Posted on February 07, 2018
What the new salary law means for employers:
2018 is in full swing and with the new salary law in New York City in full effect, every employer knows the one thing that can’t be brought up in interviews: salary history. In Part 1 of this blog, we addressed the salary law’s impact on job candidates. For Part 2, we’ll examine the impact on employers.
It’s peak hiring season and a large pool of qualified candidates is riding the wave of change. The salary law is great incentive to job candidates hoping that this is the time to make a meaningful career move. While the obvious interview rule is “don’t mention pay history” - there’s more to the story and much to gain during this crucial time. Read more to learn what employers need to know and how the salary law is an advantage to finding the best candidates for your organization.
While the salary law is a fresh change, there was time to prepare. Interview processes were revised, removing questions regarding pay history, as was done with background checks and other forms of verification. But just because necessary adjustments were made, doesn’t mean you’re fully prepared for the interview room.
To ensure a streamlined interview process that is efficient and successful:
Provide training for interviewers and hiring managers. Anyone involved in the hiring process needs guidance on how to conduct an interview in accordance with the new law.
Set a process for discussing salary expectations. Discuss responsibilities, hours, benefits, and other factors of the position to provide a deeper understanding of the role before discussing expectations. Without guidance from pay history, use salary expectations for a window into the job market and insight into what is competitive.
Ignore voluntary disclosures. While tempting, voluntary salary information could become a source for litigation. Set a protocol for what to do when a candidate chooses to voluntarily disclose salary history.
While the salary law appears to take away from the hiring process, it’s also an opportunity to shift from compensation and put the spotlight where it needs to be: what will this candidate bring to the organization?
Technical skills and knowledge. To qualify candidates for IT/tech jobs, education, certifications, and technical screenings are all important - but don’t stop there. What you ask in the interview room is your most valuable tool in separating a standout candidate from the those with just a skill set:
How did you gain your technical knowledge?
How do you keep your skills updated as technology evolves?
What do you think is the most important development in your field today? What impact do you think it will have?
Have you recently attended any tech or IT conferences? What did you get out of that?
Personality, potential, and culture fit. For a strong match between candidates and employers, ask questions related to company culture, motivation, and potential for growth:
What can your hobbies tell me that I wouldn’t learn from your resume?
How do your skills in technology play into your life outside of work?
Describe the type of work environment where you would be most productive.
What would you hope to accomplish during your first six months here?
Compensation is just one aspect to hiring. Consider that millennials, the generation reshaping the workforce in vast numbers, and making up the bulk of tech candidates, cares more about work/life balance than financial reward. PwC reports that “personal growth and development” was the millennial generation’s top choice for benefits, above cash bonuses.
Just as employers seek candidates who will make a real contribution, become a long-term asset, and fit well within the culture, candidates are showing interest in doing meaningful work, growing and developing in their career, and being part of an environment that aligns with their personality and motivations. It’s a win-win.
Employers and candidates both benefit by opening the conversation from salary to a real discussion of skills, work environment, career aspirations, personality, and other factors that make a new hire more than just a “fit” for the role, but a true match for your organization.
Aside from beginning with a technical screening to make sure that candidates are qualified, we delve much further into factors that will make a candidate the best match for your organization. We evaluate based on skills, culture fit, career motivation, and more, customizing our approach to find the best fit for every client. Contact us for more information.