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What’s the best way to provide your salary history? You can list your salary history in your cover letter without itemizing. For example, you could say, “I am currently earning in the mid-fifties.” That gives you some flexibility when it comes to discussing compensation if you get a job offer.
What’s the best way to share my salary history?Use general terms. Instead of including an exact amount, you could provide a general number. Use a range. If your salary has increased during your time in your current role, you may opt to provide a range or a starting salary and current salary. Provide an exact number.
When you’re asked to indicate your expected pay in your CV, put it in the form of a range, just to be safe. However, make sure that you are willing to accept the lower end before putting it in your CV. Do not include benefits and bonuses that you earned at your previous place of work into the salary equation.
The bottom line is that lying about your current salary isn’t a good idea, but not directly answering the question with one hard figure and instead demonstrating your market research is acceptable.
At the end of the day, you are not obligated to disclose your current salary to hiring managers or potential employers. Remind your prospective employer that you will consider all reasonable offers, and demonstrate the value that you will bring to their company.
Most top employers use services of a background verification agency to do the task for them. The level of verification varies from one employer to another. There are agencies which fetch details as much as the amount credited in your bank account as salary.
According to Amit Das, CHRO, Timesgroup (BCCL), salary history is required for a correct estimate of what to pay the candidate. “The organisation will not be able to pay the candidate as per the expectation in the absence of a salary history.
7 Things You Should Never Tell a Recruiter“I’m pretty desperate.” It’s easy to lose confidence and get stuck in a rut when job-seeking. “It’ll do, I suppose.” Be enthusiastic! “I hated my last boss/ colleagues.” “Did you not even bother to read my CV?” “I’m hoping to go travelling at some point.” “I just want more money.” “I’d probably accept a counter-offer.”
Happy Where I AmI’m flattered, but I am very happy where I am. Thank you!Thank you for reaching out. At this time, I am not interested in the position personally. Thanks for the info. Thank you for reaching out regarding the opportunity at [company]. Thank you for reaching out to me, I appreciate the inquiry.
You should be as honest as you can be about information that could impact your schedule or ability to work, so your recruiter is able to be upfront with the employer about your schedule/start date, and more.
Definitely not worth making yourself more expensive to the company. As a recruiter, my advice would be to apply to both. Sometimes ‘company policy’ dictates the company has to post the position directly, but no one actually looks at those resumes. Sometimes companies send those resumes directly to the headhunter.
No matter if you are looking to work with a Recruiter to help your company or if you are looking to work with a Headhunter to help you move to another company, you should never engage with anyone you aren’t certain you can trust. If there is no trust, there cannot be a partnership.
It doesn’t really matter. Recruiters just go through all the cv’s they get from anywhere and scan them quickly. The reason you have to answer so many questions in the career site is often that the employer uses a system that demands it.. Applying at jobs via websites do not work.
Working with a recruiter can be a great way to advance your job search. But, remember it’s just one avenue. So, take the experience at face value: They can help you find your next position—and that’d be a great outcome for everyone.
While the firm’s silence might mean that you didn’t make the top tier of candidates for this recruitment cycle, it isn’t necessarily a sign that your candidacy is over.
Along the way toward a successful placement, a recruiter will likely speak with dozens, or even scores of potential candidates, spend many hours on the phone with the resulting panel of candidates, providing as much information as possible about the company, role, and key points to hit on during the interview.
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