Posted on 07/30/2021 3:24:41 PM PDT by grundle
Once, at the end of a long job interview, after discussing everything else under the sun, I asked the interviewer what the pay range was for the position. Her lips thinned; she was clearly offended. She said it wasn’t something the company was comfortable sharing.
As frustrating as her response was, it was also typical. Anyone who has ever looked for a job probably has experience with companies being cagey about pay. But often we accept it as the way the negotiation game is played, like it’s a dance you’ve got to know the steps to. The problem is that companies and job applicants aren’t standing on an even playing field. One side — the employer — usually has a lot more information, and therefore leverage, in figuring out how to pay as little as they can to recruit the most talented candidate they can find.
Sometimes, you might not have a good idea of what the role might pay until you’ve gone through several interviews, maybe after you’ve already dedicated time and effort into a sample project or presentation to prove your qualifications. Even if you get a rough idea of salary (or share your own salary expectations) during an initial screening, that comes after you’ve already crafted a cover letter and fine-tuned your résumé for this particular job opening. Any job seeker today knows how much time goes into submitting an application, let alone the rest of the job search process. We put ourselves through the job hunt gauntlet in hopes that an exciting, well-paying role might be waiting at the end. We have to deal with the so-called discomfort companies feel about pay transparency.
(Excerpt) Read more at yahoo.com ...
LOL, it didn’t bother except I couldn’t make any sense of it.
If he called me an a**hole, that’s fine, but it just made no sense.
:)
As a blue collar worker, if a job was posted, the first thing I would do is look at the company parking lot and see what employees were driving. That will tell you just about everything you need to know before ever going in for an interview.
When I was doing that, and they asked how much I was currently making, I'd add $5,000 to my current rate. When they said they couldn't beat that but would match it, I'd hem and haw, then say the opportunities looked better at that org and take it. Once they upped the ante $1,000.
Got fooled the first time (gave an honest answer), then wised up.
Good moves on your part.
If you are currently employed, you generally have some better leverage with negotiating salary for a new job.
I once took a job, when unemployed, which actually paid a bit less than my previous job, but I took it because of wanting to get back to work, and have the stability of a full time job. Plus I had a baby and wife at home at the time, and I needed a job.
I had been out of work for a few months, and getting that job, which was with a nationally known company, seemed a good move, even if it paid less than I would have liked.
There are a number of tools to help people better understand their value. I’m thinking in today’s market, you may be able to add 10% to 20% on the top considering the number of coworkers I’ve seen move on to bigger better deals in the last 4 months.
Salary.com, Indeed.com, Glassdoor.com all have salary calculators and review sections for exact job titles that enable you to know EXACTLY where you stack up before you take the first interview.
Today any company lowballing will be interviewing for a good long while. Let them know your salary expectations, when that part of the discussion arrives, you may get a callback after they’ve sifted through the chaff.
No they won’t. My employer mandated back in May. About 1% left.
We shall see then, won’t we
Interviewed with a Company trying to fill Fedgov slots with contractors...
Told him I wanted 30% of the fee the Fedgov was paying them to fill the slot - as this was 15 years ago my cut would have been ~ $120k...
Today - $175 - 200k...
Why is Fedgov broke? Look above...
When the mass retirements began, the company took that as an opportunity to lower the pay range for the positions that were being vacated, since they were being filled with younger employees.
I can see how my former company would have a harder time explaining the salary range vs what the jobs were previously paying, because the previous worker was employed at the company for a very long time.
-PJ
Yep. There really won’t be an option for professionals, because all major, high paying companies will have a vaccine requirement.
The decision will be to work for less money, or get the jab. And this isn’t far down the line. The floodgates open the minute the FDA gives full approval in September.
We learned last week that the HR dept at work was just outsourced. The last group quit about 3 years ago kinda suddenly over a few months time then a new group was hired in their place. One person was also rude to people. Now they and other HR dept people have lost their jobs.
When I was hired 18 years ago I was given a slip of paper with the salary being offered. It was $11,000 more I was making so I played it cool and accepted. When I got in my car and drove down the street I was very very happy : )
Today there is only 1 original person left in my dept and he works in the east cost office. All the new people are now hired thru a temp agency with temp hours. I hope to retire this year as another purge is under way. So far we have had a director, his 3 bosses above him pushed out / quit, a east coast supervisor quit last August then the west coast manager quit / forced out in May.
On friday the west coast supervisor quit. He got a job with the old manager at the company that had hired him. More people were announced being let go earlier in the day from other depts. One who was there 28 years.... The supervisor just quit later that afternoon. He must have been ticked off not to give notice.
And almost all of them run by women.
That’s my experience too.
Also my experience !
The feds should mandate that any job advertisement list the salary range. This could be sold on the basis that women tend to be lousy negotiators and it would help make up the pay disparity between males & females.
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