Hi All (both prospective, and it seems, not-so-much prospective employees),
Before I start - I do not know what position this is for yet, I will investigate and post an
indication of salary later today... please continue below...
I got a phone call from one of my consultants, asking me to please check MyBroadband urgently, as we've really angered the nation with the above reply on request of offered salary... To be honest, I am not surprized that this has people up in arms, as I realize that one, if not a hundred, of each of you has at some point been burnt by an incompetent Recruiter. In this particular instance, the exact scenario about Ads I explain below, was what we try to avoid... A while ago I read an article on LinkedIn about a Recruiter who shamelessly tried defending the "other side of the table", i.e. The-Recruiter's-Life Uncensored, and that ended really badly.... for the Recruiter.... Needless to say, the lesson learnt is it is better to bow out and know when to apologise for the mistake you know you've made - I do apologize for the upset this has caused.
While I am not presuming you have "time to chat", I do want to share my professional opinion (Yes, that's true) RE Ads with you in short - not to justify, but if just one person can see a clearer picture of how we / competent Recruiters look, without the dirt people in our industry smeer on that window...
<Note: ^^vampire^^ - please send me your CV (my direct contact details below), infact, just your skills, let's see if BLR actually does know the diff between the various dev languages, OpenSource, MS, or at the very least know Java from JavaScript (how PHP and .NET became substitutes for one another, as in your above example, I cannot start understanding, but I have spoken about that smeer now, haven't I... - if I'm wrong in that assessment, you are right - I should not be doing what I am doing>
Ads - yes, as Recruiters, from a very young age, are taught the sales cycle up and down - and yes, at the beginnning of most processes, we find the Ads part, and finally
YES!!! - this is important to you as job-seekers, as more times than not, this is what you use to gauge various unspoken things about a position, seniority, prestige, level, etc. BUT Ads are also the most dangerous measure to use, so a word of caution to each - Ads do what they are supposed to do, they attract people and sadly, too many a Recruiter has put W-A-Y out salaries on that little paragraph of brilliance, simply just to literally ATTRACT people to applying for that job (9/10 times, this is typically your PHP Ad for the .NET dev), with the result that specific Candidate wasted his/her time, went to the interview with the wrong info and was ultimately given an expectation and this was not met. I have also seen managers adapt the salary budgets time and again, for someone perhaps just slightly above the original bracket, in order to secure the right candidate... No matter which way we turn, Ads are always the bumpiest ride of them all. So in closing, all I want to say about Ads on salaries - please be careful, take it with a pinch of salt, unless the (wo)man with the golden pen in his/her hand, the Hiring Manager, has given you a figure, no Recruiter can or SHOULD be giving a guarantee of salary of any nature, unless he/she is going to be Dev Manager soon...
Finally, I am truly sorry about this experience / frustration - we will continue with a form of indication of salaries for each position as best we can.
For any talks on that infamous "market-based-salary" issue, please feel free to contact me directly.
Thank you and Regards,
Monique Ungerer
[CEO Blue Label Recruitment]
[email protected]
www.blrec.co.za
). We can read between the lines and if a job lists R40k-50k and I want R55k then I would apply with my CV and specifically tell the recruiter that the opportunity looks good and I can probably add the value to the company negotiating a 5k increase on what they are offering. I have done this already a few times over the past 2 months for opportunities that grabbed my interest but didn't have the right salary. If people are blatantly ignoring adverts without taking into account that a prospective job is also a prospective negotiation then that's their fault. Some kind of guideline is just that, a guideline, but it weeds out the non possibilities straight from the get go.