DougR wrote:
1. When a recruiter asks what your rate is, give her DOUBLE the current market rate. This isn't far fetched. If you take contractor rates in 2000 and adjust them for inflation, you'll get approximately double the current market rate. Even if you're not looking for a job, you can do us all a favor. Talk with the recruiters when they contact you, and give them your new DOUBLED rate when asked.
The more of us participate in this, the higher the rates will go. If you're in a financial bind, raising a family, or just can't participate in our NEW RATES FOR 2013, it's okay. But everyone else - let's make large companies pay us what we're worth. We've been screwed over for a decade, and it's time to take back IT.
And don't feel badly about asking for a big rate or salary. Companies like IBM, Accenture, and software vendors charge businesses three and four times the going contractor market rates.
2. When recruiters ask for your current compensation, don't give it to them. It's irrelevant and none of their business. All jobs have a budget and an expected salary range. The only reasons recruiters ask for salary history are to determine if you're a fit for the job (a lame brained shortcut) and to lowball you. Again, if you can't afford to lose a job opportunity, then spill the beans. You're only shooting yourself in the foot though. The best you can hope for is a 20% bump in pay, and as we know, that's not even close to what you're really worth.
3. So what are you really worth? The answer is - MUCH more than you think. Corporate profits are at an all time high. Executives make obscene bucks. And you're to thank for this. It's time that you earned your fair share. There are a fixed number of H1Bs to drive down labor costs. (Most of them are entry level anyway.) Business and technology march on. Your services will be badly needed in the new year. Do you think CIOs and IT executives are worth their high-six-figure and seven-figure salaries? If you've been in the IT industry for awhile, you get to interact with these folks. It's a rare IT executive who knows IT better than any random worker in the trenches. Most IT managers aren't capable of doing the work their staff performs. Do you know of any other profession that has such incompetent management? No offense to the IT execs reading this, but you know it's true.
4. DECLINE to take a test as part of the interview process. Tests are tools used to either solve a corporate problem for free, or to ascertain a candidate's skills in a few minutes, under pressure. Real world engineering doesn't work this way. Companies have to learn to treat IT professionals like professionals. Do you know of any other professions with testing during a job interview? I don't.
5. Not getting treated well at your company? Then leave. Companies have no allegiance to their employees anymore. So you shouldn't show any allegiance to them.
6. Think you're a victim of discrimination because your skin isn't the right color or you're not the right nationality? File a complaint with the EEOC or the Department of Labor.
7. Boycott companies that don't hire Americans first.
1: I would suggest a better move:
Turn the question right back on them and ask exactly what they were looking to pay. More to the point take the "building contractor" attitude. The more they want the more it will cost them.
Ask them do you reasonably expect a quote for a job you know nothing about, at a company you've probably never interviewed at ?
Above that I would suggest they do their homework in looking up the job title and location on Salary dot com or a similar site.
2: Politely tell them that is none of their business.
3: Absolutely. YOU will be treated, paid, compensated, only as poorly as YOU allow.
4: Ask them do they have other professionals they engage the services of also take a "test" ? Do they have dentists perform "test" fillings, building contractors remodel "test" kitchens ? Why should they expect any different from you ? Again: I would take the building contractor approach and say you will for one hundred dollars per hour, eight hour minimum. MONEY UP FRONT.
5: I would do much wiser and better: Document EVERYTHING. Complain to your supervisors and everyone involved and then seek an attorney.
6: Absolutely. It might never see the light of day however I would follow it up and stand on the EEOC until your complaint is answered.
Might I also add and amend the following:
7: DO NOT GIVE THEM YOUR REFERENCES UNTIL YOU ARE CERTAIN A JOB OFFER IS PENDING ! Places like Robert Half Brain will use your references as business leads hounding them for staffing business.
My references have complained, in the past, staffing and third party agencies hound and borderline stalk them for business. Tell the third party crooters you WILL NOT provide them business leads.
8: Read over your employment contract and agreements. If you find something not to your liking do not be afraid to return it to them with the parts you do not agree to stricken . Tell them they either want you on your terms or not. If not then tell them where to get off.
You would be shocked what is in some "employment" contracts: Compensation indemnity, invention surrender, no-sue, non-compete, and what appears to be, in some cases, an usurpage of your civil rights. You should NOT have to agree to ANY such things.
In dealing with a third party I would take the building contractor approach: I am an entity legally disconnected from where I work so I will act in a customer:contractor fashion. This person is my customer bound to the four corners of the contract. If they don't like it then can terminate it, take me to court if they feel it is breeched, or if they want more out of me then the existing can be renegotiated.
Feral Free Range Engineer and PROUD of it !
