Sentences with phrase «candidates for their salary history»

As ThinkProgress noted, asking candidates for their salary histories may reinforce the gender wage gap.

And last year, Congresswoman Eleanor Holmes Norton (Dem. - DC) introduced a bill to prohibit employers from asking job candidates for their salary history during the job interview or salary negotiation process on the national level.

Multiple cities and states have passed laws recently banning employers from asking a job candidate for their salary history during the employment screening and interviewing process.

Not exact matches

«It's extremely common for employers to ask candidates their salary history instead of, or in addition to, their salary expectations or requirements.

From the hiring manager's perspective, knowing a candidate's salary history helps them determine whether the person is likely to accept the position or keep looking for another job.

A new employment law in Massachusetts made it illegal for employers to ask a candidate about past salary history.

If you could successfully evaluate a candidate based on salary history, there would be no need for resumes or interviews.

When Massachusetts enacted their law prohibiting employers from asking for or requiring the salary history of a candidate, there was a great deal of consternation.

Salary history is different from a salary requirement, which is the pay a job candidate expects for a neSalary history is different from a salary requirement, which is the pay a job candidate expects for a nesalary requirement, which is the pay a job candidate expects for a new job.

For example if a potential employer asks for a salary history and your resume does not have that information, then the possibility is that your resume will be in the reject pill rather than being on the employers desk no matter how perfectly qualified a candidate you aFor example if a potential employer asks for a salary history and your resume does not have that information, then the possibility is that your resume will be in the reject pill rather than being on the employers desk no matter how perfectly qualified a candidate you afor a salary history and your resume does not have that information, then the possibility is that your resume will be in the reject pill rather than being on the employers desk no matter how perfectly qualified a candidate you are.

Candidates often have to deal with employer requests for salary history either on job applications or during salary negotiations after successful interviews.

Many organizations may need to reconfigure hiring practices to ensure, for example, that they don't ask job candidates about salary history.

The request for salary history alienates candidates who feel that you are prying into their personal business — that is not your business.

Additionally, when selecting a top executive for an interview, the committee needs to be sure that the candidate is even worthy of that top - level salary — if the resume comes across as something put together quickly, it cheapens the overall professional impression and doesn't say much about the candidate other than no time was put forth in marketing their history and potential to make history with a new organization.

Some employers ask job candidates to give them a salary history list when they apply for a job.

Massachusetts, Philadelphia, New York City and, most recently, San Francisco — have made it illegal for employers to ask for a candidate's salary history in hopes that it will continue to close the pay gap.

Asking for salary history and current salary is a redundant practice that turns off potential job candidates when you can obtain this information in a reference check with the candidate's permission.

California AB 168 is a simple law that prohibits employers from using salary history about a candidate as a factor making a hiring decision or in setting the salary for a new hire.

Just 11 percent of organizations currently prohibit using salary history when setting pay for internal candidates moving to new roles.

«But when hiring managers and recruiters are educated and given reliable compensation data on market rates and pay ranges, the need for a candidate's salary history diminishes.»

ACTUAL «CASE HISTORIES»: About 15 years ago, I interviewed a candidate for a position with my firm who simply refused to tell me the salary — or even the salary range — he was seeking.

A hiring manager asked me for my salary history and said that in the past she was not able to hire candidates because they overstated their salary history.

It's becoming common for employers to solicit salary histories in order to determine hireability of candidates and appropriate compensation packages.

Answering the salary requirement question is easier and more straightforward for candidates with a career salary history than for a candidate who has not previously had a permanent job.

Some hiring managers push hard for salary history when interviewing job candidates.

Speaking of salary, as we were in that last post: It's annoying as hell to be asked to give your salary history when applying for a new job, and it's no secret that employers use that information to figure out what salary you're likely to accept from them — which puts candidates in an unfair position and raises obvious worries about leaving money on the table.

So what do you think is the most... Let's say early on, in a... you know, in an interview between a candidate and an employer, they get a question, right, something... what's the most strategic way for someone to respond to early questions related about salary history or their expectations prior to even getting a job offer?

Recent changes have made it unlawful for employers to ask candidates about their salary history during the screening and interview processes.

Seek or use salary history of candidates who currently reside in the U.S. or U.S. territories but are being considered for roles in another country.

Seek or use salary history of candidates who currently reside outside of the U.S. but are being considered for a role in the U.S.