BubblyKoala

(Controversial Opinion) I think it’s okay to give salaries based on past salaries

I believe it is extremely difficult to judge exact level of an individual during an interview. It is better to also use past salary as some indication of value to last company. Having said that, the company needs to get to the correct salary range depending on performance in first 6 months.

Thoughts?

16mo ago

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PrancingNugget

Stealth16mo

HR spotted 🙂

BubblyKoala

Stealth16mo

Let’s assume I’m a HR, what’s you POV? Which parts do you disagree with

PrancingCoconut

Accenture16mo

Businesses always exploit candidates in the name of capitalism. Companies will pay as low as possible to get a candidate. There are so many other factors as well such as companies hiring based on the college tier, bad luck, bad timing, desperation etc. Current pay should be based on their role and not their previous pay

FluffyPanda

British Petroleum16mo

Companies can learn from their american counterparts on how not to ask for prev salaries and still be able to provide an offer. 🙂

BubblyKoala

Stealth16mo

That’s my point. It is very difficult to come to an accurate number with few interactions.

Either you would unintentionally lowball and lose the candidate or give a very high jump to only realise few months down the line, you overpaid, which hurts both the candidate and company in long run.

BouncyQuokka

Stealth16mo

Ever heard of asking for expected post range? Or making your budget clear before interviewing?

DizzyLlama

Freelancer16mo

I disagree. There's a reason companies have levels. Each level has competency matrix. Each level also has salary band that they can provide. If candidate is applying for certain level, it's duty of interview panel to Guage the candidate based on the competency matrix. If the candidate doesn't know which level he belongs to, again it lies with competency matrix to figure out what should be the right level for the candidate and if there are roles available in it.

BubblyKoala

Stealth16mo

If you have been part of an interview panel, you would realise how subjective these things are. Same guy who got an offer as SDE3, you could easily be told that you are SDE2 or SDE4

DizzyLlama

Freelancer16mo

Could be, I don't disagree there, but the company that roles out the offer is going to offer at a level. They may realise that the person isn't right fit for the role later and won't promote the person for sometime, but they won't give conflicting roles while rolling out an offer.

DancingBanana

Stealth16mo

Let me guess you are either an HR, owner of service based company or have graduated from a top tier college

BubblyKoala

Stealth16mo

I don’t understand why the discourse on who I am is more important? Than the core argument itself ?

DancingBanana

Stealth16mo

Because they are the only one who get benefitted by under-paying an employee. That's why they will give you % increament rather than deciding the pay based on interview and salary expectations.

ZippyMochi

Stealth16mo

I have a different view on this.

Most companies actually don't need as many full time employees as they think. They can often make do with part timers but usually don't go for it.

Salary negotiation should happen on the basis of market rate plus how many hours of work is required. Probation period of 3-4 months should be considered as a paid test period with final negotiation and employment at the end if the trial period goes well for both parties. Some people also need less time for same amount of work, they can also be accommodated.

A lot of attrition happens because of mismatch of culture and expectations, this paid trial format might help everyone.

BubblyKoala

Stealth16mo

Paid trial seems like an excellent idea. Enough pressure on both sides to figure out in that duration. This would require a culture change across the industry.

CosmicSushi

Stealth16mo

These are people's lives you're playing with, not a random software subscription

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