I always took it the other way - particular for postings that not only do
not include salary requirements, but make salary history a mandatory part of
the response to the post. I suspect that many organizations a) do not know
what to pay for a particular position, especially if it's a new one; b)
don't know how to set the pay for the position - or are unwilling to work
with e.g. an HR consulting firm to do so; and/or c) expect to be able to
depress the salary by requiring salary history and then offering between
slightly below and slightly above what the successful candidate reports.
Patrick's basic point of course remains germane - if I self-report my salary
at $90K, and the position sets a range between $50K and $95K, both of us
could be being disingenuous (and both end up unhappy).
I think the competencies project and the follow-up that gets the DoL
classification will help somewhat.
Jesse Wilkins
CDIA+, LIT, ICP, edp, ermm, ecms
IMERGE Consulting
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-----Original Message-----
From: Records Management Program [mailto:[log in to unmask]] On Behalf
Of Patrick Cunningham
Sent: Wednesday, February 14, 2007 1:15 PM
To: [log in to unmask]
Subject: Re: Job: Cambridge, Massachusetts (revised posting) OT
--- Tod Chernikoff <[log in to unmask]> wrote:
>>But many organizations work from the premise that if they show a
salary range of X to Y, there will be a surprising number of people who
are currently paid at just less than Y who apply for the position.
>No doubt there are always going to be people with requirements that
fit
the given range, stated or not.
Just to clarify my point... since most organizations have no real way
to verify an applicant's salary, I would suggest that when a salary
range is reported as X to Y, many candidates will adjust their reported
current salary to meet what they expect to be paid (at a minimum) in
the new job... which will often be *amazingly* just short of Y. I
suspect that is a bigger reason for not stating salary range in most
job ads.
Either way, there is always a bit of a game to be played when you're
asked the dreaded "what are your compensation expectations?" question.
It sometimes makes or breaks the deal. And you either find out you
overvalued yourself of undervalued yourself. But it is part of the
game.
Patrick Cunningham, CRM
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"Those who would give up essential liberty to purchase a little temporary
safety deserve neither liberty nor safety."
Benjamin Franklin, Historical Review of Pennsylvania, 1759
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