| 05-01-2016 08:46 AM |
| Unregistered |
Quote:
Originally Posted by Jennifer
agree, managers don't always have full power to determine salary. but if the budget is approved for 7k and the candidate is good, the manger should be able to settle for 7k or maybe 6.8 k. what value add do hr bring by haggling down the salary by a few hundred dollars? some good candidates simply go away if hr says "6k, take it or leave it". a good candidate may be able to find similar role for 6.5k elseewhere.
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HR have their own KPI to meet. There is also something call a budget. There is no lack of talent out in the street, why pay more when someone else is willing to work for less. in your example of 1k difference, that is 12k in a years budget. Per pax. If your team has 10 people, HR just saved 120k in the budget. Guess who is getting a bigger bonus this year.
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| 04-01-2016 03:18 PM |
| Unregistered |
Quote:
Originally Posted by Jennifer
agree, managers don't always have full power to determine salary. but if the budget is approved for 7k and the candidate is good, the manger should be able to settle for 7k or maybe 6.8 k. what value add do hr bring by haggling down the salary by a few hundred dollars? some good candidates simply go away if hr says "6k, take it or leave it". a good candidate may be able to find similar role for 6.5k elseewhere.
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But the question is how do you know that the budget for your case is 7k? And I understand that it is only natural to think that you are "good" and way better than the competition, but how would you know that is what the hirer think as well?
If the company is hiring a non niche unique job with ample supply in the market and they have manage to shortlist 3-4 candidates that are roughly same calibre, why should HR not negotiate and get the best deal for the company?
If everyone adopts a take it or leave it attitude since its only "a few hundred" a month, very soon the whole manpower cost will balloon like nobody business. If it's from your own pocket will you have the same "generous" mentality? If Starhub and M1 offer roughly the same mobile plan with some slight difference will you just go for the first shop you see since it's only $10 more expensive every month?
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| 03-01-2016 10:18 PM |
| Unregistered |
The moment you say take it or leave it, you should stick to it. Don't be lame pls.
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| 03-01-2016 09:21 PM |
| Jennifer |
who calls the shots in salary negotiations?
Quote:
Originally Posted by Unregistered
for anyone who work in bigger co will know there is no such thing as a mgr having full power to decide whatever he feel like paying. there will always be a budget & approvals needed. unless its a small co where the towkay do his own hiring... my advice is question regarding job scope, culture, kpi etc ask the hiring mgr, other things like pay, bonus, car, benefit etc. always get confirmation from hr first, dun just assume base on a hiring mgr empty promise.
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agree, managers don't always have full power to determine salary. but if the budget is approved for 7k and the candidate is good, the manger should be able to settle for 7k or maybe 6.8 k. what value add do hr bring by haggling down the salary by a few hundred dollars? some good candidates simply go away if hr says "6k, take it or leave it". a good candidate may be able to find similar role for 6.5k elseewhere.
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| 03-01-2016 04:39 PM |
| Unregistered |
for anyone who work in bigger co will know there is no such thing as a mgr having full power to decide whatever he feel like paying. there will always be a budget & approvals needed. unless its a small co where the towkay do his own hiring... my advice is question regarding job scope, culture, kpi etc ask the hiring mgr, other things like pay, bonus, car, benefit etc. always get confirmation from hr first, dun just assume base on a hiring mgr empty promise.
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| 03-01-2016 01:57 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
I have been talking to this bank. The hiring manager says that he has full powers to determine salary. But HR told me that the hiring manager has no powers until they issue the appointment letter. Business can suffer until HR can have there say. funny - business earn the salary for HR and HR derail the business process.
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Most likely the hiring manager big cannon trying to act satki in front of you. Banking industry is a very compliance driven and everything is about policies and rules. Don't say a small fry like your hiring manager, even a senior MD will have to go through many rounds of approval if he wants to give something outside boundary.
As for junior fries like SVP/ED & below, haha my toes are laughing if any of them come to claim the have "full powers to determine salary". When I was a SVP with Citi, I was not even authorized to appeal for an offer exception outside salary range unless my boss sign off to give his support, then the whole exception form need my big boss MD from by line and MD from HR side to approve before HR can go back to offer something outside policy.
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| 03-01-2016 12:25 PM |
| Unregistered |
who calls the shots in salary negotiations?
Quote:
Originally Posted by Unregistered
Most of the time is the interviewer fault. Interviewer want more manpower in his own dept. But ultimately it is HR/planning that will determine the position and salary range for any new incoming. Sometimes though, these dept heads think they are up there and don't want to take orders from HR. Usually HR will already give black-and-white, what is the salary range for each position and how many the dept can hire. But the dept head will suka suka try and chut pattern to get what they want. Its a problem with big organisations. All the depts work as if they are the most important.
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I have been talking to this bank. The hiring manager says that he has full powers to determine salary. But HR told me that the hiring manager has no powers until they issue the appointment letter. Business can suffer until HR can have there say. funny - business earn the salary for HR and HR derail the business process.
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| 03-01-2016 02:20 AM |
| Unregistered |
Quote:
Originally Posted by Unregistered
I kena this a twice with MNC before. Hiring manager say salary not a problem at all after I confirm again during interview, then when offer come HR say cannot match and seems surprise I din't know that.
After that out of courtesy I went to talk to the interviewer again, he just push everything to HR and say they inflexible and its all their fault and how if up to him he will pay etc etc. But honestly as a job seeker I really couldn't care less whose fault, all I know is internally these people cannot coordinate properly and end up wasting my time coming down for multiple interviews.
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Most of the time is the interviewer fault. Interviewer want more manpower in his own dept. But ultimately it is HR/planning that will determine the position and salary range for any new incoming. Sometimes though, these dept heads think they are up there and don't want to take orders from HR. Usually HR will already give black-and-white, what is the salary range for each position and how many the dept can hire. But the dept head will suka suka try and chut pattern to get what they want. Its a problem with big organisations. All the depts work as if they are the most important.
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| 03-01-2016 01:13 AM |
| Unregistered |
Quote:
Originally Posted by Unregistered
more like the vp anyhow blank cheque when he dun even have the budget. a lot of hirers adopt the whack first talk later mentality cauz they dun want to give up any candidate early in the process even if they know not enough budget. they figure if u reject then they just go for 2nd best but at least they kept options open.
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I kena this a twice with MNC before. Hiring manager say salary not a problem at all after I confirm again during interview, then when offer come HR say cannot match and seems surprise I din't know that.
After that out of courtesy I went to talk to the interviewer again, he just push everything to HR and say they inflexible and its all their fault and how if up to him he will pay etc etc. But honestly as a job seeker I really couldn't care less whose fault, all I know is internally these people cannot coordinate properly and end up wasting my time coming down for multiple interviews.
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| 02-01-2016 10:23 PM |
| Unregistered |
Quote:
Originally Posted by Jennifer
Hi, I went to interview in a local bank. I told the vp interviewing me "i want 8k and nothing less". She said, this is in our budget and we can meet this number. later HR told me, the budget is lowered and now it is 7k. takit or leavit.
what can I do? should I call the vp and tell her that hr is creating trouble?
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more like the vp anyhow blank cheque when he dun even have the budget. a lot of hirers adopt the whack first talk later mentality cauz they dun want to give up any candidate early in the process even if they know not enough budget. they figure if u reject then they just go for 2nd best but at least they kept options open.
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