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Job Advertisements: Time to come clean on salary to be offered?

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Job seekers want recruiters to disclose approximate salaries for the roles advertised so that they can make better decisions while applying for these positions.

Vini Ahuja, a 34-year-old software professional from Bengaluru, has been job looking for the past two months. the most important hurdle that she is facing thus far is that the incontrovertible fact that job positions being advertised doesn't offer any details about the salary and it's disclosed just one occasion a candidate has cleared the last round of selection.

"I have appeared for five interviews thus far and each place has an equivalent policy. In three cases, I acknowledged that the salary being offered was 15 percent less than my current CTC (cost-to-company). once we need to disclose our current salary and provides proof, why won't they," she wonders.

There is a rising demand among job seekers in India to urge proper salary disclosures for the positions advertised by recruiters. The request here is that albeit the precise salary can't be revealed, a ballpark should tend out.

The justification is that since companies insist that candidates disclose their current salaries, why shouldn't they too? And eventually, the salary is one among the crucial factors to make a decision whether or to not accept employment role.

Currently what happens during job interviews is that the compensation is discussed at the previous stage. due to this, it becomes a troublesome decision-making process for candidates.

Hiring managers would state that compensation may be a 'trade secret'. Fair point but what's the harm in giving a range? rather than saying Rs 28.7 lakh CTC for a software developer with 10 years of labor experience just say provides a range between Rs 25 lakh-30 lakh once a year .

This makes the method far easier. A candidate who currently earns Rs 35 lakh wouldn't consider applying for the role. rather than them rejecting the work offer at the last round supported the pay, it's way better to state the compensation upfront.

It also helps save time and shut critical positions quicker. tons of back-and-forth on pay happens between the candidate and therefore the company HR occurs after the ultimate interview has been cleared only because the figure isn't shared beforehand .

Varun Bose, a tax consultant from Kolkata had three rounds of interviews at a consulting company between March and July 2021. He had a good idea of the industry salaries and had agreed to use for this position (where he was approached by the company).

However only within the last week of July was he told the pay, which was actually 20 percent less than his current salary.

"I didn't take up the work but i actually regret the very fact that I could have applied at other places had this information been given before," he says.

Giving an indicative CTC upfront means time are often dedicated to interviewing relevant candidates to guage whether or not they are fit the stress of the work role. With this, the 'salary bargaining time gets significantly hamper and vacant positions might be filled during a few months.

If you expect transparency from employment seeker, it's essential that you simply be transparent too.