Adnkronos (Adnkronos) – How much will I earn? What benefits are available? How can I negotiate a salary level that properly values my skills? Can the recruiter ask about my current or previous salaries? Discussing compensation has always been one of the most sensitive steps in the selection process, but also one of the most important for making informed choices that are consistent with your professionalism.
With the entry into force of Legislative Decree No. 96/2026, transposing EU Directive 2023/970 on pay transparency, candidates gain fundamental new protections: from the right to know their salary in advance to the prohibition on recruiters investigating past compensation. This regulatory framework significantly redefines the selection process and requires new negotiating skills from candidates and employers.
“Salary transparency,” says Arnaldo Carignano, Senior Director of Talent Direction at Randstad Italy, “is destined to profoundly transform the labor market, finally placing the clarity and awareness needs of job seekers at the center.
For candidates, knowing the salary range in advance, understanding the criteria used to evaluate merit, and evaluating the entire benefits package means they can navigate with maximum transparency, negotiate on equal terms, and make career choices based on their true market value.
“At the same time, the real challenge for companies is to transform what may appear to be mere regulatory compliance into an extraordinary lever for employer branding and competitive advantage: moving from a simple compliance obligation to clear, fair, and skills-based HR policies is key to building trust and attracting the best talent,” he adds.
Randstad Italia has created a handbook of 10 practical tips to guide candidates in evaluating salary proposals during the selection process.
1.
Find out the expected salary. The new regulation requires job advertisements to indicate the starting salary or reference salary range for the position, determined based on objective and gender-neutral criteria. Knowing this information allows you to assess in advance whether the opportunity matches your expectations and approach the interview with an informed mind.
2. Know your market value. Before approaching the selection process, it's helpful to research the average salaries associated with the role, industry, geographic region, and level of experience. A clear overview of the market allows you to approach the negotiation with greater authority.
3. Don't just focus on the salary. Gross annual salary is an important indicator, but it's not exhaustive: performance bonuses, company benefits, meal vouchers, insurance, supplemental pension plans, and other components can impact the overall value of the offer.
4. Understand how bonuses and rewards work. If the proposal includes a variable component, it's important to understand the calculation criteria, the frequency of disbursement, and the objectives to be achieved. This allows for a transparent assessment of the actual affordability of the estimated total.
5. Know that current salary is not the starting point. The ban on employers investigating past compensation changes the starting point: the salary comparison must focus solely on the candidate's skills, the responsibilities of the role, and the value of the open position, without historical factors that could lead to downward negotiations.
6. Review the applicable collective bargaining agreement. The law requires that job advertisements and notices include relevant information about the collective bargaining agreement applicable to the position. During the interview, it's helpful to explore these aspects as well, from the job classification to the main contractual conditions, to properly evaluate the offer. Given the same salary, differences in pay, such as vacation, overtime, or sick pay, can affect the actual value of the position you're applying for.
7. Prepare to negotiate with concrete arguments. Before the selection process, it's helpful to define your financial expectations, identifying a realistic salary range. The request should be supported with concrete evidence: key skills, measurable professional achievements, and your level of adherence to the position's requirements.
8. Inquire about growth opportunities, including financial growth. The starting salary is a starting point. It's helpful to ask what professional development opportunities are available and how the appraisal systems, salary reviews, and advancement paths work. The new legislation strengthens transparency on the criteria used to determine salaries and financial progression, emphasizing the value of professionalism associated with the treatment.
9. Also consider flexibility and well-being. Smart working, flexible hours, travel time, vacation time, and the ability to balance work and family life all impact the overall quality of a job offer. A higher salary doesn't necessarily mean the best career choice for the individual. It's important to explore these aspects further during the interview process.
10. Request a clear and complete offer before deciding. Before accepting, it's important to review the key financial and contractual terms in writing: salary, any variable component, benefits, job classification, location, and other relevant conditions. An informed career choice is built on clear, complete, and verifiable information.
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