This post is the third in a four-part series about creating a new entrepreneurship program, the Missouri Women’s Business Center, while simultaneously helping entrepreneurs...
I manage a chain store throughout the state of Missouri. It seems like we have a revolving door — I’m either hiring or firing someone weekly. What can I do to be more successful with recruitment?
Bar the door! Hiring and firing is a natural part of the business cycle, but it seems you and your staff may not be on the same page. When this happens, it’s disastrous for morale.
This question does not have a one-size-fits-all answer. Here are a few simple things to consider for better recruitment.
Can we require an applicant to provide a recent paystub as proof of salary?
When I received this question, I thought I should defer to an HR specialist, so I turned to HR director and general counsel of JobFinders, Samuel Trapp. Here are his thoughts.
“The proper response to this question, which is a hot-button issue at present, is not whether an employer can require an applicant to provide a recent paystub, but whether an employer should require a paystub. I answer that question firmly in the negative. In fact, one state has already outlawed the question in the interview process, and others are considering doing so.
“Not only is such a request generally offensive to the candidate, but it could be used as the basis for a discrimination claim. Think about it: If women and minorities are historically paid less and an employer requires them to provide proof of a prior or current salary amount before the offer of employment, isn’t that employer perpetuating the discrimination by using the pay stub in the equation?
“My advice to employers is to know what you expect first and then try to justify why you believe past salary information is important. My bet is that the negative far outweighs the positive in this seemingly above-board request.
“My advice to employees? Don’t provide a pay stub. In fact, do not discuss salary until negotiating post-offer. Draw the line here. What possible relevance could your prior salary have to new position? Instead, direct your focus toward the salary range of the position and your comfort level with that range.”
Anne Williams is the president of JobFinders. She is not an attorney. All content in this column is not guaranteed for accuracy and legality and is not to be construed as legal advice.