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Confessions
Confessions
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GigglyUnicorn
GigglyUnicorn
Stealth

Two simple questions

1/ an employee has got a raise in his/her current org recently and then asks for raise again to switch to a different org 2/ an employee has got a raise in his/her current org recently, gets an offer from another org and then asks for the current org to match the offer

What’s your first thought? Is this justified? 90% of orgs will label them as opportunistic, money hungry & capital centric. But let’s get brutally honest here: Is the talent wrong to ask for more? We’re quick to jump to conclusions and slap on those labels. But have you ever stopped to consider their perspective? They are leveraging their value in the market. They are pushing for what they believe they’re worth. Isn’t that exactly what we teach about knowing your value and not settling? Are we really being fair when we default to calling them greedy?

How many of you would really go back to hard, clear benchmarking and justify why this ask is justified? How many of you are really fighting this battle of moving a godzilla out of their position (in this case, a manager) who just says, "Nai yaar... pagal hai kya... bolo same salary pe aane ke liye... abhi to raise mila hai"? Most likely (as it is today) that this will result in a no-go from a manager or a comp approval request. And when it does - you can go all gaga on how you sold opportunity cost, how you justified the value the candidate brings to the table and all that verbatim in my head translates to CONVENIENCE. Someones convenience. This will always labelled "outlier" case.

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4mo ago
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GigglyUnicorn
GigglyUnicorn
Stealth4mo

But think about it - How often do we genuinely reassess and benchmark the market value of our talent and the ask in this case? How many of you are truly willing to challenge the status quo and advocate for what’s right, even if it means shaking up the system? want a trickier one - okay - here it is - If the candidate's ask is 25, you have a budget of 28-35 - what will you offer? Be honest. Do you really have a competitive benchmark on how this new talent is placed against your current folks in the system? You could very well argue - We havent worked with this guy - How do we know the worth? Which is exactly my point - How do you know the worth? How do you draw that line? What if this candidate could 10x the output?

okay if that was easy and you think you’ve figured it out? Here’s another one: A candidate has not had a job for the last year (for whatever reason: laid off, resigned) now he/she is asking for a raise

What’s your default, acceptable, and real answer? Be honest Chances are, this candidate will not see a raise ever In the rare case that it happens, the root word is "rare." Hardly ever happens.

Recruitment doesn't need new, faster, fancier, cooler X Y Z. It needs more honesty. Somewhere we put that in a pipe and smoked that stuff up.

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