I’m going to say what a lot of us in HR or hiring have thought – but maybe haven’t said out loud.
That whole question we throw around in interviews :
“What are your salary expectations?”
Yeah… it’s broken.
It feels outdated. Awkward. Kinda lazy, if I’m being honest.
And we keep asking it like it’s the holy grail of figuring someone out.
But let’s be real – it’s not helping anyone. Not the recruiter. Not the candidate. Definitely not the hiring process.
Let’s talk about why this question actually causes more harm than good – and what we can do instead that’s, you know, actually useful.
Why Are We Still Doing This?
We’re in 2025. The talent landscape in India has changed dramatically over the last few years.
Candidates are more informed. Heck, they’ve done their research.
They know Glassdoor. They’ve talked to friends.
And honestly, they’re tired of playing this guessing game.
You toss the question —
“So, what are your salary expectations?”
And now the poor candidate is sitting there trying to figure out:
What’s your budget? (You won’t say.)
How much is too much?
Will they be rejected if they quote high?
Will they get lowballed if they quote low?
It’s like a weird mind game. And the worst part?
We created it.
The Power Game We Don’t Want to Admit
This question puts all the pressure – and risk – on the candidate.
Think about it.
You’ve got all the info: the budget, the job level, the salary band, the internal equity data, the urgency to close.
And the candidate? They’ve got Google and vibes.
What ends up happening is that people – especially early-career folks, women, and those switching industries – end up underquoting. Or overguessing. And then they get dropped.
Honestly, it’s unfair. We act like we’re testing “how aware” they are. But that’s just code for “Let’s see how much we can get away with.”
And that’s not cool.
Okay, But We Still Need to Talk Money, Right?
Of course. I’m not saying throw compensation out the window. We’re running businesses, not NGOs.
But there’s a way to do it that doesn’t feel like a trap.
Here’s what’s actually working better – especially for Indian companies that are trying to modernize their hiring without losing the human touch.
Try This Instead :
1. “Our budget for this role is ₹12–15 LPA. Does that work for you?”
Simple. Clear. Respectful.
You’ve shown your hand – and that creates trust.
Now the candidate can answer without fear of shooting themselves in the foot. You both save time. No mind games. No drama.
And guess what? It sets the tone for a professional conversation instead of a price war.
2. “What’s your current CTC, and what would a fair move look like for you?”
Now this one’s good when you’re dealing with those complex Indian CTC structures — with bonuses, ESOPs, variable components, the works.
Instead of asking them to “guess” your number, you’re asking what would feel fair to them — based on where they are right now.
Just don’t use this as an excuse to cap their hike.
Fair move ≠ 10% max. Especially if they’ve been underpaid for years.
3. “If we both feel this role is the right fit, we’ll make sure the offer reflects your value. Sound good?”
This is perfect for early-stage convos — like when you’re headhunting or speaking to a passive candidate who didn’t even apply.
It says:
“We’re not leading with money.”
“We care about potential.”
“Let’s talk fit first.”
And that’s a breath of fresh air in a market where people are exhausted from being treated like price tags.
But What If We Show Our Budget and Get Taken for a Ride?
Here’s a thought — maybe we stop assuming the worst about candidates.
Most people aren’t out to milk the system. They just want to be paid what they’re worth, in line with the market, and feel like their time and experience is respected.
Also, if you’re scared someone will quote the top of your band just because they saw it… maybe it’s time to fix the band.
Quick Reality Check: Internal Parity > Negotiation Games
You know what creates long-term issues?
When one person negotiates well and gets 40% more than someone else in the same role who just didn’t push hard enough.
That creates resentment, attrition, and headaches for HR down the line.
Being transparent upfront helps you maintain internal fairness too – not just protect candidates.
One More Thing: Can We Please Start Putting Ranges in JDs?
Not everything needs to be “competitive” or “as per industry standards.”
Just say it : “Compensation: ₹10–12 LPA.”
That’s it.
It’ll save your sourcing team hours of screening. And it tells candidates you’re not hiding something.
Honestly, in 2025, not showing salary in a JD feels like you’re trying to be clever. People see through it. Top talent especially.
Final Thoughts : Don’t Make Money Talk Weird
At the end of the day, here’s the deal:
We all know compensation is important.
Let’s stop acting like it’s a hush-hush topic that needs to be “handled carefully.”
Let’s just be adults about it.
Be honest. Be fair. Be upfront.
And stop asking people to guess their own value with no information.
Because if we want to build teams rooted in trust, it starts right here – with how we talk about pay, before day one even begins.
