Legislation restricting inquiries into a candidate’s salary history recently enacted in many states and cities raises numerous issues for both sides in the hiring process. Such concerns start at the most fundamental level – how can you make an offer that will be accepted when you don’t know what the candidate is making – to more complicated issues such as liability, scripting, use of search firms, etc.

Discussing the impact on organizations and HR managers in 2018, this presentation will keep you informed on the latest city, county, and state laws on salary history questions. Even if your facility isn’t in an area where you can’t ask, complying with the intentions of these laws aimed at improving pay equity is critical. These changes make it more important than ever that health care organizations offer a competitive salary and objectively set criteria defining the factors that will drive a higher or lower compensation package. Understanding candidate motivation and personal requirements are key to negotiating for a win-win and hiring the right person. Presenters will discuss strategies and tactics for health care organizations looking to stay at the forefront of these changes and attract the best candidates.

 

1. Understand the intent and scope of the salary history ban legislation.
2. Describe the impact of the salary history ban on hiring.
3. Identify strategies for negotiating job offers that will be accepted.

 

Jordy Rabinowitz J.D.Senior Vice President, Human Resources, Westchester Medical Center