I’m a corporate recruiter. For candidates that progress to an HR phone screen, we ask their expected salary and share the range we have for the role. Is it appropriate to use someone’s low salary expectations as a reason for not moving forward? For example, I was recruiting for a mid-level management role, with compensation between $125,000-$150,000 per year. Many of the candidates had salary expectations within that range. However, a few candidates that seemed like a good fit only asked for around $85,000 per year. I’m concerned that a candidate who makes so much less won’t be a good fit. Is that the case?
To read my answer, click here: Dilemma of the Month: Low Salary Expectations