Editor’s Note: We usually cover unique (and sometimes wacky) marketing strategies in our blog, but this month we’re turning to a more serious topic that will likely be a game-changer for hiring managers and recruiters.
Times are certainly changing—especially for the recruiting and interviewing process. The days of mailing a company your paper resume (remember when that was a thing?!), following up with a phone call, and showing up to the interview in a three-piece suit are (mostly) over. Even how the interview is conducted is changing—from virtual reality skill tests to groundbreaking new legislation regarding which questions an employer can and cannot ask.
New York City recently banned employers from asking one of the most common—and dreaded—interview questions: How much did you make in your last job? The new rule also prohibits employers from querying public records for a candidate’s past salary, but applicants can provide this information if they so choose.
Tackling pay inequality
The intention of this new law is to address pay inequality since women and minorities often struggle during the salary negotiation process. If someone is offered a low salary early on in their career, it can then follow them from job to job. As New York City’s Public Advocate, Letitia James, puts it, “Being underpaid once should not condemn one to a lifetime of inequity.”
Matching salary with the position’s value
Even aside from inequality issues, with all the comparative industry data available today, basing an employment offer on the candidate’s current salary has become an outdated concept. Employers can now make informed decisions on the salary of a position based on data rather a candidate’s past, so companies should first decide on the value to assign. If the company decides that Job A is worth $100,000 per year based on the requirements of the role, then that’s the salary that should be offered to the candidate—regardless of her current compensation. This is a major step towards finally leveling the playing field.
The ban in New York City is following the lead of similar legislation in Massachusetts, Puerto Rico, and Philadelphia, and we fully expect this trend will continue at a quicker pace moving forward. In the meantime, if you’re looking for marketing talent with the qualifications and experience that match a specific job, let us know. We’re here to help you find the rock stars your company needs.