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Why am I evil? Well, I'm not, but that's the perception of all of us in HR. Need to fire someone? Come to HR. Need to explain to someone why, even after working their rear end off all year, that their annual increase is 2.7%? Come to HR. Need to come up with new mountains of paperwork? Come to HR. So, come join me on the Evil Side. Oh, and send me your HR questions.
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4 comments:
It's a great topic, but with no simple answer. Information is power, and applicants should have a good idea of the salary range for the position by doing their own research before the interview. That way, they can help level the playing field when it's time to talk money.
As for companies who demand that applicants reveal their salary requirements, I'd be very suspect of their motives unless they explain upfront that a salary offer is contingent upon the potential value the person brings, as well as the projected salary range. They shouldn't reject someone whose demands exceed that range, but rather leave it up to the individual whether he or she wants to stay in or withdraw from consideration.
Companies or recruiters who demand salary requirements up front are often using it as a tool to "weed out" people who may be under or over qualified. Unfortunately, this logic is flawed and short-sighted. Skills, talent and ability are not always rewarded monetarily because of industry or circumstance.
The salaries of government employees are all public. I can go right now and look up what a classmate's salary is because he works for DFACS.
Yet if you ever ask anyone what their pay has EVER been you're being rude.
I guess that's the part that gets me. You can't even ask someone what they used to make in a different position. If it's not your current salary or even your current job, why does it have to stay a secret?
Happy to share your blog!
good article!I love it
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