There’s a long list of topics that are “inappropriate” for the workplace: religion, sex, drugs, politics, money. We know these taboos, and we shush anyone about to bring them up. We want a “civil” work environment, so rather than train people on how to have a conversation about these topics, we pretend they don’t exist — until we no longer can.
Which is how we got to where we are with money. We pretend it doesn’t exist so much that we have rules around when it’s OK to talk about it during the selection process. But just like sex and dating, there’s no hard and fast rule about this. Some people are fine with a candidate asking about money during the first contact, while others feel that’s rude because they just want someone who “really cares about the job” and isn’t working just for the money.
Well, I don’t know about you, but I don’t know anyone who is able to work just because the person feels a connection to the business and doesn’t care about the salary. Pretty sure most of the folks working at McDonald’s aren’t all that passionate about the McChicken.
The majority of us are working for a paycheck, so as talent acquisition professionals, we need to get more comfortable talking about uncomfortable topics like money with candidates. We need to talk about it early and often. We need to be okay with candidates bringing it up, but better yet, we need to initiate the conversation. That way, we can lead it, and if we are wise, we will help candidates along the way.
Check out the rest of the post on ERE.NET. I’d love to hear your thoughts on salary transparency during the selection process!