131–140 of 539 posts
And there's nothing to stop employers from buying/renting this information from third parties, such as recruitment agencies or brokers in personal data.
All of these are arguably more reliable sources of salary information than asking the candidate directly.
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The obvious consequence of a company publicly posting salaries (or even having clear salary ranges that nearly all the employees at the level of experience fall into) is that a thorough recruiter doesn't even need to ask your previous salary to be able to use it as a benchmark to work with though.
I don't think I've ever seen public salaries at places that pay on the lower-end. Usually I've seen it with startups that pay fairly well, but I could be wrong.
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Agree with you in principle (your previous deal with company A is absolutely none of company B's business) but I would like to challenge you on one point: > I'm placed at a disadvantage in negotiations if I name a number first. ... This is unlikely to be true. Generally, in price negotiations it is advantageous to name a number first. This is known as anchoring and basically the theory is that the end result is bette…
I never consider interviewing and negotiations a waste of time. It's very valuable practice, no matter what the outcome. Practice is how I get better at both. The more interviews I go on and the more times I negotiate salary, the better I get. Also, even if a company can't hire me at the moment due to real budget constraints, they might be able to do so in the future, or perhaps one of the people I interviewed and im…
This. I get the impression that most software devs don't make an effort to learn this incredibly valuable skill. It doesn't even have to be haggling, per se. Just asking for a higher salary is often going to increase it by thousands of dollars. It just boggles my mind at how so many people will leave so much money at the table...
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Agree with you in principle (your previous deal with company A is absolutely none of company B's business) but I would like to challenge you on one point: > I'm placed at a disadvantage in negotiations if I name a number first. ... This is unlikely to be true. Generally, in price negotiations it is advantageous to name a number first. This is known as anchoring and basically the theory is that the end result is bette…
I never consider interviewing and negotiations a waste of time. It's very valuable practice, no matter what the outcome. Practice is how I get better at both. The more interviews I go on and the more times I negotiate salary, the better I get. Also, even if a company can't hire me at the moment due to real budget constraints, they might be able to do so in the future, or perhaps one of the people I interviewed and im…
I also don't think salary is everything - far from it! Yet I've never had a problem saying "I believe my market value is $XYZk, however if the culture, team and product is a good fit for me then I'm sure we'll be able to find a salary level that works for both of us."
Normally I say this right off the bat and have not yet had bad feedback about it. I don't see anchoring as a psychological trick, rather an opportunity to save both you and your potential employer a lot of time.
Have a google for: "can i lie to a employer about past salary" - it really really messes with people - people feel super uncertain about how to approach this situation. Throwing any confidence they have during the negotiation out the window. Even now I hesitate to write this as a million people will come out and say never lie - what if they found out. More than banning. There needs to be acceptance that if someone as…
Why do you want to work here? (money, and the desire to pay the bills and feed my children)
Where do you see yourself in 5 years? (probably not at this company)
What is your biggest weakness? (not like I would actually tell a stranger a real answer)
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Do any employers actually provide that information? The most I've ever had any previous employer ever say about my time there is, "Eric worked here from $start_date to $end_date." I understand there to be liability involved if they say anything more.
Yeah that has always been my understanding as well. Past employers are only allowed to say yes or no to you working there if asked. Where this comes from I don't know. I'm sure there is a law that this common belief comes from.
Saying nothing is the safest choice. Most employers only confirm employment as a courtesy to their former employees.
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Careful!! There's quite a few ways to verify past salary. Specially some employers report employment information to private databases and your potential employer runs a "employment report," like banks run a credit report, as part of a mandatory background check. To see if you lied. Of course, they can't do that without your permission but agreeing to a background check is a condition of employment. The database i am…
My preferred technique is to mentally baseline my current total comp, then shoot for that as my base at my next position. You really shouldn't compare salaries, since benefits can vary so much. So if I'm making $100k in base now, but have a good bonus structure, a good vacation package, health, retirement, etc., could make that total comp closer to $150. So that's what I say is my current compensation -- most people…
I never answer questions about my past or expected salary, not to employers and not to recruiters. Most employers don't ask, and the few that have (perhaps by having a part of an employment form ask for previous salary) have never made my leaving that information out an issue. Most recruiters, if they even ask, respect my decision not to talk about it, but I've been pressed hard on this by a handful of recruiters, an…
I've got a business partner (came from high on up in the land of the big four) that during a salary negotiation of our own he floated the idea of asking for our candidate's current salary, AND PROOF. Apparently over 'there', especially as you get higher up, it's completely commonplace. Having spent his whole career over there, it didn't occur to him that maybe people would rather just walk away from your company simply for asking than to answer the question.
Luckily, he's a great guy and after my half hour soap box tirade he came around to realizing that in an environment where people are _actually_ practicing a craft and have what would resemble real skills[0], they don't put up with it.
- [0] Not to say people working for the big megacorp accounting firms don't have real skills, but no, yeah, that's actually what I meant. I kid, I kid.
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Agree with you in principle (your previous deal with company A is absolutely none of company B's business) but I would like to challenge you on one point: > I'm placed at a disadvantage in negotiations if I name a number first. ... This is unlikely to be true. Generally, in price negotiations it is advantageous to name a number first. This is known as anchoring and basically the theory is that the end result is bette…
>Generally, in price negotiations it is advantageous to name a number first. This is absolutely 100% wrong. In price negotiations you will almost always fair better if you force the other party to bring up a number first.
There is a large body of research which disagrees with you...
Oechssler, Jörg; Roider, Andreas; Schmitz, Patrick W. (2009). "Cognitive abilities and behavioral biases". Journal of Economic Behavior & Organization. 72 (1): 147–152. doi:10.1016/j.jebo.2009.04.018. Jump up ^ Orr, D. & Guthrie, C. (2005). "Anchoring, information, expertise, and negotiation: New insights from meta-analysis". Ohio St. J. Disp. Resol., 597, 21. SSRN 900152 Jump up ^ Kristensen, Henrik; Gärling, Tommy (1997). "The Effects of Anchor Points and Reference Points on Negotiation Process and Outcome". Organizational Behavior and Human Decision Processes. 71 (1): 85–94. doi:10.1006/obhd.1997.2713.
(edit as I can't reply to the child comment: Yes, you're right of course. Put it down to a mix of multitasking, iphone browser and university-instilled fear of using Wikipedia as a source)