1、The new playbook forsalary negotiation in the age of pay transparency Learn what candidates expect in the process of salary negotiation when pay ranges are published in job ads,and what you as an employer need to do to attract and retain talent.For employersTable of contents3-45961071181213Introduct

2、ionThe game has changedShift to a culture of pay equityExpect to negotiateDetermine the right pay for the jobKnow when to walk awayPut the pay range in the job adPlan for career progressionExplain the offerConclusionPay transparency is the futureAdditional resources Salary profiles with Payscale Rel

3、ated content23IntroductionThe game has changedSalary negotiation has changed.It used to be that job candidates would apply for a job with little idea of what it paid.It was understood to be poor form to ask about salary until the end of the interview process after value had been established and both

4、 parties were invested in moving forward.When an offer was made,confident applicants would ask for more and employers would reward them for their pluck.However,processes for salary negotiation that rely on“confidence”disproportionally favor white men from affluent backgrounds.Women,people of color,p

5、eople with disabilities,and others with a minority status are less likely to negotiate because they fear backlash and numerous studies have corroborated the legitimacy of that fear.To address pay discrimination,salary history bans have been implemented in 17 states,forbidding employers from asking j

6、ob candidates the question,“What is your current salary?”during the interview process.The intent of this legislation is to level the playing field for applicants of all backgrounds by ensuring that salary offers are tied to the position in question and not what someone is making perhaps unfairly in