This session is part of our ongoing series on Diversity, Inclusion, and Belonging.
In today’s round-table session, our panelists will discuss how to overcome internal equity issues.
Key areas that will be covered are…
1) Using Data to Understand Gaps and Trends
2) Creating Pay Equity Standards
3) The Salary Negotiation Process
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
Our Panelists…
| Name & LinkedIn Profile | Group | Title | Company |
We asked our attendees, “Do you have a suggestion for other companies on how they can overcome internal equity issues at their company?”
Here are their answers:
Chat Messages from the Session…
10:10:06 >> From Guiti Nabavi to All panelists : Thanks! I’ll use “competency based”. I am looking for a job and keep hearing you are overqualified and what they really are saying is that we can’t pay you what we think you want 🙂 at least that is what I think.
10:22:34 >> From Christina Shareef : +1 to creating a process TOGETHER
10:25:03 >> From Tracey Anderson to All panelists : I typically make salary expectations during my intake call
10:25:34 >> From Tracey Anderson to All panelists : Discuss the market expectations during my intake call also
10:29:11 >> From Jennifer Reed : What if you reverse that?
10:29:46 >> From Wahoo Fitness : Good for you, Chris! I like that thinking.
10:31:05 >> From Vera Gardner to All panelists : Would you advocate for a Latino or African-American who may have one less skill than the white man? An opportunity to grow and increase minority representation?
10:31:50 >> From Vera Gardner to All panelists : Or a skill that is not as developed.
10:32:41 >> From Carolyn Jackson to All panelists : Decisions based on previous salaries foster decisions based on bias (especially when we know there are systemic issues related to race and pay). Having a construct before you start recruiting helps you stay the course regardless of who the finalist is..Just my thoughts
10:33:06 >> From Carolyn Jackson : Decisions based on previous salaries foster decisions based on bias (especially when we know there are systemic issues related to race and pay). Having a construct before you start recruiting helps you stay the course regardless of who the finalist is..Just my thoughts
10:33:06 >> From Jean Sheehan : If we are offering a person in an area that does not have a set starting pay, we complete a compensation template. Then the Compensation committee (which is 3 of us – small/mid size company) reviews. A recommended rate or small salary range (typically up to a 2K range) is approved. The offer is extended and we work within that rate or small range. If they decline, we will review again but unless there additional information we were not aware of, we hold our ground. There may be room for a small sign-on bonus.
10:35:55 >> From Allison Cooper : When extending an offer we let the candidate know that we are coming in with our best and final offer, that we’ve put a lot of analysis and thought into it. We are not leaving money on the table and paying them the most fair pay possible.
10:36:13 >> From Jean Sheehan : We used to negotiate more in the past but we believe it often causes inequity.
10:37:09 >> From Susan Jayne : same…. Allison Cooper !!
10:37:42 >> From Carolyn Jackson : YEEESSSS Christina!!!
10:39:04 >> From Susan Jayne : Agree Christina!! Translate into “What business need is not being met that will NOW be able to be met by bringing this candidate in!!
10:42:50 >> From Vera Gardner to All panelists : Chris where do you find your diverse candidates?
10:43:21 >> From Vera Gardner to All panelists : Good point. Thanks.
10:43:55 >> From Guiti Nabavi to All panelists : What is HBC?
10:44:18 >> From Christina Shareef : HBCU: Historically Black College & University
10:44:25 >> From Guiti Nabavi to All panelists : Thanks
10:44:45 >> From Samantha Arzu to All panelists : Any companies or job boards you would suggest to source from?
10:45:13 >> From Vera Gardner to All panelists : I agree : ) build a relationship
10:45:54 >> From Susan Jayne : Look at LinkedIn Sales Navigator too – lower cost
10:46:07 >> From Samantha Arzu to All panelists : IT, ops, general services, finance, etc.
10:46:09 >> From Samantha Arzu to All panelists : THANK YOU
10:46:21 >> From Erika Sandoval : Techqueria-Latinx in tech
10:47:23 >> From Guiti Nabavi to All panelists : Women Who Code 🙂
10:47:45 >> From Samantha Arzu to All panelists : Much appreciated 🙂 thank you!
10:48:09 >> From Abby Dooley : I am working with a hiring manager to hire a URM candidate for a Cloud/Hosting director role. When we search, we very rarely see URM that have the experience we are looking for (i.e- degree, technical skills, 5+ years of director experience). How do I encourage us to focus on finding the URM candidate within our search search even when in comparison the talent pool is different or does not meet the “mandatory skillsets”?
10:48:30 >> From Guiti Nabavi to All panelists : Thanks!!
10:48:34 >> From Wahoo Fitness : thank you all!
10:48:35 >> From Daniella McDonald : Thank you! Happy Holidays!
10:48:36 >> From Alexis Diltz : Thank you!
10:48:39 >> From Vera Gardner to All panelists : Thank you! Great session!
10:48:39 >> From Eileen Beno : Thank you!
10:48:41 >> From Mike Mattson : Thanks Everyone!
10:48:44 >> From Dana Shupe to All panelists : thank you!
10:48:44 >> From Guiti Nabavi : Happy holidays
10:48:45 >> From Andie Sanchez : Thank you!
Some of the attendees…
| Name & LinkedIn Profile | Group | Title | Company |
