201–210 of 331 posts
I am concerned that some employers might try some creative work-arounds to this law, like ranges that are way too wide so they can have some flexibility in making lower offers.
I am concerned that some employers might try some creative work-arounds to this law, like ranges that are way too wide so they can have some flexibility in making lower offers.
Earlier quoted context omitted.
> How does BigCorp avoid breaking the law? Without ceasing operations, they can't. It goes to court, where courts resolve it. That is one function of the court system in the US.
It goes to federal court and the court makes a decision that states (or cities) cannot regulate each other and strikes down the laws requiring contradictory actions on entities which cross state boundaries. Too lazy to google references to similar decisions, I believe a landmark case involves shipping with either trucks or trains with states having conflicting requirements.
I'm a recruiter. I've known for a long time it drives people nuts that job ads don't have salary, or have a wide salary range. The fact is that many employers don't actually know what they would be willing to pay someone . Until they have met them, assessed them, heard what they salary target is and weighed it up against their skills and experience and calibrated it against the team. The conversation almost always go…
I guarantee you startups Posting a salary range for many positions would only have the effect of making it look like you'd be able to get less than you actually could, because employers would always need to post the bottom of the range (since these laws have a maximum range you're allowed to post), which is dumb.
I'm a recruiter. I've known for a long time it drives people nuts that job ads don't have salary, or have a wide salary range. The fact is that many employers don't actually know what they would be willing to pay someone . Until they have met them, assessed them, heard what they salary target is and weighed it up against their skills and experience and calibrated it against the team. The conversation almost always go…
The way you describe employers, they could really use the push.
I'm a recruiter. I've known for a long time it drives people nuts that job ads don't have salary, or have a wide salary range. The fact is that many employers don't actually know what they would be willing to pay someone . Until they have met them, assessed them, heard what they salary target is and weighed it up against their skills and experience and calibrated it against the team. The conversation almost always go…
Separate it into multiple job ads, with well defined requirements and salary ranges.
The role of the interview in that case is to simply determine if the candidate fits the desired requirements or not.
If a candidate applies to the position that doesn't fit their skills this will come up during the interview and the recruiter can tell the candidate that they are better suited for another position and inform them that the interview will continue as if they applied for the lower/higher position.
The company obviously knows how much they want to pay a candidate with certain skills and experience. So by making more detailed job descriptions there is no problem with posting salary ranges. Or if for some reason a company really insists on having one job ad for multiple positions of varying experience then they can put a salary range table where they state salary range for each possible position that a candidate might end up in after a successful interview process.
Earlier quoted context omitted.
If your client tells you secretly that the base salary range for the position is 200K-250K. And the prospective employee tells that s/he wants 150K. Would you disclose that s/he can ask up to 250K or would you rather make your client happy by getting them a bargain?
>> would you rather make your client happy by getting them a bargain Recruiters are usually paid based on a percentage of the salary. It's actually in the interests of the recruiter that you are paid as much as possible, strictly speaking. In reality, my goals as recruiter are: * happy client * find a new employee who the employer is super happy with six months down the track * find a new employee who wants and enjoy…
Similar studies for real estate agents who are also paid on commission shows that this is not true. It’s more about velocity than optimizing a single candidate.
https://freakonomics.com/2008/02/real-estate-agents-revisite...
Earlier quoted context omitted.
>> The fact is that many employers don't actually know what they would be willing to pay someone. > Then they need better data. A great way to get that would be looking at all the other job listings with salary ranges if they don't already have access to back channel data. You're missing the point: the variable is the candidate , not the role. I know the market rate for a candidate that is just over-the-bar for my ro…
> I know the market rate for a candidate that is just over-the-bar for my role, and I know that market rate for a super-star who can not only do this role, but is probably already capable of doing the next one. Those are going to be two vastly different numbers. Which one are you looking to pay for? If you have budget for a superstar, why would you settle for just-over-the-bar talent? I kind of find myself suspecting…
What I can see happening is that more corporations start doing SDE 1/2/3/4/5/6/7/8/9/10/11/12, with different ranges, and most of the interviews are at 7-10 and are "releveled" at 3-5. We will end up in the same place we started but with more games.
Earlier quoted context omitted.
It goes to federal court and the court makes a decision that states (or cities) cannot regulate each other and strikes down the laws requiring contradictory actions on entities which cross state boundaries. Too lazy to google references to similar decisions, I believe a landmark case involves shipping with either trucks or trains with states having conflicting requirements.
So, do you think this NYC law is likely to get cut back by the courts, or would it be incumbent on another municipality to pass a contradictory law first?
My thought is that it will be a Solomon split based on how the entities set up operation. If you have operations out of NYC and hire for operations to be based in NYC, then you'll be required to post (akin to Colorado today). There seems to be precedence for this with regards to taxation.
I'm a recruiter. I've known for a long time it drives people nuts that job ads don't have salary, or have a wide salary range. The fact is that many employers don't actually know what they would be willing to pay someone . Until they have met them, assessed them, heard what they salary target is and weighed it up against their skills and experience and calibrated it against the team. The conversation almost always go…