Posts tagged with "SHRM"

NYC to require salary range in job postings

April 29, 2022

Starting May 15, employers advertising jobs in New York City will be required to include the salary range for the positions in their postings, reports the Society for Human Resources Management (SHRM).

The New York City Council passed the legislation last December15 and it awaits the signature of Mayor Eric Adams.

Currently, New York City employers can withhold pay information until the end of the hiring process.

“Lack of salary transparency is discriminatory and anti-worker,” said former Manhattan Councilwoman Helen Rosenthal, a co-sponsor of the bill, whose term concluded at the start of this year.

Rosenthal added, “It is long overdue that New York City address the cause of significant inequity in the local hiring process—employers’ refusal to disclose a position’s salary. Forcing employers to disclose salary ranges for available positions will also help us to more readily identify systemic pay inequities.”

The bill will amend the New York City Human Rights Law to require that employers disclose minimum and maximum salaries for all advertised jobs, promotions or transfer opportunities located in New York City, explained Lisa Dayan, of counsel in the New York City office of Davis Wright Tremaine.

“As the term ‘salary’ is not defined, employers should comply with the new law regardless of whether a position is a salaried, exempt or hourly nonexempt position,” she said. “Failure to include a salary range would be considered a discriminatory practice.”

Kelly Cardin, an attorney in the Stamford, Connecticut, and New York City offices of Ogletree Deakins, said that the law would apply to employers with four or more employees, including independent contractors, but does not apply to job postings by staffing firms for temporary positions.

“Existing provisions … authorize the New York City Commission on Human Rights to impose civil penalties of up to $125,000 for unlawful discriminatory practices or acts,” Cardin noted.

Other states and cities have enacted a variety of salary transparency laws, either requiring employers to provide pay information upon an applicant’s request or at a specific time during the recruitment process, Dayan said.

“The New York City law is part of a growing trend of wage transparency laws that have been enacted in other jurisdictions in an effort to promote wage equity for groups who have historically received lower compensation,” she added. “So far, only Colorado’s law requires employers to include salary ranges in job postings.”

Dayan advised employers in New York City to “prepare for the new wage transparency law by reviewing the salary ranges of existing positions and determining whether to make any changes to those ranges to attract new candidates or retain current employees.”

Research contact: @SHRM

Some HR candidates need ‘hire education’

January 26, 2018

Where do candidates for HR positions get their “hire education”? Based on the Society for Human Resource Management’s (SHRM’s) 2017 HR Jobs Pulse Survey in California, 45% of recruiters hiring human resources talent in the Golden State said applicants lacked crucial HR know-how, as well as business acumen (43%) and leadership skills (35%).

Nearly 1,000 SHRM members responded to the recent survey—and 69% said they experienced some level of difficulty recruiting for HR positions in 2017. California employers filled on average 2.9 HR positions over the year, and the average time-to-fill for HR roles was 38.6 days—higher than the national 28.4 days across industry sectors.

Laura Mazzullo, owner of East Side Staffing, a New York City-based recruitment firm focused on HR roles, told SHRM that this finding may indicate not so much a dearth of talent as employers taking the wrong approach to hiring.

“HR pros at all levels will require some training,” she told the society’s publication, HR Today. “With agile organizations evolving fast, today’s HR employees need continuous development. The clearer you are about what is truly necessary in a candidate and not solely ideal, the easier it will be to identify a great candidate when they come along.”

It’s unrealistic to expect to hire perfection into your organization, Meghan M. Biro, founder of TalentCulture, also told SHRM.

“When employers are hiring for HR roles, they’re going to need to take responsibly for at least a certain amount of training and development—and that’s regardless of skills,” she said.

New HR hires need to learn “the particular, unique workplace culture of a given company and …[be] aligned with that culture.”

Mazzullo also advised recruiters and hiring managers to practice empathy. “If you were a candidate, would you want someone to hire you even if you lacked a few things on their ‘wish list’? Would you want someone to stretch you, train you and set you up for future success? Remind yourself of a specific time in your HR career when someone gave you a chance, even when you didn’t have every single item required on their wish list.”

Leaving HR vacancies open for the length of time that survey respondents cited—waiting for the perfect candidate—creates more problems, Mazzullo said.

“There are tactical, negative effects to waiting for perceived perfection,” she said. “HR teams become disengaged and burnt out, as they are doing more work than they are compensated for or can handle. They wait for months for help that doesn’t arrive. Additionally, your employer brand is negatively impacted. It’s very easy for an employer to be known as the one with slow and unreasonable selection and hiring processes.”

Research contact: roy.maurer@shrm.org

HR professionals say their organizations still snub women

December 7, 2017

The glass ceiling still exists, according to human resources professionals. In fact, just 28% of HR leaders are satisfied with their organization’s ability to elevate women into leadership positions according to the HR People + Strategy (HRPS) and Lee Hecht Harrison Elevating Women in Leadership survey report, released on November 30.

This is troubling, because 82% of those surveyed believe that advancing women in their respective organizations is a critical business issue.

The researchers—who contacted 230 senior human resources executives and leaders for the report—identified key behaviors that advance women in business; among them:

  • Creating opportunities to network informally that are inclusive of interests and schedules;
  • Giving female exposure and profiles to senior leaders and decision-makers;
  • Providing coaching and feedback that builds business acumen; and
  • Having career and coaching conversations that challenge negative self-perceptions.

“Gender diversity at the top is an important issue to our executive HR members,” said Lisa Connell, executive director of HRPS, the executive network of the Society for Human Resource Management. “The research not only shows the challenges that organizations are facing with this issue, but gives companies the tools to audit themselves and provides realistic solutions to begin addressing it.”

Research contact: Kate.Kennedy@shrm.org