Monster Hiring’s Post

Are you up to date with the latest #salarytransparency laws in NYC? Staying compliant is crucial in today's competitive job market. 💼📈 Our latest blog post is breaking down everything you need to know about NYC's salary transparency laws. From legal requirements to best practices, this guide will help you navigate these regulations smoothly. Gain valuable insights to ensure your hiring process is transparent, compliant, and attractive to top talent! 🌟 🔍 Read the full blog post here: https://lnkd.in/eDFj-Gqb #Monster #Hiring #Compliance #HR #NYC Monster Hiring #TalentAcquisition

I’ve noticed a trend recently with job postings as it relates to compensation. First off, I’m 100% for pay transparency. Many recruiters are taught to never reveal the compensation range to a candidate because you (supposedly) give up negotiation leverage. Ludacris in my opinion. Over recent years, the law has changed in many states across the US. Companies are now required to post compensation ranges on job advertisements (depending on location and other criteria) I’ve noticed that companies are doing this, but the ranges are so wide that it’s basically irrelevant. 115k-250k for a Director role is not pay transparency, it’s just a work around. 90k-180k for a senior scientist is not pay transparency, it’s just checking a box.

While some organizations include pay ranges on job postings to comply with legal requirements, others go above and beyond, embracing this level of transparency for the many benefits it brings. Here are a few reasons why it's a game-changer: 1️⃣ Ensure Legal Compliance 2️⃣ Attract Top Talent 3️⃣ Boost Recruiter Productivity Ready to discover more benefits and join the discussion below? How can recruiters make job searching a more transparent and empowering experience? Share your thoughts! https://lnkd.in/gngzFkYe #JobPostings #Benefits #HiringProcess

Pay Transparency has been around forever. However, it is typically one way. Recruiter: What are your salary requirements? Candidate: A competitive salary with comprehensive benefits. Recruiter: Ghosting sound. Recruiters and Hiring Managers - go ahead and ask about salary if you are willing to reciprocate. If you leave it as an asymmetric conversation, you are signaling a lack of respect for the candidate and a lack of the kind of transparency trust is built upon. Expecting candor of candidates is reasonable. And candidates expect the same from quality, ethical employers. Discuss with your HR Leadership and top management the need to post ranges on your open roles. It allows the right people to self-select in or out. Yes, some people might be attracted just for salary. If you are offering attractive salaries this is desirable. Yes, some people will disregard postings if the range is too low for them, and this is also what you want. Provide basic information and transparency in the recruitment and selection process. It allows candidates to do a lot of the pre-screening for you. You will get better quality candidates. And you will project an employment brand that is more positive, inclusive, respectful, and high in integrity.

How do recruiters/companies think this is "standard practice"? In what world does this make sense that the pay range is what the candidate could hope to achieve after a few years at the company or what an internal candidate could earn, NOT what the actual salary is for the job. This is bonkers. This is as maddening as the study that found many job listings are actually fraudulently posted by companies who are not hiring, but put up the listings in order to create a facade that the company is growing and hiring.

💼 Advantages of Pay Transparency in Recruiting 🌐 It's a game-changer fostering equity, trust, and efficiency. Employers attract diverse talent; job seekers make informed decisions and gain negotiation leverage. Challenges are tackled through open dialogue. The future holds legal shifts, tech advancements, and changing workforce expectations. Explore benefits and embrace innovation. Learn more about the future of recruitment: https://bit.ly/47YQTqj #recruiting #recruitment #hiring #jobs #jobsearch #job #hr #careers #nowhiring #employment #recruiter #career #humanresources #work #staffing #jobseekers #hiringnow #business #jobhunt #resume #jobopening #jobseeker #vacancy #jobsearching #jobopportunity #recruitmentagency #recruiters #jobinterview #interview #applynow

A number of states have enacted pay transparency laws that, among other things, require employers to disclose salary information in job postings. With new state laws going into effect in 2024, more employers will have to grapple with what that means for them. While such information can obviously be helpful for candidates looking for the most attractive opportunities, it also helps with recruitment. ⭐ More than half of workers say they wouldn’t apply for a job without knowing the salary range ⭐

I politely refused the HR Director. I was hiring for two positions and ready to make offers. That's when my HR Director told me to ask finalists about their current salaries. At the time I thought: 1 // I'm not hiring for their *old* position at their *old* company. I'm hiring for a bright future at MY company. 🚀 2 // Nickel and dime-ing a candidate sets the wrong tone --money over people. 🤢 3 // I have a pay range, they have a pay goal. Do they match? Great. If not, let's try again. No need for subterfuge. 🕵🏼 So, I politely refused. And *now* I know my state has a salary history ban for state agency hires. (Running list by each state in comments.) #peoplefirst  #workwell

Pay Transparency in Job Postings? As the majority of you know, there are laws now that require companies to disclose pay ranges for posted roles in certain states. But many companies aren't doing this. They’re posting jobs without mentioning the pay, even in those places where it’s required by law. This makes me wonder: are they doing this on purpose or just not aware of the rules? Pay transparency is important as being clear about pay helps everyone. It makes things fairer both internally and externally, and lets people know what to expect before they apply for a job. It’s good for the company too, because transparency is a foundational pillar of trust for these organizations. But if there are laws about this and companies aren’t following them, who’s checking? It’s not clear where you can report this, or if anyone’s making sure companies do what they’re supposed to. It's pretty simple. Companies should follow the rules and be open about pay and even those not required by law should as well. It's better for the organization and for job seekers!

The short and long answer is: YES! 💲 As of September of 2023, NYS requires compensation to be included in job postings. 💼 Pay transparency is imperative, and it greatly benefits both the client and candidate. Read more below on benefits of pay transparency! ⬇ #recruitment #hiring #paytransparency #salarytransparency #techjobs #buffalony #buffalojobs