I find this discussion is much easier when you're upfront and open. "This is the minimum salary I require". Recruiters will do one of two things, pass or move you forward in the process. It's that simple.
Why even waste time with interviews and lying about NDA's when you can cut right to the chase? What you're describing is how not to get a job by being evasive and dishonest.
Given the wide range of comments, it looks very culture-specific to me. Some guys live the strategy, some don't like it. Personally, I don't like it.
If someone is approaching me and is not willing to give anything precise and tries to push for more personally, it very often is a sign of a person that is more interested in optimizing the personal life and not about building a long-term relationship with the company. These few interviews are not much time to really evaluate the skills and on the CV, you could also lie (if you lied on the NDA, which does not really make sense). Basically, you often see what you have after the first months. From there, employees can profoundly argument with their proven performance within the company.
After the second discussion that evolves this way, I would put the candidate on hold. I prefer honest and open discussions. This is to respect the candidate's tone in case we are far of from what he is expecting as well as my time in talking to candidates that might be interested in receiving money and doing the least effort that is required to justify it, but not really interested in working for a sufficiently long time in the company to justify the high onboarding costs for hiribg abd training. And with a lower risk that the guy jumps for the next job after a short time if it means higher salary or less actual work.
My current and my previous Company had this NDA written in the contract. Lying is always bad, I think he tried to say that If you have this, you could use this as an argument.
If you signed an NDA in the US with language that is specific to your salary it's likely your NDA is one-sided and not enforceable. It's an invalid argument if the employer is based in the United States. Since this article did not limit it's jurisdiction, I can only speak to what is true for those seeking employment within the US.
Companies covered by the National Labor Relations Act (NLRA) cannot limit employees’ concerted activities for the purpose of “collective bargaining or other mutual aid or protection” according to Section 7 of the NLRA
President Obama also created an Executive Order
Non-Retaliation for Disclosure of Compensation Information
Shouldn't it much easier for the employer to state the range they have in their budget? In one of our local community, there's a rule that all job ads must include salary range.
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I find this discussion is much easier when you're upfront and open. "This is the minimum salary I require". Recruiters will do one of two things, pass or move you forward in the process. It's that simple.
Why even waste time with interviews and lying about NDA's when you can cut right to the chase? What you're describing is how not to get a job by being evasive and dishonest.
Given the wide range of comments, it looks very culture-specific to me. Some guys live the strategy, some don't like it. Personally, I don't like it.
If someone is approaching me and is not willing to give anything precise and tries to push for more personally, it very often is a sign of a person that is more interested in optimizing the personal life and not about building a long-term relationship with the company. These few interviews are not much time to really evaluate the skills and on the CV, you could also lie (if you lied on the NDA, which does not really make sense). Basically, you often see what you have after the first months. From there, employees can profoundly argument with their proven performance within the company.
After the second discussion that evolves this way, I would put the candidate on hold. I prefer honest and open discussions. This is to respect the candidate's tone in case we are far of from what he is expecting as well as my time in talking to candidates that might be interested in receiving money and doing the least effort that is required to justify it, but not really interested in working for a sufficiently long time in the company to justify the high onboarding costs for hiribg abd training. And with a lower risk that the guy jumps for the next job after a short time if it means higher salary or less actual work.
I'm definitely not okay with a suggestion being to lie about being under NDA. That's shady. :/
My current and my previous Company had this NDA written in the contract. Lying is always bad, I think he tried to say that If you have this, you could use this as an argument.
If you signed an NDA in the US with language that is specific to your salary it's likely your NDA is one-sided and not enforceable. It's an invalid argument if the employer is based in the United States. Since this article did not limit it's jurisdiction, I can only speak to what is true for those seeking employment within the US.
President Obama also created an Executive Order
obamawhitehouse.archives.gov/the-p...
Shouldn't it much easier for the employer to state the range they have in their budget? In one of our local community, there's a rule that all job ads must include salary range.