Are HR's the curse for IT professionals
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Despite of the fact that a person clears the technical round in some company with lot of hard work and finally HR of that company negotiates with you for salary package and makes you to reject there offer by not paying you what you deserve.
rahul
That has happened to me twice. In both cases, the company called me back saying that they'll accept my terms. It all depends on what the company is prioritizing, short term income or long term income, amongst other factors.
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Despite of the fact that a person clears the technical round in some company with lot of hard work and finally HR of that company negotiates with you for salary package and makes you to reject there offer by not paying you what you deserve.
rahul
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Despite of the fact that a person clears the technical round in some company with lot of hard work and finally HR of that company negotiates with you for salary package and makes you to reject there offer by not paying you what you deserve.
rahul
You need to keep up your reading of Dilbert (a daily cartoon). It has many great truths, amongst which, their HR is run by a character who's referred to as "Catbert, Evil Director of Human Relations". Remeber the rule of thumb: HR is there for the purpose of being management's front-line hatchet men.
"The difference between genius and stupidity is that genius has its limits." - Albert Einstein
"How do you find out if you're unwanted if everyone you try to ask tells you to go away?" - Balboos HaGadol -
Despite of the fact that a person clears the technical round in some company with lot of hard work and finally HR of that company negotiates with you for salary package and makes you to reject there offer by not paying you what you deserve.
rahul
rah_sin wrote:
and finally HR of that company negotiates with you for salary package and makes you to reject there offer by not paying you what you deserve.
Chances are you are blaming the wrong folks. Sure HR gives you the benefits, but they do not decide the price of your talent. Someone else does that, and if you don't like the price, then you don't like the price, it is as simple as that. I am sure you think the folks you interviewed with are great people and heap all the blame on HR, I suggest you open your eyes a bit wider and re-examine who might have put a cap on the pay rate. Also, many people are so wrapped up in evaluating what they think they are worth, they forget cost of living differences, for good or bad, not saying this is you. Our cost of living is fairly low in NM, so hiring out of state is sometimes difficult. Not for moving expenses, though that sometimes is a problem, but rather from this concept of pay. If someone wants a NY salary in NM they better be a CEO, not a worker at any level. Where they paid $3000 a month for a room, now they need only pay about $750 and less if they shop around. But they are so wrapped up in loosing 20K off their salary they don't even realize they actually are offered a raise because all the costs are lower, so more income is saved. Salary is one of the most misunderstood concepts in the workforce, though you would think for something so important, it would be the most understood. But I guess that is hoping for too much.
_________________________ Asu no koto o ieba, tenjo de nezumi ga warau. Talk about things of tomorrow and the mice in the ceiling laugh. (Japanese Proverb)
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rah_sin wrote:
and finally HR of that company negotiates with you for salary package and makes you to reject there offer by not paying you what you deserve.
Chances are you are blaming the wrong folks. Sure HR gives you the benefits, but they do not decide the price of your talent. Someone else does that, and if you don't like the price, then you don't like the price, it is as simple as that. I am sure you think the folks you interviewed with are great people and heap all the blame on HR, I suggest you open your eyes a bit wider and re-examine who might have put a cap on the pay rate. Also, many people are so wrapped up in evaluating what they think they are worth, they forget cost of living differences, for good or bad, not saying this is you. Our cost of living is fairly low in NM, so hiring out of state is sometimes difficult. Not for moving expenses, though that sometimes is a problem, but rather from this concept of pay. If someone wants a NY salary in NM they better be a CEO, not a worker at any level. Where they paid $3000 a month for a room, now they need only pay about $750 and less if they shop around. But they are so wrapped up in loosing 20K off their salary they don't even realize they actually are offered a raise because all the costs are lower, so more income is saved. Salary is one of the most misunderstood concepts in the workforce, though you would think for something so important, it would be the most understood. But I guess that is hoping for too much.
_________________________ Asu no koto o ieba, tenjo de nezumi ga warau. Talk about things of tomorrow and the mice in the ceiling laugh. (Japanese Proverb)
Agree. Salaries are determined by many things and people within an organization, at least if they're doing things correctly. Large companies with IT centric operations and processes that have huge financial backings can afford to pay more than some small mom-and-pop shop just getting started, and in turn who can probably afford more than a medium size company that sees IT as the bane of their existence and see no need to pay the large salaries we (some of us) demand... Don't like the offer, counter it...or move on. As a manger, everyone I interview has put in hard work to get to where we make them an offer; it's the individual that can set himself apart from the rest that we hire. So, if you do not like the offers, well maybe HR or even the organizations you're interviewing at are not the real problem. Start with showing what you can do for the organization and not what you think you deserve from them... at least if you want to get hired.
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rah_sin wrote:
and finally HR of that company negotiates with you for salary package and makes you to reject there offer by not paying you what you deserve.
Chances are you are blaming the wrong folks. Sure HR gives you the benefits, but they do not decide the price of your talent. Someone else does that, and if you don't like the price, then you don't like the price, it is as simple as that. I am sure you think the folks you interviewed with are great people and heap all the blame on HR, I suggest you open your eyes a bit wider and re-examine who might have put a cap on the pay rate. Also, many people are so wrapped up in evaluating what they think they are worth, they forget cost of living differences, for good or bad, not saying this is you. Our cost of living is fairly low in NM, so hiring out of state is sometimes difficult. Not for moving expenses, though that sometimes is a problem, but rather from this concept of pay. If someone wants a NY salary in NM they better be a CEO, not a worker at any level. Where they paid $3000 a month for a room, now they need only pay about $750 and less if they shop around. But they are so wrapped up in loosing 20K off their salary they don't even realize they actually are offered a raise because all the costs are lower, so more income is saved. Salary is one of the most misunderstood concepts in the workforce, though you would think for something so important, it would be the most understood. But I guess that is hoping for too much.
_________________________ Asu no koto o ieba, tenjo de nezumi ga warau. Talk about things of tomorrow and the mice in the ceiling laugh. (Japanese Proverb)
Most people also forget, that if you are on a Corp-Corp basis you need to include a lot of other factors. Also, don't forget when doing short-term housing the cost of living is not a factor as it is all very expensive. Here is a quick break down of what you would have to charge on a Corp-Corp basis to clear 100k a year as a contractor. First the assumption: 1760 billable hours in a year (subtract from 2080 paid time off, as well as time looking for new contracts. In this scenario that is 4 weeks PTO (10 federal holidays, 10 Personal Days) and 4 weeks to search. So for 100K: $56.82/hr for the hundred $4.26/hr Cover the difference in Fica $8.60/hr for benefits Total: $69.68/hr without including travel expenses to make 100k. This is actually unrealistic, considering that most books on consulting suggest at least 25% of your potential billable hours will be spent marketing yourself (ie, not billing). Using that figure, the hourly rate to make 100k is: 85.16/hr, again without travel. Now for the really shocking news: All of those "great" opportunities which pay between $35 and $45 an hour equate to an annual salary of: $50k and $65k, respectively. Lastly, if your curious, travel can run between $20k and $40k a year which is another serious bite into hourly figures. Personally, I don't like to quibble with people. I go to Salary.com and look up the annual figure for the best fitting title in the area and then plug it into my spreadsheet and get a number. If they are offering less it better be an incredible opportunity. Of course, all this is only from a consultants perspective. So all others need not apply. Also, for the full-time people considering full-time offers, don't forget unpaid overtime when computing actual compensation.
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