RE: Ethics of job-interview testing

Subject: RE: Ethics of job-interview testing
From: "Bill Lawrence" <scribe -at- matrixplus -dot- com>
To: "TECHWR-L" <techwr-l -at- lists -dot- raycomm -dot- com>
Date: Wed, 2 Jun 2004 14:10:49 -0400

> That's why if they move on, you move on. If they are insistent, first
> out why they are insistent (as per my example). Regardless of whether
> discussion moves on or not, you CANNOT discuss pay without knowing
> vacation, benefits, insurance, work expectations, etc.
> Your pay, benefits, and working conditions SHOULD take some time to
> out precisely because you may be working there for years. The deal you
> make now will have an effect on you for your entire career at that
> company. If you're crazy enough to share this info with future
> the decisions and deals will continue to influence your career long
> you change employers.

Wow, things must be very different in your part of the world. Having
been on both sides of interview process, at least in the Pittsburgh area
the following are pretty much set in stone:

The salary range.

The company's benefits (including time off based on seniority). These
are usually spelled out very early in the process and may even be on the
company web site.

The above are rarely negotiable. I once went to a CEO several times
about hiring a particular candidate because the salary was above the
range. It took several months of negotiations with my management to get
the salary approved (fortunately, the candidate was patient and wanted
the job badly enough to wait).

Personally, I don't want to waste my time (which comes out of my
allocation of vacation or sick days) to interview somewhere if they
can't afford me. If I'm unemployed, that's a different matter and I'll
be a lot more flexible about my salary. I don't know too many employers
who have a lot of flexibility. Maybe we have a stronger belief in
budgeting around here.

Bill Lawrence
Senior Technical Writer
Matrix Solutions


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RE: Ethics of job-interview testing: From: eric . dunn

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