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this post was submitted on 17 Sep 2023
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My state has had a similar law for a while now and not much has changed. Companies will either mostly ignore it, or give pay ranges that are so wide that the information is meaningless... No joke, I have seen jobs posted that said the salary was from $150k to 600k. What good is that?!
Especially considering that so many jobs these days go through headhunters, you'll get an email and rarely does it include the salary range. And it's not like these headhunters sitting in a call-center in India who barely speak English give a shit about some new law.
I live in CA where a law like this has been in effect for a while. Almost all jobs I look at have a pretty tight pay range and has allowed me to bypass not wasting time applying for super low pay positions. Every once in a blue moon you see a company post in bad faith but that's an anomaly not the norm and let's me know they're a shitty company I shouldn't work for.
Pet peeve: emails with the subject "urgent need start ASAP". I actually called up one recruiter who sent me that and asked them why I would ever consider working for a company that plans ahead so badly.
Oh yes that is exactly what my ulcer needs. A job running a huge complex project that is turning into a clusterfuck because they didn't want to hire an engineer until the last possible second for fear of spending a penny extra. Yes please give me this job. I want to work with people who are a bad mixture of ditzy and cheap.
Those "headhunters" in India are nearly entirely useless anyway so I don't even bother responding to them anymore... Especially if they aren't going to include salary ranges.
Recruiting in general needs a fundamental overhaul. People should not be recruiting at all for positions that they themselves have zero experience in. If IT recruiters, for example, were all former IT staff then we'd have a much higher quality pool of applicants since the recruiters would actually know what to look for and what questions to ask for a change.
I have to say it's been bad for a verrrrry long time. I'm actually surprised people try to offshore this; my experience was bad enough with local headhunters; cannot imagine how much worse it would be to have them offshored...this kind of thing should be about building human, ideally local, relationships so placements are better matches. I've seen very, very good headhunters in action, and all of them were local and if not working the area for a decade+ already, they were doing everything possible to build a real, human network. But the good ones are like 5% of the field, I'd say.
5% at best but I definitely agree... It's possible for recruiters to be good and step one is being local as well as being experienced and familiar with the local companies and job market.
I've always compared the worst ones to having the ethics of the worst caricature of people in used car sales - a typical pattern was putting the youngest (and often quite attractive) women they could find as their front-facing people to talk to the talent, with the older men there to close the deal/maintain the relationships/do the very hard sell to the talent, etc...neither the backroom managers nor the front-facing people seemed to know or care all that much about the actual work or about your situation, etc...it was about getting to a close.
The very best operated quite differently from this. When I run across people doing it right, I am sure to take down their information and be sure I kept it somewhere for a rainy day. As for the others, they tend to come and go, I've noticed (sometimes just a rename/acquisition, though) but I also take down their information, but more as a blacklist/contact only if absolutely needed type of situation...
I cannot imagine trying to take an offshore group even the least bit seriously, unless my situation was very dire indeed.
At least it wasn't "below 600k"