I was looking at a potential new job until it occurred to me to ask about dealing with “on-call” support.
As I work in tech, there is usually an expectation that some level of support is handled off hours in case systems go down. However this position didn’t have any compensation for making yourself available and generally only 15 mins from a phone or computer to support the systems. The best they could offer was “time in-lieu” if you get called, which is basically saying they’ll let you work your contracted maximum hours despite it being unsociable hours.
Fuck that.
After seeing elsewhere someone commenting that they would refuse to on-call if there was also a “return to office”, because if they had to go to the office to work, then how could they possibly support it from home, it made me wonder what other things should I remember to enquire about when interviewing and asking the hiring company?
They all do that. They’re actually trained in how to do that. It’s some sick Prisoner’s Dilemma thing. They make you give an estimate first and then low ball from there. They don’t tell you a salary range deliberately because they know people will put themselves at the top of the range.
I’ve had it before where I’ve replied to them saying “What’s the salary range” and they’ve said “we don’t disclose that at this stage in the interview what’s your salary right now?”. The fuck. So they expect me to tell them everything and tell me nothing in return? End the interview right there.
I just lie about my salary when they ask 🤷 Can’t low ball me if I already inflated it lol
I’ve read some instructions for workers where it says the best plan is to avoid disclosing your own salary or expectations until much further down the interviews. If they’re willing to hire you already, they’re much more likely to accept your request because doing interviews costs then money.
That sounds more like HR propaganda to me. Interviews aren’t free, but they are cheap. Paying someone what they are worth, vs. low-balling someone desperate, is fiscally practical.
I’ve gotten to the point where I ask recruiters that hit me up on LinkedIn if the position has a listed salary range. If not, I usually bail right then, unless the job or company is interesting enough to have a conversation. But if they are cagey about salary or benefits, I bail. They are the only reason I’m there, so being cagey about them is a red flag.
This. Any position without a salary band, and a realistically narrow one, isn’t a real position.
This is what I’ve heard as well and I think it’s good advice. Putting it into practice is hard though. Do you just say “I prefer not to disclose that at this stage”? Or something else?
You can be vague. There are a lot of benefits, bonuses and other perks that make my current salary a little difficult to quantify at this moment.
That reminds me, I should ask what the previous person was paid before giving my current salary. That way it’s an equal exchange of information.
I no longer apply to jobs that don’t post salary because of this. It’s a lie. The salary is the low part of the range, but at least that’s something.