wally wears a red one. Additionally, you wouldn’t waste time looking at figures without glasses, since Wally is famous for his distinctive pair. This approach makes your search more efficient, allowing you to focus only on the relevant possibilities.
The recruitment process works in a similar way. You’re looking for a set of candidates with specific characteristics that your client has requested. One of these characteristics is alignment with the client’s financial offer. If you’re upfront about the salary, you immediately filter out candidates who, despite being a good fit in other areas (such as professional experience), don’t align with the offer.
This saves you time and allows you to focus on delivering a strong set of candidates. It also lets you redirect your energy to factors that will truly differentiate the candidates and to other important tasks. Consider all the time you’ve invested in a candidate, only to discover that the financial offer didn’t align. Now, imagine how much more productive you could have been, using that time for better research, networking, refining job descriptions, and ultimately improving both your company’s success and your own daily work.
Protection your company and your reputation
Your company is another player in the recruitment process, and you are its representative. Additionally, this may not be the only time you interact with this candidate. Moreover, the candidate could have a network of friends who might be strong candidates for future job openings.
With this in mind, it’s easy to see how an early financial offer can positively impact both your reputation and your company’s. Instead of wasting the candidate’s time, being upfront and honest about the offer allows them to either fully invest their energy in your opportunity or move on to find another one (and who knows, that other offer could come from you!). This approach not only benefits the candidate but also enhances your company’s image.
Now, imagine this scenario: you’re a candidate out for drinks with friends. One of your friends is a talented IT professional considering a new challenge. He mentions receiving an offer from a recruiter, and when he shares the company name, it turns out to be the same company you dealt with in the past. Would you recommend that company if they had wasted your time? And would you speak positively about a recruiter who was transparent and upfront with you?
Final Thoughts
Today, more than ever, the focus of the recruitment market needs to shift to recruiters. With more available information and increased digital and financial literacy, candidates are fully aware of their value. We often hear frustrations from candidates and top IT professionals who feel their time is not respected by recruitment companies, as discussed in our Sprint to Success Podcast.
Starting the recruitment process with a financial offer isn’t about cutting corners—it’s about being honest, efficient, and respectful. This simple shift can transform your hiring process, benefiting both candidates and employers while adapting to the changing market dynamics and protecting your company’s reputation. So, why not give it a try?
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