Employee asks HR why new employees are getting paid more, gets ridiculous response

[Arizax2]

are they just going off ssn to verify education records?

HR does verification after being selected for a job.

 

[Toe Jay Simpson]

What the person was basically asking for without knowing it is a favored nations clause and even though I’m pro workers rights it’s unreasonable. New hire rates are and should be determined by the market and demand. You can use this to your advantage by taking your skills elsewhere as well

 

[Born2BKing]

I'm a HR professional in recruitment and when the market adjusts, you simply leave. Companies are not going to raise the pay of everyone to adjust to the market, they'd rather just deal with the attrition because some people will stay because of loyalty or complacency.

 

[Dr. Acula]

This seems like a very very very very very risky strategy. New hires will be fired first when the fed raises these interest rates another 3%. You will make up for that 5% new hire difference by lounging at the unemployment line for 5 months.



This was a good strategy 2yrs ago. But times have changed

I haven't had issues yet. I'm in an in demand field

Either way though, regardless of the situation, unless you're really desperate, you should always act in your own self interest and know your worth. On this particular topic, if a job is unwilling to pay you more or at least equal to new hires, you're indirectly telling the company you're a bytch and you will subsequently be treated like a bytch. So, pick your poison. Either stay in a shytty situation where you're underpaid and under appreciated, or take a chance to be where you want to be career wise. Personally, I'm not fond of being risk adverse when better opportunities are available. Id take the leap of faith. This has always worked out for me. I don't believe letting fear guide my life

 

[Originalman]

Employee is dumb ass hell. Its the same reason a dude wines and dines a female he just meets where as the woman he was with for years he didn't even take her out once every 4 months.

No need to pay top dollar for p*ssy you already getting. Same way it is working for a company. As an employee you already they hoe they tapping that ass every day. But they gonna roll out the red carpet for new hoes who they ain't got a chance to get the ass yet.

It ain't fair but that is life. If you got some balls on you....you play the game to your advantage hit the track and find a new trick (company) who will splurge (give you a raise) on you.

Better make like Kriss Kross and Jump Jump (to the next gig) to get that raise!!!

 

[zayk35]

It's why I love the company I've been with now going on 12 years. They have show Madd love to managers and supervisors especially all through Covid when ppl where jumping ship all over the place, we got bonuses and raises to ensure we'd stay put.

 

[DonRe]

If you want to make more change jobs every 4 years. Sometimes even less

Ive changed jobs every 3 yrs and it has to be at least a 15k increase. Last one was 20k.

But times have def changed. I dont understand the logic but many orgs are hiring ppl at higher rates but they wont give thier current staff at that same position an increase.

It seems they are desperate for bodies and deal with the consequences as they arise with unhappy staff.

 

[Born2BKing]

Ive changed jobs every 3 yrs and it has to be at least a 15k increase. Last one was 20k.

But times have def changed. I dont understand the logic but many orgs are hiring ppl at higher rates but they wont give thier current staff at that same position an increase.

It seems they are desperate for bodies and deal with the consequences as they arise with unhappy staff.

EXACTLY.

 

[africngiant]

you gotta negotiate at the beginning

 

[Ohene]

nikkas complaining about new employees making what...1000 more than them? i dont get it
delete this dumb ass thread man

 

[Afro]

I'm sure that person will speak on it but what I can tell you at my job, every Director is given a certain amount of $ to distribute to the management folks. If I get a high raise then that means it was taken from someone else. I'm positive I'm getting the most raise percentage for any of my coworkers so I know they take a hit on it. Once I knew this I never bytched about my raises again. It's kinda fukked up especially if you have a great core of workers under one Director but that's how they keep the balance and favoritism low.

Salary is considered apart of the budget, I got a higher raise than half the company (according to my manager anyway) and I'm one of three IT people.

Trying to get much more but they dragging feet. shyt is ridiculous.

My rent out paces my paycheck. fukk your budget, I need to eat damnit.

I'm tired of job hopping to make more money, but I might have to pivot into Software dev or something.

