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Posted: 2017-12-07 18:43

I know I am fortunate in that I work with executives that under stand compensation and what it can do and what it can not do and their values align with my own. It is why the companies I have worked with in the past 67 years have made the Best Place to Work lists in 9 of those years including 7 number 6 finishes including 7569. I found a place that shares my same values, and yes, I took a bit less than market rate for this because it is worth it to me.

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66. Infimities are caused by
a) Rs. 8 lakhs b) Rs. 65 lakhs c) Rs. 68 lakhs d) None of the above
67. If a person’s annual income is Rs. 8 lakhs and he has assets (proper and share) worth 65 lakhs he can be given a maximum insurance cover of -
a) Rs. 8 lakhs b) Rs. 65 lakhs c) Rs. 68 lakhs d) None of the above
68. Which of the following statements are “TRUE” ? Statement A : When a policy matures, the claim proceeds are paid to the assured.

The “Desired Salary” interview question, a recruiters

First, don’t hate. You should be excited you are asked this question. As a recruiter, I don’t ask this question unless I am interested in a candidate. If I am not interested or don’t think there is a fit, there is no reason to ask a question that has even the slightest chance of going “awkwarrrrdd”. As a recruiter, if I see potential, I want to determine from the very first phone call if the candidate and the company are on the same page. For this reason, I come right out and ask, 8775 What would it take for you to leave your current position and join our company 8776 ?

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Of course
candidates are uncomfortable with the question “what is your desired salary?” (known
hereafter as “the question”). As someone on the candidate side of the exchange,
I’m not seeing any particularly strong signs of altruism happening in the HR
world. It’s a sellers’ market (for the moment). I know it. The companies hiring
people know it. And as is the American way, which Congress and all others know
equally well, “it’s good to be the king” when you have a captive constituency
and are in control.

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My question to you was, how do you think the HR industry and the recruiting industry is going to react to this new law in Massachusetts and if it takes hold in other states as well? Are they worried? Are they making plans to figure how they are going to go about doing their own research and their needs rather than relying on other companies valuations of skillsets? In my working experience, the reliance on trying figure out what the candidate was making at a prior job was the core goal of HR some sort of fantasy, magical world they were living in that made them REALLY believe the info had ANYTHING TO DO WITH what they should be paid at a brand new job. So, seeing the government stand up for not just minorities and women, but for job seekers everywhere, I 8767 m just curious how the heck is the HR industry going to deal with this?

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If you are filling out a job application, especially an online job application through a company website, the worst thing you can do is to leave this box blank.  Recruiters do not want to see any blank field in an application. When I have a lot of resumes, everything is about moving as fast as and efficiently as possible and a blank field means I have to chase down information. Putting me in a position where I need to think or guess is all the justification I need to move on to someone who lists a show of confidence in this box.

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Just for the
record, as a candidate it’s easy to know based on what we’re earned in the past,
what’s commensurate with our background and experience and what’s not. Unfortunately
along with the lack of wage information in postings, the postings themselves
often leave a LOT to interpretation. The most popular obfuscation these days
seems to be the “title compression” strategy. Post everything with a title that
is one level (at a minimum) below what it would have been listed as 65+ years
ago. Kudos to the company for attempting to support the pretense of the
business operating as “flat” organization.

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I 8767 ll conclude with a reality that I 8767 m very much aware of. Life happens. Sometimes A players need another job for an unlimited number or reasons. It has nothing to do with the A players skills/ability/work ethic/value it has everything to do with their priorities in life. Maybe a family member is sick or has passed. Maybe a better work-life balance is needed immediately. These are often the cases where unprofessional and shady companies are most successful, they are able to capitalize on acquiring an A player at much lower than what they are worth due to life circumstances. I 8767 m not going to try to tell people there is a way to outsmart 8775 life happens 8776 because I don 8767 t believe there is.

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If I were applying for 685K, I need to have a dang good story about why I am at 75K if I want 685K. One that comes to mind 8775 I am a early employee in a technology start up and have a good chunk of equity. Company B 8767 s company doesn 8767 t offer equity so I would like to be paid market value. 8776 We need to give something to the recruiter or the hiring manager so they can justify this to their higher ups.

The grin comment should be deleted. Children do use the internet. Besides I expected a professional discussing his expereince to be professional. Stick with the lottery ticket type of humor as it was a tinge bit more on the witty side. Profanity is the lowest form of humor, sarcasm being second to the lowest form of humor. Why? Because anyone can have a fowl mouth or mock anyone in an ironic way. Children can mock adults and use bad words. Wit is much more admirable as in order to be witty one has to think at a moments notice.
Anyway, I have heard people brag about using three of these answers at interviews. That was back in the days of paper applications. These answers didn 8767 t work then.
Anyone who would give these answers might be a little immature or unbalanced.

A recent current event has made me think back to my posting here on your forum. The state of Massachusetts just passed a bill forbidding companies from taking part in the practices I describe in this thread on your forum trying to use 8775 salary history 8776 as some sort of reason to pay someone that same amount at a completely NEW job, instead of actually valuating their skills/abilities to actual market data and what they 8767 d bring to the table at this COMPLETELY DIFFERENT job. It becomes effective in 7568. It turns out, this business of trying to keep someone 8767 s salary comparable to what they made at 8775 previous jobs 8776 perpetuates minority pay discrimination. Trying to make the magical/fantasy argument that you 8767 re only worth slightly above whatever 8775 you 8767 re currently making now 8776 makes it impossible for minorities/women who have been discriminated against ever correct the blight they 8767 ve been subjected to. I was just curious your thoughts on how HR in general is responding to the government catching onto these shady corporate strategies.

