Salary information is probably the most confidential topic that companies try to not share with employees. I’m a firm believer in transparency because it helps me know what I’m working hard to achieve. I saw a news report about a company that published salary information on the intranet. Employees of that company know how much each individual is compensated, letting them know what rewards are awaiting their hard work. Conversely, they know how much someone who is not pulling his/her weight is getting away with.

Overall, I think that knowing salary information can do more good than harm. I have found that Glassdoor.com does an excellent job of sharing real employee salaries while keeping the employees anonymous. To me, it achieves the goal of knowing this valuable information without invading privacy.

What can I do with Salary Information?

Even in these economic times where some people are happy to be employed, its good to know where you stand amongst your peers. I for instance work at a company that has over 100,000 employees globally. With the help of Glassdoor, I can see whether my salary falls in line with different groups of people:

• My peers in my department in my office
• My peers in other departments in my office
• My peers in my department in other offices

The list can go on and on with different combinations. But what I also find especially useful, is the information for the next promotion level. I have found myself adjusting the mental dollar figure I assumed for those at the level above me. People may speculate in the office about salary ranges, but the numbers speak for themselves.

The Key

The key to success at Glassdoor is that users must share information in order to access information. The site requires sharing salary information from an employer in the last 3 years. Every 12 months, users have to provide updated information. This requirement enables the salary information provided for various employers to be up to date at all times.

In addition, the site allows users to write anonymous reviews of companies including an approval rating for the CEO.  The reviews are a great way to see how others feels about their companies, especially for anyone interested in making a move.

I feel that knowing salary information can only be beneficial. I am interested in anyone’s opinion that differs.

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An article in the Wall Street Journal on Tuesday, October 21st  titled “The ‘Trophy Kids’ Go to Work” discusses the challenges a traditional company faces with a new generation of employees. The article focuses on individuals born between 1980 – 2001, referring to this generation as “the millennials”. Before you continue, please read the article to form your own opinion.

Being a part of the millennial generation, the article discusses the couple of years I have been in the workforce. Similar to the students in the intro, I never would have guessed that the first impression my peers and I have given upper management is that we feel entitled to anything.

According to the author, Ron Alsop, “If there is one overriding perception of the millennial generation, it’s that these young people have great — and sometimes outlandish — expectations.” He goes on to say that “they want to be CEO tomorrow“, which is a description I’m proud of. This article and many others about Gen Y in the workforce only bring to light the negative perceptions held by older workers. Here I address some of the comments in the article and present one millennial’s point of view.

“They want to be CEO tomorrow“

Yes, I do want to be CEO tomorrow. At least I know what I want and how to achieve it. I consider my generation very focused, instead of wasting our time with anything we find out what we want and how to get it. And if what we thought we wanted is no longer desired, we can move on instead of finding ourselves in a rut.

“Millennials have a stronger sense of entitlement than older workers”

The article cites a study from CareerBuilder.com stating that millennials feel entitled to higher pay than the older workers did when they joined the workforce. The study prefers to make this blanket statement without realizing that the cost of education is much higher than twenty years ago, leading many millennials join the workforce in debt. It also disregards that this generation although officially joining the workforce full time after college, has the most work experience through internships and part time work prior to graduation of any generation. So, if coming through the door with an expensive education and already knowing many of the ropes doesn’t demand higher pay, what does?

We also don’t see any harm in wearing flip flops TO the office as long as we appear well groomed IN the office, or wearing our Ipods at our desks as long as the work gets done and we dont’ miss any calls. These feelings come from a sense of not wanting to hate work. We understand how much of our lives are spent at work, so why not make it a pleasant experience. Firms that recruit us tell us they value work life balance and we believed them. In the recruiting process, no one mentioned that work life balance doesn’t apply to first years because we haven’t earned it yet.

“These outspoken young people tend to be highly opinionated and fearlessly challenge recruiters and bosses”

I come from a generation that challenged my parents in their ways of thinking. In high school we challenged our teachers, and in college our professors because we feel that our opinions matter and recognize that just because you’re older, it doesn’t mean you are right. It comes naturally to us to want to be heard at the office, we have fresh innovative ideas, and a good idea is a good idea, no matter what level of hierachy came up with it.

