Interviews are stressful. We've all been there- your palms are sweating, you're in the stiff suit you pulled out of the back of your closet, you're hoping you say the right thing and don't mess up. You feel as though you're on display, being quizzed and trying to guess the right answer. And then the dreaded question comes: "what are your salary expectations?" Many of us are at a loss and feel like it's a game of "pin-the-tail on the hiring range," where we need to guess a number that's not too high, but not so low that we undersell ourselves. So here's my proposal for hiring managers: stop asking this question!
You may be thinking "but Julia, how do we find out if the candidate is expecting more money than we can pay?" Here's my solution- just tell them the range. When I set up the initial interview, I disclose the hiring range, hours worked, and any other essential info about the job I feel candidates need to know up front. This lets them chose whether or not they want to continue in the hiring process based on the realities of the role. While perhaps not conventional practice, this has been extremely successful in practice for me!
When it comes down to it, applicants feel put at ease when you are transparent throughout the process. It allows for better communication and for candidates to evaluate if the role is a good fit for them. Interviewing is a two way street- why not be open and honest? And if you're hoping to offer a lower salary by not disclosing the range, rethink your practices. Employees deserve to be well compensated. This practice also disproportionately affects women and minorities, which is discrimination. For the sake of retention, equity, and just good business practices be direct. Be clear. State the range.
If you’ve been watching the news or reading workplace blogs, you’ve probably heard a lot of buzz about the new overtime rules. This ruling goes into effect January 1st and raises the minimum salary needed to avoid paying employees overtime.
With the the old rules, employees making under $23,660 annually needed to be paid overtime for any hours worked over 40 each week. Under the new rule, this salary is raised to $35,308.
What does this mean for employers? First, any employees classified as exempt but paid under $35,308 need to be paid overtime for all hours worked over 40. This means that if these employees aren’t recording their time, they’ll need to do so starting in the new year.
Alternatively, employers can raise salaries for those under the threshold to keep them classified as exempt and avoid paying overtime or tracking their hours.
So so what’s the best route? It depends on the employer. Some may be willing to pay overtime and have their employees start tracking their hours. After all, who wouldn't want extra money? However, it’s important to realize hat this may have the opposite effect on employee morale. Many employees view exempt status and not having to record hours as an achievement in their career and may resent having their hours monitored. It may be worthwhile to increase their salary rather than reclassify them. Each employer should carefully weight the pros and cons prior to making a decision.
Want to read more? Visit https://www.dol.gov/agencies/whd/overtime/2019
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