I think the things you bring up a reasons why the effect that I mention might not be as strong as one might naively expect, but that’s not a reason to expect that it wouldn’t have an effect at all.
Even if there is a penalty either way, passing up pay could increase that penalty, in expectation.
Even for those with multiple offers, initial offers will be based in part on (perceptions of) current pay. The negotiating technique you mention can be useful, but also has a lot of downsides, and a candidate’s current job is often considered the main BAFTA.
Even if it’s illegal to ask for salary history, one might want to volunteer it. Also in most of the states you mention, the ban only applies to the state itself, not to private employers, or only to specific cities.
in most of the states you mention, the ban only applies to the state itself, not to private employers or only to specific cities.
Thanks for pointing that out! I count 15 states (AL, CA, CO, CT, DE, HI, ME, MD, MA, NV, NY, OR, RI, VT, WA) where the ban includes private employers and is state-wide.
I think the things you bring up a reasons why the effect that I mention might not be as strong as one might naively expect, but that’s not a reason to expect that it wouldn’t have an effect at all.
Even if there is a penalty either way, passing up pay could increase that penalty, in expectation.
Even for those with multiple offers, initial offers will be based in part on (perceptions of) current pay. The negotiating technique you mention can be useful, but also has a lot of downsides, and a candidate’s current job is often considered the main BAFTA.
Even if it’s illegal to ask for salary history, one might want to volunteer it. Also in most of the states you mention, the ban only applies to the state itself, not to private employers, or only to specific cities.
Thanks for pointing that out! I count 15 states (AL, CA, CO, CT, DE, HI, ME, MD, MA, NV, NY, OR, RI, VT, WA) where the ban includes private employers and is state-wide.