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Earlier quoted context omitted.
Why not post the range and say what you just said?
Concern was that it still turns down too many, maybe we were too careful. We have another vacant position soon, I might try it.
Earlier quoted context omitted.
A lot has changed since 2014. Any more recent metrics on this?
Human nature doesn't change in a meek 8 years.
We just went through a large hiring cycle. We posted two versions for every job posting- one with salary ranges and one without. The ads performed equally well in regard to total responses with the better candidates responding to the ones without salary ranges. And... before you say, perhaps your salary ranges were bad, they weren't. Our salary offerings are very aggressive to the developer's benefit. In my opinion,…
> Of the top reasons people are happy at work, salary is way down on the list. > It is important, it makes it possible to pay bills, but it isn't what makes people happy. Meaning, if you are looking for a place you will enjoy working, do not start with salary. This feels strange to me… I have a minimum salary for which I wouldn’t consider working for a company even if they offered me flying rainbow unicorns. It’s not…
1. The correlation is weak
2. It drops really quickly after satisifying the minimum
3. it's very different for every individual
Good recruiters try to look for compatibility here very early in the process; unfortunately most recruiters are not good.
We just went through a large hiring cycle. We posted two versions for every job posting- one with salary ranges and one without. The ads performed equally well in regard to total responses with the better candidates responding to the ones without salary ranges. And... before you say, perhaps your salary ranges were bad, they weren't. Our salary offerings are very aggressive to the developer's benefit. In my opinion,…
The link you posted presents studies which found the opposite conclusion. >A 2014 SAP survey found that compensation is the #1 factor that matters most to employees. >Another survey by the SHRM (Society for Human Resource Management) conducted in 2013 also found that compensation and pay was the #1 factor contributing to job satisfaction Then later, >Several other studies have also emerged around what employees care…
Compensation is important because of what you can do with it outside of work.
Just ask in the initial phone screen. Say you won't entertain roles below and you don't want to waste everyone's time. Usually recruiters appreciate this and if they can't give you the number themselves they will check with the hiring manager. Some people say this reduces your negotiating leverage because it reveals your hand too much. I try to get around this by making clear it's a minimum, not a maximum, and anythi…
Or just ask for the range without discussing your requirement. I've never had a recruiter or hiring manager who balked when I turned the question around. If the numbers are favorable, I just say, "If it doesn't work out, it won't be a numbers issue." If not, I say, "That really isn't in the range I'm looking for, and I don't think it'd be in our mutual interest to pursue this opportunity."
The former response preserves an opportunity for later negotiation if the interviewing process goes well.
We just went through a large hiring cycle. We posted two versions for every job posting- one with salary ranges and one without. The ads performed equally well in regard to total responses with the better candidates responding to the ones without salary ranges. And... before you say, perhaps your salary ranges were bad, they weren't. Our salary offerings are very aggressive to the developer's benefit. In my opinion,…
I don't really care about your promise because after many (too many?) years in business and seeing a lot of companies from the inside without any restrictions I can tell you that companies that paid at or above market rates generally had better work/life balance than the ones that did not and the people I spoke there definitely seemed substantially happier than in the places where they were paying below market rate.
In those places salary was usually just one indicator of many where incompetent management was showing through. Either you're a founder or you should make a very decent wage and anybody that tries to tell you that their crap salary is made up trough fringe benefits is taking advantage of you (or at least trying to do so). That you managed to trick some more qualified people into responding that otherwise would have rejected you out of hand is not a positive for them, it's a positive for you.
Employees can use a salary range to quickly weed out the employers to avoid from the ones to talk to and I would reverse your statement to 'If you are looking for a place that won't make you feel bad start with salary'.
> No need to waste time with 7 rounds of interviewing only to find out the salary is 50% of what I currently make. You can just ask at the end of the first interview. I've never had a problem doing so.
Earlier quoted context omitted.
> Of the top reasons people are happy at work, salary is way down on the list. > It is important, it makes it possible to pay bills, but it isn't what makes people happy. Meaning, if you are looking for a place you will enjoy working, do not start with salary. This feels strange to me… I have a minimum salary for which I wouldn’t consider working for a company even if they offered me flying rainbow unicorns. It’s not…
Likewise, I have a minimum salary for which I will move giant hunks of manure with my bare hands and love it so much I'll sing arias about it while I do so. It's a really big number, but I assure you it exists.
> No need to waste time with 7 rounds of interviewing only to find out the salary is 50% of what I currently make. You can just ask at the end of the first interview. I've never had a problem doing so.
Maybe its a cultural thing, but doing that in a Japanese/Asian setup is a big red flag - to the point my recruiter wife has to warn foreign nationals they may not hear back from the company anymore. Salary negotiation is kept at the very last step. Personally I feel it is such a waste of time to discover if the salary doesn't meet your expectations after 3-5 rounds of song & dance.
We just went through a large hiring cycle. We posted two versions for every job posting- one with salary ranges and one without. The ads performed equally well in regard to total responses with the better candidates responding to the ones without salary ranges. And... before you say, perhaps your salary ranges were bad, they weren't. Our salary offerings are very aggressive to the developer's benefit. In my opinion,…
That's surprising to me. What statistical measures did you use to make sure your conclusion wasn't confirmation bias?