Transparency in Recruiting
This is a call to action for transparency around minimally acceptable and unacceptable practices that are inaccessible or simply fail to inform each of the stakeholders responsible for hiring and managing. We hope to influence our colleagues and peers who might begin to adopt more effective, data-informed transparency practices.
Pay Transparency
Federal, state, and local governments (as well as many other public institutions and private organizations) are all weighing in on Pay Transparency driven by decades of growing social, economic, and political concerns about pay disparities with respect to gender, race, and other characteristics that aren’t relevant to whether an individual can and will do the job.
Noticeably absent is the voice of those of us who actually make our career in hiring. We believe it is time that the voice of the Talent Acquisition Industry be heard.
Podcasts
External Resources
- From HR Executive: Employees are demanding pay transparency. Here’s how HR should respond CXR Note: The important element of this article are the statistics showing the % of candidates who are no longer willing to apply without pay posted to the job description. I’ve not seen previous %s but would put money on them not being above 5% even 5 years ago.
- Salary History Bans: A guide to knowing what to ask, where
- From Recruitonomics: It Pays to Be Transparent
Headlines & Articles
Pay Equity in the European Union
Exploring the new pay transparency directive in the EU
Ringing in the New Year with Pay Transparency
Stay on the pulse of pay transparency
CXR Recommends: Are Pay Transparency Laws Enough to Close the Wage Gap?
Are we getting close to ending pay disparities in the workplace?
CXR Recommends: Should Pay Transparency Be Mandatory?
Exploring arguments for and against pay transparency
CXR Recommends: What Do Recruiters Want
Are recruiters happy with their current pay? The answer is mixed.
CXR Recommends: Pay Transparency
By and large, job seekers and employees are seeking pay transparency.