 

[desjardins]

This is pretty common, it’s one of the reason’s companies fight so hard against salary transparency
I had a situation like this where I was hired at x amount.
6 months into the job I was asked to help run a intro programming course for new hires (same position as me)
Everybody in there made x + 5k. This company had transparency on the entry level cohort level so it wasn’t like some rumor or anything. I’m literally teaching new hires who make more than me , nikkas coming to me for guidance like I’m an OG at the company and all

 

[maxamusa]

OP
Is that your company??
You did A BIGGG MISTAKE!!!

You never know someone that don’t like one of your posts, anybody here could have felt some type of way.

The email shows company name, they could screenshot this & post it in the company’s HR LinkedIn.

In THIS VERY thread, I know one specific person would love to do that to me, & who knows who else.

Delete that shyt immediately!!!!

You have shared way too much info in a safe delicate space full of haterz!!
You didn’t even think to redact your screenshots & blackout company name

'I hope this addresses your concern': Employee asks HR why new employees are getting paid more, gets ridiculous response


lmao hell no thats not me

 

[maxamusa]

HR Compensation gets regional market data each year for each position and it's broken down by the size of the employer. Each position has the minimum, the 25th percentile, 50% percentile, 75% percentile, the maximum. HR Compensation will have a list of several departments to look at for potential wage equity adjustments when the market data come through. HR Compensation analyze their internal grids of what they pay for each position versus what the market data shows to see if we are remaining competitive with the market or if we falling behind.

After the research and analyzing been done, if it's been determined that people in these departments should be given raises, HR Compensation will do a cost report to show the higher ups how much it would cost the company to give these raises to the employees. Once the higher ups approve, then the manager will be contacted with a list of people that will be getting raises. The higher ups might get in the way of this by talking down some proposed raises from HR Compensation to lower amounts in order to lower the cost to the company.

The internal grids are based on experience. There is a starting rate for each position based on 0 years of experience. The maximum level on the grid is 20 years of experience. The more experience, the more money you get. Internally, HR do review people who been here for a long time to get them a equity adjustment to better reflect where they should be based on experience if they started out low and never got caught up.

Now here's the thing, when a HR Recruiter want to hire somebody, they work with HR Compensation on determine a salary for the employee. The Recruiter will tell Compensation the years of experience the candidate has, and the Recruiter will look at the grid and propose a number. Once Compensation is in agreement, they move forward. Sometimes the candidate might come back with a counter offer and if HR think the person's experience is that valuable and the position itself is really hard to fill or important to fill, they might work with the candidate on the counter offer and present them a higher proposed salary. If the position is easier to fill and the person's experience ain't so important, they might tell the candidate to kick rocks.

One thing that people do not know is that not all of your years of experience are counted as "whole". You might look at your past and say I got 10 years of experience. But if your experience isn't relevant enough to the job you're applying for or not directly tied, then either they won't count it at all, or they will count each year as 0.5 years of experience instead of 1 year of experience. So for example out of the 10 years of experience you think you got, depending on what that experience is, they might count 5 of the 10 as 5 whole years. Then count the other 5 as 2.5 total (0.5 x 5). For a total of 7.5 years experience. Because of that, you would fall lower on the compensation grid when your total experience is calculated.

I'm really appreciative of your contribution to this thread; repped.

I'm not sure how to phrase this without being misconstrued as insulting; but I'll just say it and mean no offense.

How does HR even determine the "relative" experience?

I know you mentioned a grid but thats just for pay to experience right?

Does whoever did the interview with the candidate make that evaluation and report it 2 you guys?

 

[maxamusa]

This is pretty common, it’s one of the reason’s companies fight so hard against salary transparency
I had a situation like this where I was hired at x amount.
6 months into the job I was asked to help run a intro programming course for new hires (same position as me)
Everybody in there made x + 5k. This company had transparency on the entry level cohort level so it wasn’t like some rumor or anything. I’m literally teaching new hires who make more than me , nikkas coming to me for guidance like I’m an OG at the company and all

Not for nothing; unions seem better and better as the world turns.