HAPPY AUTUMN!
TeamBradley was a busy office all summer long. In this IT market place, business growth career opportunities are happening with many of our clients. It has been good to see our clients busy and businesses expanding. We are happy to continue to work with our clients as they work to meet and exceed their business goals for 2018 and into 2019. And of course, when these positions are filled, other vacancies are left behind. This is employment cycle of life as we know it! For years we have specialised in full time permanent contingent recruitment, however to serve you better remember we also offer contract recruitment and contract to hire services.
As many of you may know, Rich Bradley is one of the top recruiters in the US and a member of the Pinnacle Society. Rich along with his colleagues at Pinnacle keep pace on hiring trends and happenings within the staffing industry. The topic that Rich and his colleagues from Pinnacle have been focused on lately is the question of a person’s salary history. Or we should say, the non-topic of a prospective candidate’s salary history. Did you know that, The City of Chicago has passed a law that says city departments cannot ask a prospective employee their salary history? This legally addresses the male vs. female disparity in gender pay rates. This topic is not going to go away. Even though in 2017 Illinois failed to pass this law statewide, it is being rewritten and will be back for a vote soon. Plus 11 other states have already passed similar laws barring anyone from asking prospective employees about their salary history. This article shares the details of that decision for Illinois. It is from the website, Law and the Workplace. Here is the link to that information, Law and The Work Place
A website HRDIVE is keeping tabs on the laws as they change and the details of how they are changing. At the time of this newsletter, HRDIVE last updated this list on Aug 24, 2018. Here is the link for you curious folks Salary history bans A running list of states and localities that have outlawed pay history questions
And finally Paul Davidson’s article in USA Today, published April 27, 2017: ‘What’s your salary?’ becomes a no-no in job interviews
Rich has many friends who work in the employment/staffing marketplace who are already working within this new hiring environment. Here at TeamBradley our goal is to keep pace with hiring trends. As more states head toward eliminating compensation disclosure, we see this as eventually being the way in which we all will need to work. Our only compensation question at some point very soon will be, What is the salary you are moving towards? At that point it will be up to you, the employer to assess the strengths of each candidate based solely on their experience and expertise and the interview process.
We at TeamBradley are dedicated to assisting you in the hiring process and establishing compliance to hiring practices throughout the US, with our clients from coast to coast.
On a more personal note, here at TeamBradley we recently had some transitions within our own team. We welcome Emily Boblewski who is new to our administrative support team. We are happy to have her jumping in and keeping pace with us at TeamBradley. Additionally we said goodbye to Bob Nappi (Rich and Amy’s son-in-law) as he is moving on to new adventures in staffing. We, of course, wish him all the best.
Rest assured, that Rich Bradley continues to passionately work to connect the dots to solve your recruiting puzzle. It is his expertise and talent that heads a team that succeeds for you. For 36 years he has worked within the IT marketplace and is known by many for his professionalism, his recruiting breadth and the fact that he is just a nice down to earth guy to work with. Continuing with Rich, is Amy his wife, her work with TeamBradley tends to be where ever she is needed. Thus, Amy wears many hats with TeamBradley. It has been their passion together for the business that fuels the team spirit.
At this point in the year, as the 4th quarter is ramping up, we know that many of our clients have goals to meet before the end of the year, while other clients are heavily planning for 2019. Our goal at TeamBradley is to assist you to meet your all your hiring needs, year end or new year. And remember we can meet your your staffing needs by focusing on how you need to hire your next employee; permanent placement, contract placement, or contract to hire. We are here and working for you,
Regards,
Amy Bradley, Rich Bradley and the team at TeamBradley
