Re: Job recruitment in comp.databases.*

"Juan R. Guzman" <jguzman@transre.com> wrote: >JKnight280 wrote: >> >> Brett, >> My name is John Knight, I am a Account Executive/Recruiter for DRT >> Systems, the client\\server implimentation group of Deloitte & Touche >> Consulting Group. >> Thought I would shed some light on why I do not include $$ in recruitment >> advertising. It is not to try and put one over or to take advantage of >> the candidate, its much more straight forward and simple. People have >> different backgrounds and experience and we pay accordingly. If a company >> has good hiring practices they are concerned about the long run and >> retention, therefore it is critical that we pay fair market value to our >> employees, if they don't feel that way they will be elsewhere. I can't >> speak for everyone but that is how I look at it. >Yes, but by the same token, if a company has budgeted $50k for a position and they hire me because they think >I'm qualified, doesn't that imply that I'm worth what they budgeted? I know it doesn't usually work this way >but it's just a thought. I don't agree. If a company bas budgeted $50k for a position and it will take $15k in training and 'lost' time to make best use of the person, then they are worth $35k. They don't hire you because they think you're qualified. They hire you because they think you can get the job done, and if it is going to cost them to invest in you, then that is a mutual investment. In other words, you accept the lower salary for a better self development. If in twleve months, you are under-paid for what you're providing, then that is something you should discuss at that time, or include in your contract. Try being on the other side of the interview desk once in a while. You quickly realise that CV's and 'qualifications' bear little resemblence to what the worth (or potential worth) of someone is. Jon Machtynger