Even in this hot, tight job market, the interview process usually entails enduring some rude behaviors, cancellations of interviews at the last moment, lack of feedback, getting ghosted and receiving a lowball offer. With the new pay transparency law, things will be different.
The responses to the Facebook post were mixed. Some were horrified that the recruiter knew the person could’ve earned about $45k more per year. Over time, that becomes a huge difference. In today’s job market, characterized by a Great Resignation with 4 million people quitting each month and 11 million job openings, you’d rationally think the recruiter, hiring manager or HR professional would have offered the top number—or at least appreciable above the lower amount.
To compound this issue, studies show that women do not negotiate as much as men. In my personal experience, since women feel that this is the case, I’ve noticed that over the last number of years, many women push harder compared to men. They believe the first offer will be low, and they need to fight for every dollar to compensate for the potential of getting less pay, due to gender.
Fortunately, under a new law passed by the New York City Council—which will go into effect in April 2022 if not vetoed by January 14, 2022—will have to include the minimum and maximum starting salary for any"advertised job, promotion or transfer opportunity.
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