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Home > Archive > microsoft.public.cert.mcdba > April 2004 > SQL DBA position available - Louisville, KY
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SQL DBA position available - Louisville, KY
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| Our ideal candidate will have 3+ years experience in data
base development, 2+ years experience in MS SQL Server
2000 and at least one year Application experience. Strong
analytical, creative thinking, problem solving and time
management skills are a must. Experience in Triggers, DTS
procedures, Transact SQL and databases >1 million rows is
a plus.
Come join our team! Unified Foodservice Purchasing Co-op,
LLC is a $4.4 billion purchasing cooperative for A&W, KFC,
Long John Silvers, Pizza Hut and Taco Bell. Check us out
at www.ufpc.com for more information on our great benefits
package.
E-mail resume and salary history to jobs@ufpc.com
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| OJFEnterprises 2004-03-31, 2:24 am |
| "UFPC" <anonymous@discussions.microsoft.com> wrote in message news:< 1285601c411a1$9ace6180$a501280
a@phx.gbl>...
> Our ideal candidate will have 3+ years experience in data
> base development, 2+ years experience in MS SQL Server
> 2000 and at least one year Application experience. Strong
> analytical, creative thinking, problem solving and time
> management skills are a must. Experience in Triggers, DTS
> procedures, Transact SQL and databases >1 million rows is
> a plus.
>
> Come join our team! Unified Foodservice Purchasing Co-op,
> LLC is a $4.4 billion purchasing cooperative for A&W, KFC,
> Long John Silvers, Pizza Hut and Taco Bell. Check us out
> at www.ufpc.com for more information on our great benefits
> package.
>
> E-mail resume and salary history to jobs@ufpc.com
I have a question...why do employers insist on asking for "salary
history" and other PRIVATE and CONFIDENTIAL information relating to
candidates' salaries and finances???
I think it is idiotic that an employer will judge a potential
employee's value based on SOMEONE ELSE'S judgement of worth rather
than for the employer himself to make a judgement based on what the
employee might bring of benefit to the organization.
I personally do not provide salary history in my resume, during any
communication before or after, or on the application...I think if a
company is shortsighted and ignorant enough to try to use others'
opinions on worth, then that company should do more research on the
"going rate" for the job position/title in that area, coupled with the
geographical area, skill-set(s), certs/education, budgetary
constraints, and the general benefit/worth that employee would bring
to the organization...and adjust things from there. Not ask for a
salary history right off the bat!!! I just think that's rude, and if
a company won't move forward in the selection process if you don't
provide them this information, then that's more than likely a company
that you shouldn't work for.
Sorry for the little rant...it just pisses me off a little.
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| OJFEnterprises opined, On 3/30/04 10:02 PM:
>
>
> I have a question...why do employers insist on asking for "salary
> history" and other PRIVATE and CONFIDENTIAL information relating to
> candidates' salaries and finances???
>
I understand _why_ they want you to provide it. Unfortunately, most do
provide it because to do otherwise would result in them not being
considered for the job. At least that is the fear. I agree with you,
however, and feel that no applicant should need to provide that kind of
info in an initial contact. Time enough for that if the candidate seems
suitable.
JaR
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| OJFEnterprises 2004-04-01, 10:25 am |
| JaR <plentenospam@nospamsofthome.net> wrote in message news:<#bSbmE0FEHA.264@TK2MSFTNGP12.phx.gbl>...
> OJFEnterprises opined, On 3/30/04 10:02 PM:
>
>
> I understand _why_ they want you to provide it. Unfortunately, most do
> provide it because to do otherwise would result in them not being
> considered for the job. At least that is the fear. I agree with you,
> however, and feel that no applicant should need to provide that kind of
> info in an initial contact. Time enough for that if the candidate seems
> suitable.
>
> JaR
Yeah, it's a shame that ppl have to feel they need to provide this
information in order to be considered for a position. There's nothing
like the art of communication and negotiation...I've developed a set
of stock answers to questions like this that I either address in the
cover letter or verbally when meeting face to face or on the phone. I
have always had positive experiences when taking this approach, but
there may have been opportunities I lost out on from ones that I sent
resumes out to and didnt' get any feedback from. Especially with with
the way the US economy is with IT jobs (more IT unemployed competing
for fewer jobs), I may need to adjust my approach regarding this, but
I don't think so. I've just always been a big believer in selling
yourself and act like somewhat of a marketing person when trying to
get the job. You gotta put things in terms to the potential
employers' benefit to the bottom line and how you'll make the company
money. Don't put it in terms of what cool technology you can do at
the company, but rather *how* the cool technology will benefit the
organization. Anyway, I'm starting to get way off my original
thought, so I'll end it at that.
| |
|
| Well, you DO ask them for a salary history of folks in that position
previously do you not? Hehehe.
