Points to Consider:

New and Emerging Salary Disclosure Laws

With the change of law starting in California, New York and miscellaneous other states intended to prevent inquiry on a potential employee’s current or past salary, we are starting to see a trend of some candidate’s resistance to share their compensation details.

This trend is expected to grow and lead to recruiters and hiring professionals not asking for compensation information. They will work around that question and come up with others to determine an appropriate hire.

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Dan O’Connor

Managing Director,

Aerospace Practice Area

PinPoint Solutions: Experts in Aerospace

This is obviously a basic example of an interview question. However, over the years of working with and hiring engineers and technical professionals, I have learned how to judge talent. Who is capable. Who has solid judgement and capabilities. If you would like additional information on my recruiting practice, or need help with your search effort, please feel free to contact me with the information at the end of this newsletter. For general information, please follow the link below.

I believe candidates are hurting themselves by not volunteering this information, below are a few reasons why:

• A perception that the candidate is being difficult from the start of the hiring/recruiting process is not good. (This is especially true when the candidate is from a state that has not adopted these laws yet increasing the odds of leading to a pass). What is going to be the next issue that makes the HR representative or hiring manager’s job more difficult?

• A candidate can go through the whole process of interviewing, to an onsite, and through to the job offer only to find their target is out of the compensation range for the position– nobody will be happy at this point.

• A candidate could succeed at obtaining a position above their current salary grade only to find that the position’s expectations and requirements are beyond their level of skill/competence. This could lead to an even worse situation likely resulting in a RIF. If a relocation was involved, the resulting situation could be even worse. Additionally, short stints generally have a negative affect on how the resume is perceived for future opportunities, especially if there is more than one.

These examples are just a few of the issues that we expect to see on the increase with this new legislation. We believe that candidates sharing their expectations up front in the process will help to streamline the effort and help to keep things moving forward with the least amount of disruption.

I recommend sharing your information up front. Make yourself stand out as easy to get along with and start out with one leg up on the competition.

Of course, if you choose to not share any compensation information and make it through to land the position, you will want to make sure you have a solid understanding of your skills and how they match up with the desired position for a lengthy and beneficial tenure.

If I can help you in any way, please see contact information at the end of this newsletter or follow the links below:

Please see below for some of my highlighted searches or go to www.pin-pointsolutions.com or www.westportintl.com to see all of our current searches.

If I can help you with your recruiting needs, please feel free to contact me at dan@pin-pointsolutions.com or 864-672-9742.

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Current Highlighted Searches

• Division Quality and Six Sigma Director - CA

• Site Lean Manager - CA

• Division Commodity SCM Manager - CA

• Plant Mfg Engineering Manager - IA

• Supply Chain Manager - NY

• Chemical Process Engineer - NC

• Principle Chemical Engineer - NC

• Quality Engineer - NV

• Demand Planning Manager - NV

• FP&A Analysts - CA, AZ

• General Manager - IL

• Lean Manager- MA, IN

• Controls Engineers - SC

• Plant Manager - IA

• Product Engineer - IA

• Lean Manager- IA

• Plant Manager - IA

Leadership: Dan O’Connor

Daniel (Dan) O’Connor is the Managing Director for the Aerospace and Engineering Practice areas within PinPoint Solutions. He is a career Aerospace professional with over 30 years of experience in Engineering, Engineering Management, Program Management and Business Development. He has supported both large and small companies that include Boeing, General Dynamics, Lockheed and D3 Technologies/LMI Aerospace. Prior to joining the Westport team, Dan built, staffed and managed the D3/LMI Southeast Engineering Division in Greenville, SC. During his tenure there as Director of Engineering, he procured and/or managed the support of new aircraft development programs with Lockheed, Boeing, Airbus, Honda Jet, Spirit Aerospace, Triumph and many more. During this time, Dan has also been active in support of the Upstate Aviation Cluster for efforts to stimulate growth and attraction of aviation companies in South Carolina. He is an active member of the South Carolina Aerospace Advisory Board since its inception in 2015.

Dan’s experience working with engineers in support of most disciplines from many premier aerospace companies provides a perfect background for him to find the perfect candidates once given an understanding of desired attributes. Not just the soft skills, but the technical skills required of solid Engineers and Engineering Leaders. He has experience leading teams in aircraft development, modification and repair including whole aircraft systems and structural applications. This career experience coupled with the search knowledge gained in his search practice has helped him to quickly recognize and understand applicable background, capability and behavior of prospective candidates.

Dan O’Connor

Managing Director

Office: 864– 672– 9742

dan@pin-pointsolutions.com

PinPoint Solutions| 400 Regent Park Ct. | Greenville, SC 29607

www.pin-pointsolutions.com