I'm very upfront when I schedule the interview, give them a range when we set the time and if they're still interested we proceed. It's education analytics, so there's a little bit of "doing it for the mission" that gets people who are willing to make a little less because the job really has a very direct impact on students' success and lives. My work reduces student debt and increases success rates and identifies those individuals most at risk of having difficulties so others can make proper targeted interventions.
The work environment is laid back, 40 hour weeks & rarely any expectation of going over that so there can be a very good work/life balance. Benefits are pretty good too: very good retirement plan matching contributions, above average health insurance, 37 days PTO each year. So I need to find the right candidate that appreciates those things even if they could easily get 30%+ salary somewhere else. TCP where I work isn't to far off from other opportunities if the candidate considers & values those other benefits.
And again I am very upfront about that, and even explain these factors to them before interviews. I want people who know what they're signing up for, and not waste each other's time. It's a position that will give them lots of hands on experience to easily get the next step up in their career after doing this job for 3 years or so. They can grown from a basic analyst as described above into creating more sophisticated predictive modeling, bringing them up closer to my level. I view my role as managing someone as 1) to keep away from them as much as possible so they can do their work and I can do mine instead of sitting in meetings. And 2) to prepare them for their next job, their next step in their career. Because that's what a good manager does, and because by preparing them that way it means their last year working for me will be at a very high level of productivity, making my life easier as well.
But the candidate really has to be the right sort of person at the right stage in their life, someone looking for these things. And if my organization would ease up & recognize the job market requires at least a 15% increase in base salary I'd probably not have so much difficulty finding such a person.
Maybe you need to re-pitch this role as a contract and hire a remote contractor. I think you would get plenty of interest from experienced analysts if you could hire nationally. I might even be interested with that generous PTO policy, but on-site is like going back to the stone age for me. Whatever metro area you are in that salary must be a show stopper. Many younger people are stuck with incredibly high housing costs without the benefit of being grandfathered into rent control or mortgage payments from 7 years ago.
Unfortunately we don't like to hire contractors much, and when we do it's only for a 6 month period, has to be reviewed and reapproved every months. So I could lose someone just as they're starting to learn the intricacies of our system, because a lot aren't renewed as they're only supposed to be short term. I've got catch 22's all around me.
The work environment is laid back, 40 hour weeks & rarely any expectation of going over that so there can be a very good work/life balance. Benefits are pretty good too: very good retirement plan matching contributions, above average health insurance, 37 days PTO each year. So I need to find the right candidate that appreciates those things even if they could easily get 30%+ salary somewhere else. TCP where I work isn't to far off from other opportunities if the candidate considers & values those other benefits.
And again I am very upfront about that, and even explain these factors to them before interviews. I want people who know what they're signing up for, and not waste each other's time. It's a position that will give them lots of hands on experience to easily get the next step up in their career after doing this job for 3 years or so. They can grown from a basic analyst as described above into creating more sophisticated predictive modeling, bringing them up closer to my level. I view my role as managing someone as 1) to keep away from them as much as possible so they can do their work and I can do mine instead of sitting in meetings. And 2) to prepare them for their next job, their next step in their career. Because that's what a good manager does, and because by preparing them that way it means their last year working for me will be at a very high level of productivity, making my life easier as well.
But the candidate really has to be the right sort of person at the right stage in their life, someone looking for these things. And if my organization would ease up & recognize the job market requires at least a 15% increase in base salary I'd probably not have so much difficulty finding such a person.