When I used to tell people that I used to be in parking payments, we would immediately connect over stories of paying for parking; some real horror stories but great ones as they illustrated how the product, be that RingGo, Parkmobile or paybyphone (yes, I worked for these three), made a positive impact.
Now, I’m finding that same connection when I tell people today that I’m in the hiring space. Not exactly a sexy topic (but neither was parking payments!), but a vital service, in an industry which hasn’t really innovated in the past 15 years and with inkscroll, I’m determined to change that. Our goal is to eliminate the stress, uncertainty and inefficiency from finding your next job and your next, next job.
If you’re lucky enough you have a positive hiring story. The perfect job popped up in front of you with a smooth hiring process that took a couple of weeks instead of months, resulting in a fair job offer which you accepted.
For many though, their stories are riddled with endless delays, poor communication, mismatched job expectations and perhaps the most frustrating one of all, compensation package mismatch which focuses 80% on the base salary component.
Over the weekend, I heard a new twist on a job search story. It started positively; the perfect job, great fit, both parties signalling positively right up until the last stage which involved the package conversation. It went something like this:
Internal recruiter: We would like to offer you the role, but first, we need to know what you’re currently paid so we can put together the right offer for you.
Jobseeker: I’m currently on £X.
Internal recruiter: Oh.
(Long pause)
That amount is very low. I, er, expected you to be on a higher salary. I’m really sorry but we can’t offer you the role. When we calculate the offer using your salary with our salary multiplier, it’s not high enough.
Seriously??!
I was so outraged on behalf of the jobseeker. That’s so infuriating. As a hiring manager myself, I would break whatever rules I needed in order to attract the right talent. The jobseeker could be underpaid for countless reasons; market conditions, job security or simply because they were under-valued.
The reliance on current salary as a baseline or benchmark is antiquated, here’s why:
1. Stop Asking for Current Salary
It’s outdated. It creates a power imbalance and penalises candidates. Instead, companies should offer transparent salary ranges that reflect the role’s value in the market – not the individual’s past pay.
2. Value Skills > Salary History
Offers should be based on what a candidate brings to the table: their skills, potential, and experience. Focusing on current salary ignores their true value and risks alienating top talent.
3. Empathy in Hiring
At the end of the day, we’re all human – at least for now!
This company’s hiring policy should be publicly called out and re-evaluated but I promised to share this story on condition of anonymity, so this is the next best thing.