> "UFPC" <anonymous@discussions.microsoft.com> wrote in message
news:< 1285601c411a1$9ace6180$a501280
a@phx.gbl>...
>
> I have a question...why do employers insist on asking for "salary
> history" and other PRIVATE and CONFIDENTIAL information relating to
> candidates' salaries and finances???
>
> I think it is idiotic that an employer will judge a potential
> employee's value based on SOMEONE ELSE'S judgement of worth rather
> than for the employer himself to make a judgement based on what the
> employee might bring of benefit to the organization.
| |
| OJFEnterprises 2004-04-05, 11:26 am |
| Ha-ha...touché!
I do see your point...which ultimately is to see the progression and
growth of people in that position to see if it is a company that has
good promotion potential. However, I personally would not ask for a
"salary history of folks in that position" because I don't feel that
is useful information for me to decide what my target salary range
should be (that is, if that's the reason for asking others' salary
history). Plus, the company might be violating confidentiality
agreements if it divulges its employees' salaries to outsiders.
To start, I usually ask for a range by position/level and ask what
level I would fit into based on their needs and my skills. Of course,
many organizations aren't as structured or forthcoming with this
information, but it doesn't hurt to ask. But as far as me personally,
I normally have a target range in mind for the position based on what
I know about the company/position going into an interview. Side
note--NEVER disclose your desired salary during an initial phone
screening or correspondence because then you lose your first
negotiating position. Anyway, I then adjust my target range once I
find out more about the company, level of responsibility, tangible and
intangible benefits, promotion potential, cost of living, etc. Even
in the end of the interview process, don't be the first one bring up
salary...let the employer bring it up first. And when you are finally
asked about compensation, try to divert the question back to them to
give you an initial offer. Employers know the target range in *their*
budget to spend on a new employee, and you want to attempt to get at
the high end of their budget without blatently asking them what it is.
Also, don't discuss salary requirements with some HR flunky--only
discuss it initially with the hiring manager.
Well, I hope some of these things help out, but keep in mind some
methods work for some people, but not all people. Plus you can get a
feel for how to conduct salary negotiation during the interview, and
adjust things from there so as to not talk your way out of a position
and/or offend your potential employer.
"Earl" <brikshoe<at>comcast<.>net> wrote in message news:<Ou1Z6vpGEHA.700@TK2MSFTNGP09.phx.gbl>...[color=blue]
> Well, you DO ask them for a salary history of folks in that position
> previously do you not? Hehehe.
>
> news:< 1285601c411a1$9ace6180$a501280
a@phx.gbl>...
| |
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| In other words, the first person to mention a number loses. Sounds like good
basic selling skills, which is to say that the later in a negotiation you
give the "price" the more successful you will be. I was of course being a
bit facetious in my original post. Most companies want all the leverage all
the time.
"OJFEnterprises" <ojfenterprises@yahoo.com> wrote in message
news:ed21003a.0404050655.2dc6a114@posting.google.com...
> Ha-ha...touché!
>
> I do see your point...which ultimately is to see the progression and
> growth of people in that position to see if it is a company that has
> good promotion potential. However, I personally would not ask for a
> "salary history of folks in that position" because I don't feel that
> is useful information for me to decide what my target salary range
> should be (that is, if that's the reason for asking others' salary
> history). Plus, the company might be violating confidentiality
> agreements if it divulges its employees' salaries to outsiders.
>
> To start, I usually ask for a range by position/level and ask what
> level I would fit into based on their needs and my skills. Of course,
> many organizations aren't as structured or forthcoming with this
> information, but it doesn't hurt to ask. But as far as me personally,
> I normally have a target range in mind for the position based on what
> I know about the company/position going into an interview. Side
> note--NEVER disclose your desired salary during an initial phone
> screening or correspondence because then you lose your first
> negotiating position. Anyway, I then adjust my target range once I
> find out more about the company, level of responsibility, tangible and
> intangible benefits, promotion potential, cost of living, etc. Even
> in the end of the interview process, don't be the first one bring up
> salary...let the employer bring it up first. And when you are finally
> asked about compensation, try to divert the question back to them to
> give you an initial offer. Employers know the target range in *their*
> budget to spend on a new employee, and you want to attempt to get at
> the high end of their budget without blatently asking them what it is.
> Also, don't discuss salary requirements with some HR flunky--only
> discuss it initially with the hiring manager.
>
> Well, I hope some of these things help out, but keep in mind some
> methods work for some people, but not all people. Plus you can get a
> feel for how to conduct salary negotiation during the interview, and
> adjust things from there so as to not talk your way out of a position
> and/or offend your potential employer.
>
>
>
> "Earl" <brikshoe<at>comcast<.>net> wrote in message
news:<Ou1Z6vpGEHA.700@TK2MSFTNGP09.phx.gbl>...[color=blue]
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