雇佣过程中的薪金问题外文翻译.docx

1、雇佣过程中的薪金问题外文翻译外文文献翻译译文原文：Money Matters in the Hiring Process.作者：Sammer, JoanneAlthough job applicants are plentiful, salary is still up for discussion-and negotiation. While unemployment has topped 9 percent and the economy remains shaky, many employers are filling job openings.Companies are being s

2、elective and taking a bit longer in the process, but they are still hiring, says Don McDermott, president of D.G. McDermott Associates, a compensation consulting firm in Red Bank, N.J. Even if they have instituted a hiring freeze, companies will still hire when the right person comes along.Some empl

3、oyers are even willing to negotiate with applicants on compensation-especially applicants likely to be revenue-generating superstars.In general, however, the economic slowdown and job scarcity have led to significant changes in the compensation segment of the hiring process. Many employers are lower

4、ing starting salaries or keeping them flat, experts note, and theyre finding many candidates flexible on compensation-sometimes even silent about it. Moreover, crafting executive compensation packages has become easier, some experts say.First, Talk About Money The topic of compensation is coming up

5、earlier now in the back-and-forth between applicant and employer, and with good reason, experts say. Because companies are often overwhelmed by overqualified candidates, pay can be a good way to narrow the field.In addition, there is so much variety in peoples salary expectations these days that emp

6、loyers need to gather compensation information from candidates as early in the hiring process as possible, recommends Josh Warborg, district president in Seattle for Robert Half International, a professional staffing firm based in Menlo Park, Calif. There are drastically different numbers being thro

7、wn around because candidates expectations are all over the place.At Dallas-based M, an online dating service thats growing and profitable, hiring is progressing at a slower pace than in recent years, and the compensation discussion is happening much earlier. We want to know upfront if someones salar

8、y requirements are beyond what we are willing to pay, says Steve Donnelly, senior manager of human resources. Having the compensation conversation early in the process makes the entire hiring process a lot smoother. He adds, It is not an efficient use of anyones time to get candidates deep into the

9、hiring process only to find that the company cant afford them.Early notice on salary expectations also provides time to determine whether the candidate or the role itself may warrant salaries higher than the established maximum. In some cases, we let the manager know if a candidate is above the rang

10、e and would require additional approvals to hire at a higher rate, Donnelly says. The manager can then determine whether the candidate has skills that are special enough and in sufficient demand to warrant the move and whether adding the candidate at that salary will affect equity within the work te

11、am. The person probably has to be a potential superstar to justify that, he says.Even in a down economy, an organization might open its coffers to hire a strong candidate with skills in areas critical to company success. Make some judgments regarding the potential return on investment a position mig

12、ht bring, advises Mel Stark, vice president in New York for the Hay Group, a Philadelphia-based global consulting firm. What is it that Im buying here, and what is the potential return to my organization?On this side of the pond, the big news is that second place in our international bosses pay leag

13、ue has changed hands for the first time since the survey began in 1999. For although our mid-market British chief executive is earning a respectable 115,459 more than he was two years ago, his 524,452 deal is beaten into third place by the very generous 603,912 stipend enjoyed by his German counterp

14、artAt M, for example, individuals with expertise in online marketing and search-engine optimization are prized because of their relative scarcity and their potential to directly impact Ms revenue. The company has to compete to hire them.Market Forces at Work Among subtle changes taking place in mana

15、ging compensation negotiations for new hires is differentiation of pay by position. According to the Market Pulse Report issued by the Mercer global consulting firm, and based on data from 640 organizations across all industries, median pay has increased for jobs in manufacturing, information techno

16、logy and engineering and has decreased for positions in marketing, finance and sales.The starting salary for some positions may have been reduced simply because there are so many talented people in search of the same position, Warborg says.In some instances, new-hire salaries have been reduced becau

