A Vision for the Future of Hiring.
With SalaryChecker, you gain clarity, save time, and create a better recruitment experience—for everyone.
How does it work?
Project Set Up
You create a project for the role in your BeCandid platform and choose between a Standard Salary Range or a Personal Salary Range. A Standard Range will use the same salary range for all candidates added to this project. A Personal Range will allow you to communicate a salary range for each candidate added to this project.
Company Salary Range
Based on the project setup, you either enter one salary range in the project (Standard Range feature) or you enter a tailored salary range for each candidate (Personal Range feature). The indicated salary is the yearly base salary.
Candidate Salary Expectations
The candidate is invited to log into a user-friendly app and answer the question: "What yearly base salary would bring you satisfaction for this role?"
Confidential Computing
This is the moment where machines are computing both answers with no one being able to see them.
Feedback Sharing
You can both see if your answers are compatible. A green 🟢, orange 🟠 or red 🔴 light will indicate if the candidate's expectations are below, within or above your salary range.
Answers Disclosure
If you both agree to it, you can simultaneously disclose your answers to the other party.
Use Cases
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You have a defined salary range and it is not publicly shared.
1️⃣ Assess Salary Compatibility at Job Application Stage (Standard Salary Range)
We recommend that you use the Standard Range feature at the job application level. By assessing salary compatibility at this stage, you will confirm that candidates' expectations are aligned with your range before setting up first interviews. Providing the salary compatibility assessment to your candidates at this stage will also be highly beneficial to your employer branding while providing insightful analytics on your salary grid's market fit.
2️⃣ Refine and Assess Salary Compatibility after First Interview (Personal Salary Range)
In addition, we recommend that you use the Personal Range feature after first interviews when you are ready to refine the salary range based on the candidate's background. This will show them that you take their experience into consideration and that you do not wait until the very end of the recruitment process to confirm salary compatibility.
💡 This last step will be interesting when the initial compatibility assessment is Orange, showing that your candidate's expectations are somewhere within your defined range.
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You have a defined salary range and it is publicly shared.
1️⃣ Assess Salary Compatibility at Job Application Stage (Standard Salary Range)
We recommend that you use the Standard Range feature at the job application level. By assessing salary compatibility at this stage, you will confirm that candidates' expectations are within your range before setting up first interviews. This will also provide insightful analytics on your salary grid's market fit.
2️⃣ Refine and Assess Salary Compatibility after First Interview (Personal Salary Range)
In addition, we recommend that you use the Personal Range feature after first interviews when you are ready to refine the salary range based on the candidate's background. Candidates who see a salary range on a job offer tend to believe that they will receive the highest edge of the range so we think it is important to manage their expectations and provide a refined range that is consistent with their level of experience from the beginning of the recruitment process.
💡 This last step will be interesting when the initial compatibility assessment is Orange, showing that your candidate's expectations are somewhere within your defined range.
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You do not have a defined salary range.
Assess Salary Compatibility after First Interview (Personal Salary Range)
We recommend that you use the Personal Range feature after first interviews when you have a better idea of the candidate's background and you are able to define a salary range for a specific candidate. Instead of asking the candidate for their salary expectations during the interview, you can use our salary compatibility assessment instead, available to both of you. This will show candidates that you care, that you are playing the game of transparency and that you do not wait until the very end of the recruitment process to confirm salary compatibility.
ℹ️ In this context of flexible salary range based on candidates' background, the Standard Range feature may not be useful to you as you will have problems defining a standard salary range. You will probably end up setting a wide salary range, therefore not relevant. However if you have a fixed maximum budget for the role, we recommend you refer to the use cases above with defined salary range.
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You are required by law to add a salary range on the job offer.
This will be the case, for example, for companies hiring in California or some other States in the USA. We see that most companies communicate a wide salary range on their job offer to reduce the risk of losing good candidates because of the salary.
Assess Salary Compatibility after First Interview (Personal Salary Range)
We recommend that you use the Personal Range feature after first interviews when you are ready to refine the salary range based on the candidate's background. Candidates who see a salary range on a job offer tend to believe that they will receive the highest edge of the range so we think it is important to manage their expectations and provide a refined range that is consistent with their level of experience from the beginning of the recruitment process.
ℹ️ In this context, the Standard Range feature may not be useful to you as there are high chances that candidates' expectations will be within your wide salary range.
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You are required by law to disclose a salary range before first interviews.
The EU Directive on Pay Transparency requires countries recruiting in the EU to communicate the hiring salary or a salary range prior to the first interview. We will have to wait for a few more years to see how each country transposes it in their own legislation. Companies may have to disclose the salary on the job offer (see use case above) or may have to disclose it prior to the first interview (not necessarily on the job offer).
1️⃣ Assess Salary Compatibility at Job Application Stage (Standard Salary Range)
We recommend that you use the Standard Range feature at the job application level. Providing a salary compatibility assessment at this stage will be highly beneficial to your employer branding and in line with the idea of salary transparency, without having to disclose a salary range publicly.
2️⃣ Disclose Salary Range before First Interview
If you are required by law to disclose salary before the first interview, our Disclose Company Range feature will allow you to do this with candidates that you wish to invite to a first interview. This will disclose your salary range to them (and only them) prior to the interview. This feature will not disclose the candidate's salary expectations to you to allow you to reassess the compatibility with a Personal Range later on in the process. This feature of one-way-only disclosure is currently in development and will shortly be available on BeCandid.
3️⃣ Refine and Assess Salary Compatibility after First Interview (Personal Salary Range)
In addition, we recommend that you use the Personal Range feature after first interviews when you have a better idea of the candidate's background and you are able to refine the salary range for them within your defined standard range. This will show candidates that you care, that you are playing the game of transparency and that you do not wait until the very end of the recruitment process to confirm salary compatibility.
💡 This last step will be interesting when the initial compatibility assessment is Orange, showing that your candidate's expectations are somewhere within your defined range.
Do you think that it would be easy to game the system? Check our naughty user list!