Salary Non-Disclosure: Yea or Nay?
The recruitment industry is abuzz over a new ruling that might possibly be implemented all over the country soon. There have been talks about banning human resource firms and companies from asking job candidates how much they're earning at their current place of employment, a ruling that has already been passed in Massachusetts.
I came across an article by Lydia Frank on Harvard Business Review that aligns with the sentiments of most recruiters regarding this possible ruling. While they may mean well and their intent is to address the gender pay gap, Payscale data does not show that it can truly amend it.
Payscale is a data and compensation company where Frank works. The company studied the relationship between the gender pay gap and the salary history question.
From April to June 2017, they asked 15,413 job seekers who visited their website to evaluate an open job offer wherein one would need to disclose their pay at previous jobs. They were asked detailed questions about themselves and companies they were interested in. They controlled for factors with the exception of gender.
The assumption was that revealing salary history could negatively influence potential offers, especially in cases where previous salary was a number deemed below market value. Here's the shocker. A woman who was asked about her salary and refused to disclose it was offered 1.8% less than a woman who was asked and disclosed her previous wages. A man who was asked and refused to disclose how much he was making got an offer 1.2% higher than one who did.
If you're a candidate or a recruiter, I'd like to hear what you have to say about this possible development. Here's a link to the article from Harvard Business Review.
DAN SIMMONS, CPC, Sr. Recruiter
Continental Search is owned by Daniel C. Simmons, a Certified Personnel Consultant (CPC) who has been recruiting since 1991. In December 2015, Dan celebrated his 650th career placement. Dan has won more than 20 awards from Top Echelon Network, America's leading placement network, including Placer of the Year in 2009 and the prestigious Million Dollar Award. He is also a member of the National Association of Personnel Services. Dan has been a recruiter in the animal feed industry since 2002.
Dan is a student of the recruiting industry, as well as a speaker/trainer, both in-person and online, for various industry webinars. He has been a featured speaker at the Top Echelon National Convention. Dan has also been a guest speaker providing insight into career management at universities and trade associations. These include the Reciprocal Meat Conference for the American Meat Science Association in 2008 and 2009, the Washington D.C. Chapter of ARPAS (American Registry of Professional Animal Scientists) in 2008, and the animal science departments of both Penn State University and the University of Delaware.
The Three Key Factors to Career Success
Is passion supposed to be a key factor when it comes to deciding on a career? Yes, but it shouldn't be the sole basis of it, according to an article in Medium by Ravi Raman.
We all have that one friend or acquaintance who decided to leave a stable job that came with perks and a good salary to become a lifestyle guru, a painter, a poet, a freelance model, an author, or whatever pursuit they aren't well-equipped to do. A couple of years later, they try to join the workforce again, silent and subdued.
I'm not saying these are dead-end jobs. What I'm try to point out is that not everyone can be successful doing them. Below are three factors to consider to help you find a vocation that pays well and won't drain you emotionally, according to Raman.
I dread the P-word, being a jaded Millennial who once thought passion should be the sole factor to consider in my search of a career. Ravi Raman says that one shouldn't follow his or her passion blindly, but also not ignore it entirely.
He says we should pay attention to jobs and activities that hold our interest. You know what else people become passionate about? We become passionate over things we are skilled at.
What are you good at? Scratch that. Ask yourself what you are great at. Skill doesn't always come naturally. While some have a head start due to their family background, others build their skillset at school or in the workplace.
Raman says that some of our strengths never get discovered. Great teachers, books, coaches, and even bosses can help us discover what we're good at.
If you have figured out what you love and what you're good at, great! However, passion and skill are nothing without demand for your expertise or products. What does the market need that you can provide? That's where the money lies, if you consider the law of supply and demand.
The key to finding the right career is considering all three factors and discovering where they meet. If you're in the animal nutrition industry and you think that this doesn't apply to your field, you're wrong.
Are you an educator who is passionate about dairy nutrition, but can't stand the confines of the classroom? Become a dairy consultant and you will spend your days on farms giving producers advice. Do you love dairy nutrition and can work with a team, but don't like being around new people? You might consider becoming a feed formulator. Yes, these key factors transcend all industries.
MARIA CODILLA, Talent Scout
Maria Codilla is a Talent Scout for Continental Search. She handles direct-to-farm dairy placements. She is also Content Manager for the Animal Science Monitor. With her background in medical science and nutrition, she will make a great addition to the team. To find out more about the job opening she recruits for, you can reach her at email@example.com or at 302-273-0709.
The U.S. Ag Slump: Can We Go Any Lower?
Once you hit rock bottom, be happy because there's nowhere to go but up. That might be the motto of the Ag industry these days. An article in Farm Journal's MILK states that the forecast of the U.S. farmer net income is expected to rise this year. This is a first since 2013.
According to a USDA report, producers of livestock, dairy products, and crops could net $63.4 billion this year. This is a vast improvement compared to the $61.51 billion made in 2016. The report says that much of this increase is due to higher revenue from milk and livestock, and also the sales of grain bin inventory.
Agricultural economist Chad Hart of Iowa State University says that "Things aren't getting worse, but they're not getting better." The article states that an income closer to the $72 billion mark would show that the economy is improving. Here's a link to the full article.
RICK PASCUAL, CPC/ PRC, Recruiter
Rick Pascual recruits in dairy nutrition for feed companies and their suppliers across the USA. Rick joined Continental Search in January 2015 and has successfully filled a number of searches for nutritionists, sales, and sales management for leading companies.
completing coursework and a grueling exam, Rick became a Certified
Personnel Consultant (CPC) in November 2015, as well as a Professional
Recruiting Consultant (PRC) by AIRS in April 2016. Visit his LinkedIn profile for more information and to stay updated with news about recent dairy trends.
Demand for Poultry Vets Expected to Rise
As a recruiter, I can say that the U.S. poultry industry is quite small, so one can imagine the demand for DVMs in this industry. According to Poultry Health Today, the demand for poultry DVMs has increased even more. This is partially due to the veterinary feed directive rules, which were updated and took effect on January 1st this year.
There are a number of in-feed medications that could be purchased over-the-counter before, but are now deemed medically important to humans by the FDA, thus the need for a VFD. Therefore, poultry production operations that do not have vets on staff are clamoring for one.
If you were to view this from a recruiter's standpoint and that of a DVM student who plans to specialize in poultry, this is an awesome development. However, if you were to look at the bigger issue, you wouldn't be too thrilled about this.
According to Mark Jackwood of the University of Georgia, there are limited resources to train DVM hopefuls. He says there were 20 applicants for the University of Georgia's MAM program. Unfortunately, they could only take three students due to the limited resources. The need for DVMs in poultry is growing rapidly and the manpower on hand just won't be enough to cater to the demand. Here is a link to the Poultry Health Today article.
TRISH VALENZUELA, CPC/ PRC,Recruiter
Trish Valenzuela specializes in recruiting for poultry feed additive companies. She has filled positions in technical support, sales, and sales management across the U.S.
Trish joined Continental Search in July 2015 and through
hard study, she passed two certification programs. She is now a
Certified Personnel Consultant (CPC) and a Professional Recruiting
Visit her LinkedIn profile to connect with her and stay updated with
current poultry trends. Trish can be reached at (302) 248-8242, through LinkedIn, or at firstname.lastname@example.org.
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