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Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
Has anyone sold at IQVIA? What’s comp like?
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Instead of posting a 4% salary band variance, consider starting with the industry, level, and what you can provide with your skills, if you actually want to attract an employer.
I promise I’m trying to help… based on how this is currently phrased, I, a Sr Director of data science, wouldn’t want to talk to you for an entry level data entry position, much less 6-figures.
Understood, but you say your skillset “includes” then start to ramble off a lot of technologies. I don’t know your level of comfort, if you’re a DBA vs end user level, if you write complex scripts from scratch or if you merely hit “run” on something someone else wrote… which will highly impact my answer to your initial question.
Giving the level you are at and want to get into, along with the team, is also going to highly dictate compensation. If you have x years experience and are at y level, I don’t care if you know 5 or 50 software packages… I’m gonna pay you z because I can see you have been promoted to whatever level and can probably pick it up. Or not.
All of this will help us say if your skillset is lacking or if you’re asking too much. Geo is also important. (I presume you’re USA based, but are you in a HCOL or not?) What are you making now? Are you seeking a sharp increase?