That hire you paid above the range to land quickly? Under pay transparency, it becomes much harder to explain.
Sara Hill of RoleMapper on why fast pay decisions need revisiting before transparency rules bring them into the open.
For HR, talent acquisition, reward teams and hiring managers.
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This clip is from the InsideHR webinar How to Build Defensible Pay in the Age of Pay Transparency and AI, with Sara Hill, CEO, RoleMapper. In the full session: how to build a pay structure you can defend, with clear job architecture and the right use of AI, before transparency rules expose the gaps.
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Read the clip transcript
You urgently need someone. There’s only one candidate who can do the job and they ask for more. You hire them above range. And at the time, it’s totally the right decision. Nobody made a bad call. Two years later, however, right, the business has changed. That person is still paid more than everyone else in the team or in the role. And often nobody remembers why. So, again, why this really matters now is that pay transparency laws and the groundswell of requests for pay transparency expand your audience. You know, what was once hidden is now like really visible. So companies can’t stop making fast decisions, but they need to revisit them and correct them if that reason no longer applies.
Chernelle Vaughan is a Marketing Manager at HRreview, an HR news, opinion, and advice publication. She is an author and content creator who contributes articles and hosts podcasts covering contemporary workplace topics including employee experience, remote working, generational workplace dynamics, and organizational culture. She holds education from the University of Westminster and is based in Merton, England.
- Chernelle Vaughan
- Chernelle Vaughan
- Chernelle Vaughan
- Chernelle Vaughan
