Yep... This is difficult for sure.Detroit wrote: ↑Thu Jan 25, 2018 4:16 pmTook me a while to figure this out. When I got my last pay grade bump, They showed me the range and I was at the bottom. Not a huge bump from my previous lower level.CorvetteWaxer wrote: ↑Thu Jan 25, 2018 3:59 pm
I agree with you on the salary ranges, but to be honest, everyone applying would be insulted if they weren't offered at the high end of the range.
I have a big problem filling positions with my recruiters for this reason. I always start off with the recruiter asking them to find out what the candidate is looking for (it is now illegal in California to ask what they are currently earning, or previously made... ).
The recruiters almost always come back with something at the top end of a certain career level, so let's say the range is $90k - $139K. The real number in that range would be something close to $120k to be at market value and anything over is 1.0+ market pay percentage. In order to be 1.05+ market you need to be ranked in the top x% of the employees of the business unit. There's almost no way I can bring someone in at that high of a salary because at the yearly review I won't have any head room for increases, and I can't promote them to the next career level that soon, or solely based on salary desires. Most of the time the recruiter comes back with "They are looking for $134K, which is in range!!!!" Uh, no... And if I were to bump the career level up to get the salary and they can't perform those duties that are required, I get in trouble when it comes to my resourcing needs.
Think about it, if you heard a position paid between $90-139K, would you be happy getting an offer of $105K if you had only 1-2 years experience? If you said yes, you are a and I thank you for being realistic... most people aren't ant think they deserve the most for the least experience..
My boss at the time explained that it was actually a good thing because it gave me room to expand. Sure enough, each year has been nice pay raise. Nice incentive to keep upping the game.
1. Bring someone in low and they can get big raises each year as they grow, and in 2-3 years move up a new level if they are really good.
2. Hire them in higher and give them poor reviews for not meeting or exceeding the expectation and give them no money.
In the second scenario I am failing them and I refuse to do so. A couple years ago I had an candidate come in with a couple years of experience and ask for $30k more than I made at the time. I schooled them in the interview along with my team members that made much less. I was actually shocked they asked for that amount of money with a straight face.