No Gender Pay Gap?

Recruiter A gets hired in 2006. Recruiter A has seven years of experience and a bachelors in history. Recruiter A is offered a salary of $53,000

Recruiter B is offered $50,000 in 2016 with ten years of experience and a bachelors in human resource management and two hr certifications.

Recruiter A is a male, Recruiter B is a female. There is a ten-year gap in the offers and the amount has decreased. There are more variables that impact the salaries offered to Recruiter A and Recruiter B, but the glaring difference is gender. Recruiter B brought more HR knowledge and expertise to the existing group than Recruiter A had, allowing Recruiter B to fill other voids when necessary. Both recruiters had their start in “temp staffing” before joining the same company. The same department manager was in place and made the offers to Recruiter A and Recruiter B. At the time of hire neither recruiter is asked to show past results. That department manager making the offers is a female if anyone is curious.

dollar

If you haven’t experienced gender pay gap than great, but just because you haven’t seen it does not mean it doesn’t exist. A quick google will give you a variety of resources to investigate the gender pay gap for yourself. There are a variety of reasons for why a gender pay gap exists. A glaring reason is lack of a compensation strategy (though some companies strategy is to hire women because they will work harder for less money, but that’s not the kind of strategy I want to encourage). I’ve seen plenty of hiring managers make an offer to a candidate based on what they made at their last position combined with what they are asking for. While I can argue that this makes sense there are impacts that must be considered when making this decision. Someone needs to ask questions like, but not limited to, the following:

“What is the goal of our compensation strategy and is this in line with it?”

“Will this salary negatively impact the employee at pay increase time?”

“Will this salary negatively impact the employee at pay increase time?”

“Will this change the compensation plot for the group I manage?”

“Will this restrict future opportunities for them?”

“Would I pay someone of the opposite sex the same amount of money?”

I have some reservations over complete pay transparency, but I want to ask you as a manager if Recruiter B finds out all of this information, can you explain the answer? Is there a chunk of experience that is missing? References that aren’t as glowing as Recruiter A? Financial challenges that the company didn’t have 10 years ago? Whatever it is, are you ready to have a conversation about it (and possibly help Recruiter B grow)?

 

 

I love people, wait what was the question?

I love people, wait what was the question?

Occasionally I’m faced with a group of students dreaming about their career path in the wonderful world of HR seeking advice from some of us experienced HR pros. I always ask the same question to these advice seekers… “Why did you choose HR?” and a lot of times people cannot answer that question or worse they give a bad answer. More specifically when someone wants advice on how to land a job as a recruiter I ask this question “Why do you want to be a recruiter” …. [pause…think…word vomit]… “I LOVE PEOPLE”. Let me be completely real with you guys… I hate that answer. I cannot stand that answer. When someone says that is why they want to recruit (or work in HR) I immediately start thinking of not for profit organizations they could work for that LOVE PEOPLE. Loving people isn’t going to make you an above average recruiter; in fact it could do quite the opposite to your recruiting career. I notice that people who just love people are interested in helping people and willing to fall for their stories. Tim Sackett’s compilation of candidate lies for example; a person who does recruiting because they love people are seriously more apt to fall for these and continue to deal with these rotten apples.

Why do I recruit? I get a huge sense of accomplishment when I get the opportunity to match a client and an employee up that are perfect match! I love to see the way a person’s life can change when they get to work a job that they are specifically a fit for from skills to culture and the positive impact it has on their home life. I enjoy the occasional thank you letter from candidates for working on placing them in their position. I enjoy when a hiring manager brags on the candidates I selected for them to interview. I have a heart for successful business. I believe anything is possible when you piece together the right team and I enjoy helping hiring managers and companies identify the right components and strategize to make the most of their new hires and existing team. I recruit because I love the positive impact recruiting has when done correctly. I do not recruit because I love people, in fact I may not even love people all that much.

Grumpy Cat

So let me leave you with this… why do you recruit or why do you want to recruit?