To give you some background, I posted my resume on Workopolis about 2 weeks ago, something I have never done in my career, always preferring to work directly with specific recruiters. However, this is a new world these days!

I received the initial inquiry from the recruiter, based on the Workopolis listing, asking if I was also looking for Business Transformation Audit/Project Audit roles and what areas of the GTA I would work in. No problem, I could certainly do both and told the recruiter where I lived. I then received the request to disclose my current compensation at KPMG and the minimum acceptable salary I would accept, via email.

I have no issue disclosing my compensation expectations and current compensation levels to any recruiter that I actively work with. The recruiters I have worked with in the past have always described the job specifications, organization etc., and salary range of any position, to see if I was interested and if things were a "fit". I also know that public sector traditionally pays less than private industry, the job location indicated it might be public sector, and on my Workopolis listing I indicated I would be interested in contract work.

I almost sent the recruiter my current salary info and my minimum acceptable salary, but then I thought better of it. I didn't want to box myself in by defining a minimum salary for a 2 or 3 word job title. I also wanted to display the depth of my qualifications by sending the recruiter a "proper" resume.

This is a slightly rewritten version of my response to the recruiter:

Hello XXXX;
As requested, I've attached a copy of my resume. This resume does not include all of my client work in the interest of brevity, but does reflect a number of representative engagements, as well as my pre KPMG experience with other firms.

You requested information about my salary expectations. I am at a bit of a disadvantage, since I don't know whether the client is public sector or private industry, what the role demands, or whether the role is full time or contract. All of these factors should influence compensation levels, particularly whether the role is permanent full time or contract with no benefits.

I imagine your client has a salary structure and probably has a range defined for the vacancy. It would be helpful if I knew the range, but more importantly, I would like to have an idea of the job responsibilities.

I can tell you that being a former employee compensation manager at the now defunct McDonnell Douglas Canada, I tend to look at "total compensation", not just base salary. I am flexible and consider the organizational culture, calibre of the people I will be working with and opportunities for future growth.

Please do not hesitate to contact me, if you have additional questions.

So far, no response and I don't imagine I will hear anything.

Anne Frost