17、se revenues are off. For example, KVL Audio Visual Services of Ardsley, N.Y., specializes in the recession-buffeted hospitality industry. Revenues have fallen, so salaries for new hires are staying flat and bonus levels have declined. A new person coming in is starting at exactly the same base salar

18、y as their predecessor, says Lisa Stamatelos, SPHR, director of human resources. In the past, I would have had to go up a little in salary to attract the right person.Some companies have found the state of the economy and the flood of strong talent available or willing to move to be a boon in fillin

19、g certain positions. People seem to be much more open to lateral compensation moves in this environment, either because they have lost jobs or because they see the potential new employers as offering a better future, says McDermott.Filling executive positions, in particular, is becoming less difficu

20、lt, as are executive compensation negotiations. Since the market environment and stock market drop has negatively impacted peoples equity-based compensation, hiring at the higher level is a little easier, says Denise Watson, senior vice president of global compensation and benefits for Constellation

21、 Brands Inc., a Victor, N.Y.-based beverage company with $3.77 billion in sales and approximately 9,000 employees. Times have changed since the survey last filled these pages in July 2003, not least in America, the international setter of corporate trends for as long as anyone can remember. After En

22、ron, WorldCom, Tyco, Martha Stewart and other US corporate scandals of recent years, there are signs that the land that invented the CEO-as-hero may be realising that even the most stellar of leaders can turn out to have feet of clay, or worse as disgraced former WorldCom boss Bernie Ebbers has demo

23、nstrated Having being convicted in July of fraud, conspiracy and filing false documents for his part in the firms 6.2 billion collapse, hes now looking at a 25-year stretch of bad food, shared sleeping quarters and communal showers all without the benefit of an English public school education to pre

24、pare him.With stock options and other equity-based compensation underwater, these individuals are more likely to move to a new company. There is not as much incentive to stay, and there is less upfront cost to buy someone out of their equity, Watson says. The drop in the market is making it easier t

25、o steal high-level talent.Flexibility and Acquiescence An employers ability to negotiate applicants salary requirements depends on the company, the level of the job and other factors. As a federal contractor, Craig Technologies, an engineering and technology company based in Cape Canaveral, Fla., do

26、esnt have a lot of leeway on pay levels for new hires. When we bid on a federal contract, we have to justify our rate, which includes salaries for our potential employees, says Dean Rosenquist, director of human resources.In turn, Craig recruiters tend to be forthright with candidates about what the

27、 company can offer. Even if the candidate is not forthcoming about salary requirements, we just tell them our ceiling, he says. If we are not close to their requirements, the candidate does not even move forward in the hiring process.Yet recruiters are willing to negotiate when in the running for ca

28、ndidates with high-demand skills or if a position is difficult to fill. In those cases, Rosenquist works with the hiring manager to get necessary approvals to offer a higher salary-generally within 10 percent of the ceiling for the position.Candidates are also showing flexibility. I have not really

29、seen their salary requirements go down, but we have seen candidates who may be more willing to relocate or to accept a longer commute in order to take a position, Rosenquist says.Although the growing strength of the euro recently introduced and rather sickly at the time of the last survey must play

30、a large part in this remarkable reversal of fortune, that is an eye-watering increase by any standards. Its certainly one that even the most unabashed of British fat cats would shudder at having to justify to shareholders at the AGMFor other companies, the compensation negotiation process has become

31、 a test for candidates. Robert Horst, director of recruiting and professional development for Nelson Levine de Luca & Horst, a 110-employee law firm based in Blue Bell, Pa., took note when several recent candidates did not negotiate pay at all; they simply accepted initial offers. Spring may be the

32、time when the sap rises and a young mans fancy lightly turns to thoughts of love. But be you male or female, by the time autumn rolls around and the summer holidays have maxed out your credit cards, such romantic notions have all too often been ousted by the urgent desire for a pay rise, or even a new and more handsomely remunerated job.I personally tend to welcome a reasonable amount of negotiation with a new hire; it demonstrates confidence, says Horst. Those who dont negotiate do leave a minor but lingering question with m