Applicant surveys show salary expectations 18% above the city's posted range for building inspectors. What should HR do?
Select an answer to reveal the explanation.
Short Explanation
If every qualified inspector wants 18% more than the posting, 'but we have a pension' is a brochure, not a strategy. Either move the range or change the job. Spinning benefits while the market walks by just fills the vacancy with calendar pages.
Full Explanation
Persistent candidate-expectation gaps are a compensation-design or job-design problem, not a branding problem. SPHR recruitment strategy either repositions the range and funds it, or changes qualifications, career steps, or work design so the posted job matches the labor market. Selling pension value alone, delaying action, or underfilling with full caseloads leaves the vacancy unfilled or the work misclassified.