“Millennials were bred for achievement”

The millennial generation was raised to be well rounded. As early as elementary school, children are taught that good grades aren’t enough. Sports and extra-curricular activities are important. In high school, guidance counselors continuously articulate the importance of the well rounded student. This generation has been working hard from an early age.

With all of this hard work, comes the ability to play hard. Constantly surrounded by technology, the millennials have mastered the art of completing necessary work, while at the same time enjoying the benefits of technology. We are the ultimate multi-tasking generation, watching TV, listening to music and doing algebra homework at the same time.

“We are multi-dimensional people living and working in a multi-dimensional world.”

I think this single statement sums up the way I feel. My peers and I don’t feel that our jobs make us who we are, we learned early on to be well rounded individuals. In this economy, the comment, “Be happy you have a job” doesn’t inspire me to work harder. My life isn’t over if I left the traditional workforce. I was raised believing I could be anything I want to be. I envy my peers who have left the corporate world to be their own bosses. I know they worker harder than I do, but at least they know that every task and every action has meaning. They don’t’ need to look for positive reinforcement, because they are living it everyday.

Its also not our fault that we have constantly received positive feedback in our lives. From stickers and candy, to payment for good grades. We are just a product of our environment. When we played soccer on the field, we didn’t create the ultra competitive soccer mom. Maybe the baby boomers need to stop living vicariously through their children and see the that kids they raised are now the young adults joining them in the workforce. I commend the article for ending on this note. Sharing some of the blame so to speak.

The article sheds an interesting light on how I’m treated in the workforce. When I joined my company I was told that they only hire the best and the brightest. I’m sure each of my peers at their respective firms was told the same. So here we are, Ready to be CEO tomorrow.

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Looking for a new career? Maybe, maybe not. There is a new service available that lets you interview with companies, even if you are not interested in making a move, solely because they are interested in you.

How interested are they?

Enough to pay you for your time.

How much do they pay you?

Your asking price.

Sound to good to be true?

It probably is. I signed up with NotchUp in January and have yet to receive any offers to interview. I also recognize that the job market in my industry and geographic location is not what it used to be. But I’m curious to  know if anyone else has received any offers to interview or even has gone on a paid interview.

NotchUp even has a interview price calculator on their site that helps you get an idea of what to ask for. I have set my price slightly below the suggested price and will update this post if any offers come through.

Companies who view your NotchUp profile will see the resume style setup along with your asking price, but not your name. One of the conveniences of NotchUp is that users don’t have to create a new profile from scratch. I was able to import my LinkedIn profile saving me time and the hassle. The site also now offers a Facebook plugin called Resume4Life that automatically updates a user’s NotchUp profile when changes are made to the work experience section of the connected Facebook profile. I’m a fan of privacy, so I haven’t activated this plugin, but if you have please feel free to share your experiences.

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So you are already on either Facebook, MySpace, or Friendster (or multiple). These social networking sites have helped you share your interests, pictures, videos, and events with friends (and lets admit it, people you hardly know too!). You’ve stayed up to date with the ongoing lives of the people you have connected to and even stalked a few.

Now What?

Its about time you joined LinkedIn. Its a new type of social networking, actually focused on networking. As important as it is to let the world know your favorite movie is Old School its just as important to let those in your network know the strength of your resume. LinkedIn profiles are built similar to resumes displaying education, past work experience, and qualifications.

In addition to this online resume, LinkedIn has the benefit of allowing users the option to write recommendations for others. These can come in handy when recruiters or other interested parties scan your resume.

This is probably a good time to mention that there are two types of membership. A free membership and a paid membership. I have only explored the free membership and have managed to make 79 connections (Importing my e-mail address book helped me find lots of users). These connections have resulted in 3,000+ contacts that are two degrees away and 267,600+ contacts that are three degrees away. That’s a lot of potential people I can meet!

In order to meet these people that are two or three degrees away, LinkedIn offers free introduction forwarding. I used this once when a friend (Friend A) of a co-worker wanted to get in touch with a friend (Friend D) of mine. So Friend A created a message for Friend D. She then forwarded it to the Co-Worker, who forwarded it to me, and I sent it along to Friend D.

LinkedIn has proven to have endless possibilities when it comes to networking. Its a great tool that I’m sure will grow with new features.

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