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Digital & Data Career Advice - Why is salary important
Seems a bit obvious doesn’t it?
But it’s not JUST about salary.
Our consultants work closely with job seekers to understand what motivates them, we then match them with the perfect company and team based on job requirements, career aspirations, and cultural fit.
Within this video, Scandi recruiters James Allen, Luke Parkinson, Johnnie Savva, and Danny Arnold discuss how to find your worth, and what else you should be looking for.
Watch the video to find out more!
I think it comes into I think comes into two questions, really, one, asking the candidate, you know, what are you currently earning? number two is, you know, what they expected because we're not going to ask what you're earning now and then sort of putting you into a role that's going to earn less. You know, we're going to try and get you an uptake as much as possible. Yeah, but that's the idea of the interview process, is to, you know, sell yourself to make sure that, you know, you can get as close to that figure as possible.
The one thing that I think is a big topic is, is candidates almost overinflating how much they want to earn. And then I've had it in the past where they've got a little bit defensive when I've said that's not going to be attainable with this client. You know, had a couple of weeks ago, candidate said, ah, they wanted 100000 Swedish kroner a month. And I said that's not going to be possible. We're going to be about 85 for an architect position, they said that’s fine.
So in the space of 30 seconds, you've dropped from 100 to 85. You know, he wouldn't tell me how much he's earning. You know, I almost feel like he needs to trust me to be more and know that he can lean on me for my experience and know what a client's going to pay.
Where do you think that's coming from? Do you think it’s other agencies inflating candidates to try and secure that candidate or is it the market that they're seeing elsewhere?
I think in this circumstance, I think it was maybe other agencies, maybe overinflating how much they're going to get paid. And maybe he's been sent for roles at that level. But realistically, at the level he is at, is a client going to pay that figure, I'd be surprised. You know, knowing what I know and knowing the clients I'm working with, I think that a profile like his, he's going to be about 80 to 85. If he gets more than that, he’ll go up to 90.
But I don't think much more than that. But that's where using us is beneficial, because we're in the market. You know, we're speaking to .Net developers, data scientists, you know, Java Developers, day in, day out. We're understanding, you know, where the budget is and, you know, our marketing team do a lot of work about the market update where a junior mid-level and senior developer is, for example, we don't just pluck these numbers out of thin air.
You know, we work with client budgets. We can advise on what level is best and we're going to, you know, not be around the bush, we’re going to try and get as much money as possible. You know, we're not going to short-change them. And if they need to earn 55000 because, you know, their family situation requires it and, you know, he's hoping to earn a little bit more. So maybe the wife doesn't have to work anymore or, you know, he wants to try to go on holiday.
That’s a big one as well. Talk to us, we're not going to come off the call and then email it around to our whole database saying candidate one earns fifty-five thousand a month. You know, it's going to be completely confidential between us and the client that you're hopefully going to work for in the long run. And then he's going to know exactly how much you're earning because he can offer you the job.
It’s information only used when needed for a specific case. And this time it’s speaking to the hiring managers.
I think you touched on there, I think is the massive point of it, and it's the collaboration or the synergy between expectations. And I think it's I think there is a notion, not everyone, but some candidates or even some clients as well, where they kind of think it's like who could come out of this winning? Like, can I get him for cheap as possible?
Or Can I get the most salary possible? When you feel that, and you can usually pick up on that so quickly, then you can dig into what the motivations are. They want the job. Is it just money because you want to avoid those kinds of people. But if it's a case of you want it but there’s this layer on top, that’s not our point there, because if either party come away from that, whether it be that the candidates got paid too much or being too cheap, then someone's not going to be happy.
Someone's either getting underpaid or getting paid too much.
you want to make someone happy. At the end of the day
we want to both, the idea is both, they both say that's a fair price to go with.
The candidates got a good salary, and the clients got his candidate within the budget for that role. You know, exactly the worst-case scenario is where a client has got to pay too much and a candidate hasn't earned enough.