Look, even if I want to post a job opening into Jobstreet, they require me to put the salary range

To TS and other readers,

During F2F interview, many people here will say: Fork, Fart, Pork, my current salary/package is P&C, cr@p, sheet, MYOB, already written in resume, etc.

To me, it is a test to field these questions:
(1) What is your current salary ?
(2) What is your expected salary ?

Then I will watch closely (Mr. Bean eyes) on the candidate facial expression, body language, muscle twitch, smile/fake smile, etc.

Whatever numbers you give me is fine with me. Based on my own unknown judgement, the candidate will either pass/fail this interview, if he/she/he-she manages to reach until here with both parties still interested.

I have candidates who request RM100 higher only, and also some few k higher. There is nothing wrong to me, but based on the interview, resume skills and experience, the numbers may be reasonable/unreasonable to me.

This is risky in a certain way. If I found out you make the mistake (whether genuinely or not), this reduce your chance of success. I want someone who is careful and not make mistake, although to err is human.

HR is very free. Normally if the OL is stuck in HR for >3 working days, I'll go and ask them to issue immediate, otherwise I'll raise to management. Two result:
(1) OL is ready before end of day
(2) OL is not out, and one reason as per above.

If #2, then I'll raise to management to fight for it to ignore HR delaying it. So far management sides with me for all cases presented and give whatever number I want (no budget). But in due course, I need to make the candidate to deliver results for me. No such thing as lunch with free dessert.

No. Most (not all) current graduates (should it be categorize as Gen X or Y ? ) have their family to fall back upon. They can choose not to work and stay home for long periods of time.

It is a collateral. I know my boss would like to do e.g. project A and B. Therefore I took the opportunity to discuss and asked me to hire candidates to fill up the positions.

I hire candidates at higher budget than usual, but it is still cheaper than hiring in US, Europe, ANZ, etc. I tell my boss that I'll deliver project A and B for him/her. The collateral is boss must help me get it approved from top/senior management (CEO/CFO), i.e. over rule local/regional HR, finance and whoever/whatever that stands in the way.

Once hired, I'm already knee-deep in water, as I need to deliver the projects. This is where the candidates will have to prove him/herself to me, otherwise Keluar sign. -> Life will not be easy for candidates here during the project period.

If I deliver, boss can brag in front of top management / BoD. He'll get the fame + rewards. He gets promoted/increment/bonus. So far, in all the companies and bosses I work for, they will support my chain down the line. I get the reward effects as well, and from there, again I will fight for the monetary rewards for those under me.

If I can't deliver, keluar sign for me It's a bigger risk for me to take, than the risk for the candidates under me. So far not happen yet.

The point is, slightly diverging from topic, the manager should be bold enough to stand up for his/her own department.