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Marc Basil
Marc Basil

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I am a passionate, dedicated and expert recruiter who brings unrivaled experience and expertise to my clients and candidates in the field of accounting and finance throughout the greater Chicago market."

Marc Basil is a Brand Ambassador for Brilliant, and Senior Director of Financial Search, the permanent and direct hire division of Brilliant.

He is a charismatic professional who counsels his clients with his sharp wit and keen knowledge of the staffing and recruiting industry. He has a strong insight into the accounting and finance professions with nearly two decades worth of experience. The Basil Blog is an editorial-based blog from Marc’s point of view on issues affecting his candidate and client base.

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4 Things to Consider When Discussing Salary During Your Job Search

4 Things to Consider When Discussing Salary During Your Job Search

There has been a significant amount of debate and press as of late concerning the disclosure of compensation, compensation history, etc. during the interviewing process. Is it ethical? Is it legal? Is the question necessary? Adding a search firm into the mix can complicate the point even further.

Sure, there are many elements that go into considering someone for a role beyond compensation such as history and background, soft skills, systems experience, culture fit etc. It really comes down a person’s entire package.

Andrew Simmonds, Managing Director of Talent Tree Limited makes a good point when he states, “Your skills, experience, and cultural fit to the job in question are what matters most.” He goes on to say, “I believe you should tell your recruiter your current salary. I like to believe that—at senior level at least—recruiters can be trusted to judge you on your merits and experience, not your salary.”

I’ve talked before about this topic before and how to tackle the subject of compensation head on, but I find the subject is just so timely it bears an even deeper discussion.

Below are 4 Things to Consider When Discussing Salary During Your Job Search:

1. Have trust.
The relationship between a recruiter and a candidate should be one of trust, transparency and communication. Like in any profession, there could be good and bad seeds. As a candidate, if you don’t get the feeling your recruiter is trustworthy, simply do not work with that recruiter.

2. Evaluate your market value.
A candidate’s current compensation is one of several attributes that make up that professional’s overall market value. It is easier for a candidate to make a move from $100,000 to $120,000 than it is to move from $80,000 to $120,000. Is it IMPOSSIBLE to make a $40,000 jump in salary? Absolutely not. Is it likely? No. The hiring organization—not the recruiter—has final say on salary level and the overall offer.

3. Expect your work history to be verified.
An individual’s current compensation is a verifiable piece of data—no different from dates on a resume, the university someone graduated from, etc. In this day and age, hiring organizations verify EVERYTHING. An offer is contingent upon a hiring company successfully verifying every piece of information a candidate discloses, whether it’s listed on an application, on a resume or discussed in an interview. If any of the information comes back as falsely disclosed, the offer can become null and void. So, if a candidate inflates or misrepresents their current salary during the interviewing process with the hopes of leveraging a higher offer, the hiring organization could potentially rescind the offer.

4. Know the recruiter is championing you.
It is no secret that a recruiter’s compensation is dependent upon their candidate getting hired at the hiring organization. Whether that be through a retained or contingent search, the fee a recruiter is paid by the hiring organization is directly tied to the (base) salary offered to the hired candidate. In other words, the higher the salary the candidate receives, the more compensation for the recruiter, as well. So, clearly the recruiter and the candidate’s goal are fully aligned with compensation.

While salary always has and always will be a tricky part of the interview process to navigate through, honesty and transparency remain the best policy.

Share your thoughts on discussing compensation during the job search process in the comments below!

       
 
 
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Marc's Story Marc's Story

Early in his career, Marc built a solid relationship with now key leaders at Brilliant and was able to foster those relationships for many years, joining the company in early 2010, shortly after the firm opened its doors.

Because of the continued guidance from former CEO Jim Wong and current President Kathy Spearing – coupled with the opportunity to make people’s lives better each day– Marc stays compelled in his role as Senior Director of Brilliant Financial Search. Basil says, “I’m incredibly impressed with the running of the business. That, and the opportunity to work with our great clients, candidates and colleagues are what keeps me here.”

Marc's Philosophy Marc's Philosophy

  • He listens
  • He educates
  • He motivates
  • He coaches
  • He sets high expectations
  • He follows through on promises

Candidate Testimonials Candidate Testimonials

Working with Marc has been great. He helped me obtain the position that was right for me and my skills. Marc is open and honest with his recruits and is an effective communicator. He knows how to get the job done right because he stays organized and is knowledgeable about the job market. Most of all he is friendly and easy to work with. I would, and have done so on many occasions, recommended Marc as a recruiter you can trust to find the right opportunity for you.A Happy Staff Accountant

During my recent search, I worked with a few recruiters. However, none held the expertise nor prepared me for the interview as well as Marc did. Marc's initial meeting asked all the right questions to get me into roles where there was mutual interest. Marc was able to coach me through the process to present myself to my strengths as well as the hiring managers’ needs. It is truly a pleasure working with Marc, and I would be happy to work with him in the future.A Happy Senior Financial Analyst

Checkmark 5 Things to Know About Marc

Runner

He’s an avid runner. He’s ran multiple races, including a marathon, and runs 5 miles home from work every day.

Wine Glass

He enjoys good wine. His favorites are Cabernet Sauvignon and Pinot Noir.

Fork

His relationship with his in-laws is like a TV sitcom. They don’t speak English, and he doesn’t speak Spanish.

Building

Marc was born and raised on the northwest side of Chicago – he is not a “suburban” guy.

Family

Marc is a middle child of two sisters and two brothers.




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