Why employers are afraid to pay higher than the market rate for a young talent?

Hey, this guy has less than 1.5 years of experience and he’s already getting RM3200? What’s more? This guy has the guts to believe he’s ready for the project manager post?

Why not? I asked.

But he’s way too young and he should not be expecting anything more than RM3200 within such a short span of time.

So, what are you suggesting? I looked with dismay.

Well, can you get me someone older with more years of experience with income more in line with the current market?

You want a good one. I get you a real good one – someone that his current employer quickly raised his salary and promoted him to an Acting Head post within a short period of time because they knew a gem when they saw one – and now you’re telling me you want someone else – in other words, someone “average” like everyone else! Of course, I didn’t blurt out my thoughts aloud. Your wish is my command, sir…

Why employers are afraid to pay higher than the market rate for a young talent? What are they afraid of?

1. Making the wrong decision (but hey, that’s what a probation period is for!)

2. Do not wish to disturb the company salary policy and get a lecture from the HR Department (you didn’t try, you never knew. Try a bit of persuasion and have a little bit more faith of the HR people, will ya?)

3. People like that that get paid so high so fast usually have a lot of ideas and they think they are very smart. I won’t want to deal with an inflated ego later (ahem, you’d rather be surrounded by yes men, don’t you?)

4. No way. We cannot spoil the market like that. (You think by refusing to make an offer, you are helping to maintain some balance in the salary market?)

5. Getting a smart fella in can be threatening to the hirer (that looks more like the real reason…)

We’ve heard adages, “HR is the most important asset in an organization” “Your people can either make or break you.” and so forth. Getting the right people is so crucial – how many times we walked into a restaurant and said we won’t come back again because of bad service – that’s a classic example of people “breaking” the company.

Why get an average guy when you can get a real talent – pay a little extra but the returns may be more than you can imagine?