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The Wall Street Journal
The Wall Street Journal
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    The Wall Street Journal‏Verified account @WSJ 13 Dec 2017

    Opinion: The question, 'How much do you make?' saves time if an applicant’s salary needs are out of line with what the employer can offer, writes Gerald Skoninghttp://on.wsj.com/2BiyyZ4 

    6:50 PM - 13 Dec 2017
    • 19 Retweets
    • 46 Likes
    • Kurt Ally Nelson Aguirre Tí Challa 🇭🇹 A truster of processes mike John A. Keyes Paolo Moro Rob Angeli Gianchandani
    21 replies 19 retweets 46 likes
      1. Kim Siegel‏ @siegelka 13 Dec 2017
        Replying to @WSJ

        That time can also be saved if the employer is up front about what a position pays.

        0 replies 0 retweets 20 likes
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      1.  🐿 🐿 FranFTW  🐿 🐿‏ @franvdf 13 Dec 2017
        Replying to @WSJ

        No. All of the same problems would be solved if the employer gave THEIR pay expectations, which is the deciding factor here, anyway. "Previous pay indicates employees’ value to their past employers." That is a flawed assumption, and exactly why the question should be banned.

        0 replies 0 retweets 5 likes
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      1. New conversation
      2. Dave_Stein‏ @Dave_Stein 13 Dec 2017
        Replying to @WSJ

        Don't ask what applicants make. Ask what they want. Otherwise you're just trying to lowball them. Not to mention this practice reinforces pay gaps.

        1 reply 0 retweets 11 likes
      3. Dmitry Traytel‏ @dimamix 13 Dec 2017
        Replying to @Dave_Stein @WSJ

        Actually illegal now in NYS to ask what a candidate makes. Recruiters and hiring managers have to/can only ask for salary desired

        1 reply 0 retweets 0 likes
      4. Dave_Stein‏ @Dave_Stein 13 Dec 2017
        Replying to @dimamix @WSJ

        Yup knew that, but not for the other states we got just yet ;)

        0 replies 0 retweets 0 likes
      5. End of conversation
      1. Sharon Lovoy‏ @sharonlovoy Apr 10
        Replying to @WSJ

        #EqualPay judge in @equalpayrizo case: “...Women are told they are not worth as much as men. Allowing prior salary to justify a wage differential perpetuates this message, entrenching in salary systems an obvious means of discrimination...” #GeraldSkoning

        0 replies 1 retweet 1 like
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      1. Betsy Brucker‏ @BetsBees 15 Dec 2017
        Replying to @WSJ

        The issue isn't purely one of gender discrimination. The bigger question is why employers don't openly post salary ranges for available positions instead leaving the burden on the applicant. Prior low compensation does not equal low competency or poor job efficacy.

        0 replies 0 retweets 2 likes
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      1. kujo‏ @kirstijo10 13 Dec 2017
        Replying to @WSJ

        I disagree. You can save just as much time by either stating the range or starting salary of a position, or ask what the applicant would expect to make in that position, or both. I see no need to ask what an applicant is currently making.

        0 replies 0 retweets 2 likes
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      1. NSA Chatbot‏ @whatohnoo 13 Dec 2017
        Replying to @WSJ

        It's none of their business what I currently make. They can either ask me what I want and/or make me an offer.

        0 replies 0 retweets 2 likes
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      1. Maureen OBrien‏ @Mo_Brien 13 Dec 2017
        Replying to @WSJ

        Total bullshit

        0 replies 0 retweets 2 likes
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      1. Rod‏ @Rod61025406 13 Dec 2017
        Replying to @WSJ

        How about if the listing company says “here’s what we’re paying/offering for the position.”

        0 replies 0 retweets 2 likes
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      1. Pat Eden‏ @pat_eden 13 Dec 2017
        Replying to @WSJ

        Also, there is no consistency with job titles between companies. Knowing pay helps assess what a job title might really mean.

        0 replies 0 retweets 1 like
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      1. Sharon Lovoy‏ @sharonlovoy 13 Dec 2017
        Replying to @WSJ

        This practice is as ridiculous as “what did you pay for your last car?” when buying a new one. Classify the job. Publish the pay. That’s real transparency. Better yet: publish all salaries and never penalize an employee for telling another his/her salary.

        0 replies 0 retweets 0 likes
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      1. StandsAlone‏ @LoureiroArt 13 Dec 2017
        Replying to @WSJ

        He who says the first number loses.

        0 replies 0 retweets 0 likes
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      1. RogueGardener‏ @aroguegardener 13 Dec 2017
        Replying to @WSJ

        You’re missing the point. Employers can ask potential hires what they have in mind. None of that requires disclosing what the applicant actually makes. Even better, they can tell prospectives their range.

        0 replies 0 retweets 0 likes
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      1. fishsticks‏ @Maggie07701 13 Dec 2017
        Replying to @WSJ

        The statement “we’re expecting to pay around $xx,xxx to $yy,yyy” saves time if an employer’s budget is out of line with the value of a candidate’s experience.

        0 replies 0 retweets 0 likes
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