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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly
Article:
Asking
for a Candidate's Salary History
Special Trials and Discounts
Recruiting
Polls and Trends
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
Subcontract.com - 60 Day Free Trial
Final Note - On The Lighter Side
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Newsletter Sponsors
Recruiters Alliance
- Split Network for 3rd Party Recruiters
Need more job orders?
Join Recruiters Alliance's split network to network and
do splits with other agency recruiters. Join for only
$50 a year, no other fees! Visit
www.recruitersalliance.com.
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A Note From The Editor
Age Discrimination On The
Rise
www.execunet.com
conducted a recent survey of 278 executives conducted by
ExecuNet, a leader in executive-level job and networking
opportunities, reveals age discrimination is becoming
more visible.
According to the survey, 82% of executives believe age
discrimination is a serious problem in today’s executive
employment market, up from 78% in 2001.
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Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on
Recruiting Jobs. To view all jobs or to register
for a career agent
click here.
Looking to hire
recruiting professionals? Post a 60 day job
posting ad on RecruitingJobs.com for $225 and be
featured in Recruiting News.
Register
to post >>
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Weekly Article
Asking for a Candidate's Salary History
By
WetFeet
Many job candidates try to avoid answering questions
about their salary history, and for good reason. A
recruiter's simple query about current salary can sound,
to a candidate, like a loaded question. If her answer is
too high, will she price herself out of contention? And
if it's too low, will she be viewed as an overeager
dilettante?
Still, it behooves the recruiter to inquire about the
candidate's salary history.
"Salary history shows the financial progression of a
candidate's career or employment history," says Gina
Hortance, the president of Technical Brokerage Corp., in
Ft. Lauderdale, Florida, which provides IT human
resource consulting and staffing services.
"The resume provides us with the first screening
tool, and an accompanying salary history can help you
put together a more complete picture of the candidate's
career story. You're looking for progressive
advancement, and also for holes or anomalies that might
indicate a troubling gap or exaggeration. A salary
history will reflect the reality, so you don't end up
giving someone a $5,000 or $10,000 'raise' they may not
merit."
 How
to Ask for a Salary History
Hortance acknowledges that coming straight out and
asking what an interviewee is currently earning can be
sticky. "My approach is to empathize with applicants
when I sense they are uncomfortable disclosing this
information. I'm usually successful because I listen to
them, learn their needs and then talk about
opportunities. Then I can get the answers I'm looking
for in a very nonchalant way."
Hortance likes to ask candidates a lot of open-ended
questions during the initial interview, and listen for
opportunities to subtly drop in the salary question.
"As they bring up past situations and their
functions, this allows an interviewer to ask
clarification questions, and make comments like 'I hope
that was worth what they were paying you,' or, 'Did they
reward you well there?' Once there is a level of
comfort, it is easier for a candidate to speak freely
about money issues. Most recruiters and HR people are so
intent on presenting our case, and checking off the list
of questions, that we forsake the listening part."
If candidates refuse to talk numbers, says Hortance,
"Be understanding. Their response is likely the result
of a bad experience. Ask about that experience, but
point out that you can't help them win an opportunity
unless you can act as their agent and make the case for
them—you can help them negotiate an appropriate offer so
there won't be so much haggling with the hiring
manager."
Focus on the Candidate's Salary Expectations
Joanna Pineda, a managing partner for Matrix Group
International, a knowledge management firm in
Alexandria, Virginia, takes the approach of asking not
about salary history, but expectations.
"It's important to get parameters, and most
[candidates] will give you a salary range that they will
be comfortable with. If they fall outside the lines, you
can explore their flexibility."
Some candidates will still balk at talking salary.
Pineda suggests the following course of action for those
situations: "If a candidate is that reluctant, he or she
can defer discussions about salary until the offer
stage. There are people who simply don't like to talk
casually about money. I was raised that way myself."
Dealing With Candidates Who Lie About Salary
History
But what about candidates who try to distort their
salary histories in hopes of getting a bigger offer?
Pineda believes that going behind a candidate's back to
check with a current or former employer is dicey.
"I've heard of heard of people inflating their
salaries, but you can't let some bad apples have you
treating everyone like a criminal."
Hortance relies on her skilled interviewing
techniques to uncover irregularities in candidates'
stories. "As you ask specific questions about how they
initiated a certain project, how they handled a deadline
situation when unexpected demands cropped up, or how
they got a reluctant client on board, you can compare
their account with the salary history they have
provided, and get a much clearer picture. You'll know if
the money they are seeking is appropriate."
Bottom line? Don't make disclosure of salary history
a deal-breaker, but try to glean the information you
need in a subtle, supportive way. Use the information as
just one of many means to get a true picture of what the
candidate can offer your company.
About the Author
WetFeet has been helping
leading companies attract and retain top talent since
1994. Learn why companies like Federated Department
Stores, Merrill Lynch and P&G turn to WetFeet for their
Recruiting Technology, Candidate Sourcing and Consulting
& Research needs. Visit us at
www.employers.wetfeet.com or call 1-888-220-1087 to
speak to a WetFeet product specialist.
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Special Trials And Discounts
Below is a partial list of trials and discounts that companies
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Click here for full list. If your company is interested in
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Recruiting Polls and Trends
Trend
Watch:
A simple
sub-directory (company.com/careers) is the most prevalent format of
memorable Careers site URL in the Fortune 500.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Layoffs and Downsizing
Report - NEW
Recruiters Network has added
a layoff and downsizing report section to its
newsletter. This section can be a great leads source for
candidates.
More information on how to use this section here.
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Recruiting Essential Bookmarks
Diversity Resources
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Upcoming Seminars &
Conferences
Lou Adler's Zero-Based Hiring Workshops
Zero-Based Hiring Workshops
are coming to a town near you!
In this fascinating workshop, you’ll learn to forever
transform the way you hire great people. If you’re not
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market you’re doing something wrong. With the economic
recovery just around the corner you still have time to
shed old habits and gear-up exciting times ahead.
Take a sneak preview of his new Zero-Based Hiring hiring
workshop >>.
February 9, 2004:
AIRS Diversity Summit in New York City
www.airsdirectory.com
February 12, 2004:
AIRS Diversity Summit in Parsippany
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February 18, 2004:
AIRS Diversity Summit in Chicago
www.airsdirectory.com
February 23, 2004:
AIRS Diversity Summit in San Francisco
www.airsdirectory.com
February 25, 2004:
AIRS Diversity Summit in Los Angeles
www.airsdirectory.com
February 27, 2004:
AIRS Diversity Summit in Seattle
www.airsdirectory.com
Click here for schedules for upcoming conferences and
seminars.
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Site Of The Week
Subcontract.com - 60 Day Free Trial
Pre-register for a 2004 Trial of the Subcontract.com
Staffing Exchange
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Final Note - On The
Lighter Side
"Work is accomplished by
those employees who have not reached their level of
incompetence." ~ Laurence J. Peter
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