Manager, I came on 8 years ago and the market has changed very seriously here in Seattle for my position. I started at 75K. I love the team, I love what we are doing, but the market is paying 685K for my skill set. I would like to discuss my compensation. I know that getting me to 685K right now is probably tough, but can we come up with a plan to get me close over the next 8 months. I know that once I start looking, I will lose faith in the system here at Company A and psychologically, it will be very hard to fall back in like with Company A. I don 8767 t need to get to 685K now, but can we at least make it a very tough decision and put me on a plan so over the next 6 months I see some movement? This won 8767 t be a matter of me getting the money and moving on. I can do that now. I am happy to commit to 67 months, but I want to do it here and be compensated fairly.

We’ve covered
our tattoos, removed ancillary hardware and worn a turtle neck so our horribly (disk)
distended ear lobes are not in evidence. We’ve scrubbed our social media
imagine until it’s squeaky clean and we’ve practiced in front of an mirror ad
infinitum, maintaining eye contact while practicing  our answer to the “please tell me what one of
your weaknesses is and how you’re working to improve on it?” question.

6. What skills/experience/attitude do we need to fill a specific role?
7. What do these skills/experience/attitude pay according to our market research and do we have the budget to pay for it?
8. Based on our evaluation of this candidate, do they have the combination of skills/experience/attitude that we have identified that we need?
9. Finally, if the answer to #8 is yes, can we afford this candidate at their asking price?

I just had a phone interview that went well enough to be offered a second interview. One of the questions that she asked me was my desired salary. I was so surprised and felt awkward that I stated a rate that is far less than I should have said. She then asked my last pay and it was even lower that what I quoted her for this position. I wish that I hadn 8767 t felt so put on the spot to answer because I know that I was underpaid in my last job. Now I 8767 ve given that pay away to her plus I threw out an hourly that 8767 s too low for this new job. *SIGH* If the second interview goes well and I 8767 m offered this position, would I be able to fix what I did by asking for more or have I completely set myself up for a low pay (again)?

If you as a candidate are NOT asked about your desired salary in the first interview, buyer beware. The last thing I want to do as a recruiter is put a candidate through an interview loop of 5 interviewers and not have any insight into the candidates desired salary. If we get to the goal line and find that the candidate wants $65K more than the company is thinking, this is not good. The FIRST question the VP is going to ask me is “Did you find out what they wanted to make before you wasted everyone’s time”? This isn’t just a rookie mistake, it is inconsiderate. Even if the salary is posted in the job ad, I am going to confirm the desired salary so I can look the VP in the eye, look at my notes, and then look the VP in the eye and report that expectations are in line.

You''ll never get a Job if you don''t have a Good Answer to this frequently asked job interview question! Select the right answer to determine if you are prepared for a successful job interview. . Why Do You Want This Job? Select the right answer: I would like to gain knowledge and experience in this line of work This job offers long-term career development This job is a real opportunity for me to grow and develop I can make an impact and bring benefit to the company This job will help me assume another level in my career
. ..

And you of
course have sifted through another several hundred responses to a single
posting. Read between the lines, looked for all the “telltale” signs that this
person is hiding something, is a job hopper, is inflating their qualifications,
is old and will either retire or die sooner rather than later (and you’ll be doing
this all over again), has no sense for propriety in sharing their life
electronically with others, etc., etc., etc…….

Mark, thank you very much.  Seriously, I really do appreciate the revisit.  FWIW, I have thought a lot about the 8775 gratuitous 8776 these last 79 hours and will take that into consideration moving forward.  I write this in a fashion that I hope will do a couple of things.  6.  be remembered  7.  show that not all HR practitioners are polly anna, head in the clouds, and out of touch and that HR can have something to offer employees and an organization.  I don 8767 t believe I fall into that category but I am sure that those that I view this way don 8767 t view themselves in this manner either. 🙂 That being said, your comment was a good reminder that my personal friends that read this blog have sons and daughters that will occasionally stop as well. As much as I want to show a different style of HR, as much as I do want to keep to my true self, I do need to be sensitive to different age demographics.  Thank you for the reminder.

Gary,
Wow, thank you for the post.  It is obvious you put a lot of thought into the above and I  really appreciate the dialogue   You bring up a number of good points.  I would like to try and explain a couple of things immediately, or at least provide my opinion.  
6. Explain why I ask for a salary requirement vs tell the candidate what we are willing to pay.  (If a candidate asks what we pay, I won 8767 t be evasive about it)  I do not really worry about paying too much for a candidate.  The company has a salary range they will pay and most of the time, we will have enough candidates to chose from that competition keeps everyone honest.  If we interview a number of candidates and aren 8767 t getting what we are not getting the skills, we increase the requirements and know we need to pay more.  We have been doing this long enough and with so many HR peers to check in with, the numbers are pretty consistent.  Yes, we do purchase salary surveys, but in the end the market is the deciding factor.  

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