If you're like me as a recruiter, one of the things you aim to do every time you pick up the phone to do a phone screen with a candidate is "the dance". The dance is a pretty simple act, and deals with two items related to money - 1) finding out where the candidate has been related to money and what they need moving forward, and 2) managing expectations about what the position you are working on might pay.
At the end of the call, what drives whether the candidate will move forward in the process? Knowledge, skills and abilities, and whether or not you can afford the talent for the slot you currently have open. If you don't have a fit on the money side and you move the candidate forward, you're just asking for a train wreck when it comes time to cut an offer.
For smooth HR pros and recruiters, you've always had what I'll call "first strike capability". You control, for the most part, when you bring it up on the call and how it's positioned when you talk compensation. Candidates, for the most part, wait for you to bring it up, and it's a moment of truth. Sure, the uber-aggressive ones could go out and pull some data on Salary.com and hit you with that, but most don't.
You control the conversation and the resulting expectations. At least until Monster launches their new site in early 2009. From ERE's John Zappe:
"In three steps, a worker could learn what rungs others in the occupation have taken up as they worked their way up the ladder. Using the benchmarking tool, a candidate can learn how they stack up against others. Using the Career Snapshot, a worker could research related occupations by title, skills, and the like.
Just like a quality talent management system, Monster’s tools will help career-minded workers do a gap analysis and see what they need to do to ready themselves. The advantage Monster has over any single company is that it taps a database of millions of resumes to create aggregate pictures of career movement for nearly any occupation and industry that exists.
Where it doesn’t have the data, it reaches out to get it, pulling in things like average salary for a searched occupation in the specific geography. Every job, Winegardner tells us, will have salary data — if not from the employer, then salary ranges Monster will provide."
Here's a thought - that sounds like Monster is going to have me pay for a job posting, then if I opt not to share salary data for the position, they'll do a feed from salary.com or a similar property and slap external salary data next to the job that I posted.
If that's true, I hope that's configurable. There are a couple of big ways that could hurt employers. First, I want to be the one to set expectations on the salary side. What happens when you share the range? Does the candidate and employee automatically think that they belong at the bottom or the top? Right - next question..
Additionally, I really don't need someone lining up all my jobs, doing a 40% average match on the responsibilities and industries, and making that broadly available for the world, including my employees to see. Garbage in, garbage out, but then, you and I are the ones left to deal with it, right?
It'll be interesting to see the new Monster. If they hose the people who pay the bills and don't make features like that optional, it'll also be good for CareerBuilder.