LinkedIn’s global head of talent Brendan Browne agrees that salary is an important discussion to have. However, he says that it’s really all about timing. He advises interviewees wait to have the “salary talk” later down the line and says that it should not be brought up in the first interview.
Browne warns that bringing up pay to early and to frequently may be a turnoff for hiring managers. Although the level of pay offered can make or break whether you decide to work for a company, Browne says that you shouldn’t make it seem like it’s the sole reason you want to score the position.
He explains that first and foremost, the employer wants to make sure that you’re a good fit for the company. Browne touches on his own interview experiences at LinkedIn.
“We pay well,” he says.”But what keeps people here is helping us execute on very important decisions.”
He adds that when applicants seem overeager in discussing salary right off the bat, he often responds by saying, “If that’s the most important thing, this may not be the right place for you.”
Microsoft backs up this the rhetoric with their hiring approach. When interviewing, says Edward, the company looks for core skills across various industries.
This allows them to hire top talent that can lead the business through a digital, people and cultural transformation.
Notably, he says, “We don’t screen people out. We screen people in.”
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