me:
How much do you expect to get in here?
him:
I do not have any special requirement here. Whatever the standards that are here, I will follow it
me:
I am sorry, we do not have any standard for your position. So its better and this is an obligation for you to put down here your salary requirement
him:
I really don’t give a bother about how much I will get for this. I have been unemployed for the last half year and I need this job badly. So I beg you to help me out from my problem. I really appreciate it deeply if you could give me this job.
Me:
I am sorry… from every perspectives I have, I can not categorize you as a fresh graduate level or an entry level. If you really can not put in here, you could just write it down here the number of your last salary.
That topic was not just over right there, he continued to answer my question with his silly begging. After he went home, a colleague who was more senior than me asked
Why don’t you just give him your number, and see if he is willing to accept it or not
I just replied
Actually that time, the only thing I wanted to do was sending him home
Many recruiters prefer to go directly. They hold the selection process orderly and in the end, they show the contract draft. The applicants can see the number and have to decide to accept or decline that time. Some recruiters allow them to negotiate the number, and the rest don’t. Nothing is wrong with this system, that’s why most people use it, isn’t it?
Just like that, my seniors suggested me to follow our job grading system which will describe the salary of each grade. Based on the system I just ignored all those thing and force applicant to accept or decline my based on grading system offer. just “take it or leave it” question in the end…
But I feel something wrong with that system. The company I work for currently is not a big multinational one or a rich oil and gas company. So the major challenge is to find the best candidate who fits in our budget which our budget looks like peanuts compared to those two kind of companies. In this situation I think many people sign contract with our organization just to throw off his / her unemployment status. Even if I put penalty if they resign or walk out from the contract, it can retain them but they will try to kill time as much as they can.
So I prefer to switch recruitment order that applicants must state salary requirement in front of the selection phase. It save up more unnecessary expenses although those all not my expense nor HR’s.
To think about the users. They will have to test and interview applicants for several day taking their precious time just to do things that are not important from their perspective. And the applicants, they have to travel, maybe skip or take a holiday from they work so they can take interview or test not once, but several times. Have you ever thought about how their feel, for example they have to come 3-4 times to somewhat office, taken several test, studied things up, and on the following month they have to find out that that somewhat office can only offer ridiculous number.
Maybe if right now I am representing different company which can buy hire anyone at any cost, which has the stated of the art in recruiting, which are in the top wanted list in applicants wish list company, the story will be different. Its just like people thought on school, university, seminar, and workshop about applying best practices, but they can not mention or maybe do not understand what, how and when they can apply it.
So What do you think? do you think I am what a stubborn lacking experince one just like my seniors? by they way, my next post will be how to ask your salary and know your price in the job industry.
hihihihh…. aneh ya.
setiap orang even pengangguran, tetep harus punya harga diri. gimana dia mo menghargai orang lain klo utk mengukur kemampuannya saja dia gak bisa.
Ribet juga yah, dari sisi perusahaan sendiri sebenernya dari awal udah tau mau kasih angka berapa, tapi si applicant nggak akan tau mau ditawar berapa sampai dia sampai ke tahap negosiasi gaji (klo dia sampai ke tahap itu, hehe).
Kenapa sistem-nya dibikin seperti itu mungkin karna urusan gaji masih jadi hal sensitif dan terasa inappropriate untuk dibicarakan di awal? Mungkin karna si recruiter udah jatuh hati sama kualifikasi si applicant tanpa berpikir mereka bisa afford untuk hire itu orang atau nggak, trus memutuskan untuk tetep terusin proses recruitment siapa tau keajaiban terjadi dan si applicant bakal terima berapapun gaji yg ditawarkan tanpa babibu.
Bos gw pernah manggil satu kandidat u/ satu posisi ampe 3 kali proses recruitment dalam jangka waktu 1.5 tahun. 3 kali dia sampe di tahap test IQ, 3 kali juga dia gagal di tahap negosiasi gaji. LOL. Why??? Ya itu, bos gw udah terlanjur jatuh hati ama kualifikasi si kandidat, walopun dia udah tau si kandidat mau minta berapa dan dia cuma bisa ngasi stengahnya, tetep aja recruitment proses diterusin, ampe 3 kali pulak dalam 3 periode yg berbeda! Such a waste dan kayak ngerjain orang aja… heheh.
Klo gw jg sama kyk loe, suka tanya2 gaji di awal. Apalagi klo kandidat-nya di luar kota macam Papua, harus phone interview dulu dan langsng tanya gaji, klo di luar budget ya ga diterusin. Kalo masuk budget dan kualifikasi ya kita invite ke Jkt u/proses selanjutnya. Jadi lebih efisien dan ga buang2 duit + waktu.
haha.. pertanyaan ini bukan cuma untuk mengukur budget kita, tapi juga untuk melihat.. bagaimana atau seberapa besar pelamar menghargai skillnya sendiri :)
hehehe jd ingat my bro. ngelamar ke italian co di kepri, ditawari 5,5 juta, dia minta 10 juta. pdahal dia waktu itu lg nganggur. tawar menawar sampe 3x, akhirnya mentok di 8,5 juta.
meski nganggur, dia tau skill dia dan perusahaan itu juga bukan perusahaan murahan. tapi aku ngerti sih kalo yg nganggur, gak punya duit, dah lama gak kerja. cuma, jangan sampe memohon gitulah. biar miskin asal sombong LOL
Secara ‘formal’ Sinyo belum pernah ngelamar pekerjaan, tapi dilamar…mungkin karena tarif murah heuheuheueu ;)
sometimes the applicants didnt know how much the salary they will get. if they mention it early, it can lead to both result : glad that their asking price is higher than the standard salary, or regret as they get lower.
so, reading the situation uve mentioned and like most of the cases out there i supposed, many of the applicants were playing save and follow the company standards salary. . . .
I agree with Anggi, I think the applicants are waiting for the first figure to come out from the interviewers. However, begging is still a not good thing to do, it’s like they are selling their self on a big sale, LOL.
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