What is your salary? – The new big no-no in job interviews

September 24, 2018 by

Employers used to rely on asking candidates about their salary history in order to evaluate their skill level and past job performance, to determine if the candidate is within the company’s budget, and finally to decide how much he/she should be offered for the position in question. This has usually been in the range of 15%-20% above their current base salary.

The concern about salary history is based on the notion that reliance on prior salary information contributes to perpetuating unequal pay between women and men who do the same or similar work if such was established from early on in their careers. In order to put an end to this historic pay disparity, state and local governments are increasingly implementing laws and regulations prohibiting employers from asking candidates about their current salary.

Click here to read the full article.

Filed Under: Gehalt, Kandidaten Testing

Lügendetektortest?

June 1, 2015 by

Selbst in einem Land wie den USA, in welchem ernsthaft die Frage diskutiert wurde, ob man alle Kandidaten für eine Arbeitsstelle Lügendetektortests unterwerfen sollte, wird diese Idee letzlich auch von Fachleuten mit der Begründung verworfen, dass man möglicherweise doch zu viel Interpretierungsproblemen mit den Anworten haben könnte.

By: Egon L. Lacher, Geschäftsführender Gesellschafter der JR Bechtle & Co.

Filed Under: Kandidaten Testing

Kandidatenauswahl

May 19, 2015 by

Unsere wichtigste Funktion besteht also nicht darin Kandidaten zu indentifizieren, zu bewerten und den Unternehmen zur “Auswahl” vorzustellen. Stattdessen geht es vielmehr auch darum, als Fürsprecher des beauftragenden Unternehmen, dieses im “rechten Licht” darzustellen und dem Kandidaten als interessante Option zu vermitteln.

By: Egon L. Lacher, Geschäftsführender Gesellschafter der JR Bechtle & Co.

Filed Under: Kandidaten Testing

Interviewing and Testing

May 20, 2014 by

In line with the philosophy defined by Ingvar Kamprad, founder of IKEA, that ‘Simplicity is a Virtue’ we at JR Bechtle & Co. believe that:

“Complex interviewing and testing and an exaggerated selection structure paralyzes hiring of the Best – let simplicity and common sense characterize the selection and hiring process.” [Egon L. Lacher, Managing Partner]

We at JRB Bechtle & Co. strive to offer common sense advise and to be no-nonsense, hands-on partners in the crucial task of finding, selecting, developing and hiring the qualified managers able to establish and guide the overseas subsidiaries of our clients.

Egon L. Lacher, Managing Partner/Miami

Filed Under: Kandidaten Testing

Wahr oder nicht wahr – war das hier die Frage?

May 7, 2013 by

Der amerikanische ‘Polygraph Protection Act’ bestimmt: “Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test”.

Die ‘American Polygraph Association’ sagt dann genauer worin das Problem liegt: “To date, there has been only a limited number of research projects on the accuracy of polygraph testing in the pre-employment context, primarily because of the difficulty in establishing ground truth.”

Die kleinen ‘Übertreibungen’ in vielen CV/Resume sind somit möglicherweise dann doch nichts anderes als einfach nur eine unklar definierte ‘Ground Truth’ – wer hätte das gedacht?

Egon L. Lacher, Managing Partner/Miami

Filed Under: Kandidaten Testing