Here's another example of why this salary question is so significant. On Friday I had a phone screen for a position that I am very well qualified for. During the call, the recruiter asked me for my previous salary and salary expectations. I tried to skirt the previous salary question by giving my salary expectations in a range (the range was well within the norm of market rate salaries for this type of position and in line with what I made at my last position which she asked me to confirm). She followed up by telling me that the salary for this position was well below that rate (at least $20K-$20K below). Even though the salary was off, I told her I would still be interested in being considered as I was looking for a good position in line with my interests (which this very much was) and a good culture (this company has a great industry reputation). She asked me to follow up with a copy of my resume which I did and then today (the Monday after the Friday call), I got an automated email ding letter. Clearly I got dinged because of the salary discrepancy. Either that or because I was deemed overqualified......but this is happening all the time.

I would challenge the viewpoint that if someone has a higher salary in mind, and the company isn't even close, it's a 'waste of time' for the company. If that were true, a company would post their salary range right up front in the job description, and not waste anyone's time, including their own. One look at any job search shows the VAST majority of companies do not. Why do you think that is?

With rare exception, past earnings are irrelevant. Additionally, your personal requirements are entirely irrelevant unless the company intends to make a real offer. Often the best approach is respond with something such as, "Well, I'm sure you're company is seeking the best possible candidate, so let's get together and discuss the opportunity and see if we're a good fit for one another. Once we determine I'm the person for the position, then we can iron out the details of the compensation package so it works for everyone."

Keep in mind, in financial transactions, an old adage is "The one that throws out a number first, loses". While that may or may not be true, until the company is ready to put an offer in front of you, in writing, for your approval, the compensation package is irrelevant.

While this may seem 'harsh', let's remember that it's incumbent upon the company seeking to fill the position to determine what they can afford, and are willing, to pay. If they're looking for 'top talent', they should expect to pay 'top wages'. They may even need to raise the bar and pay higher than 'top of the range', as the candidate pool is always small for the truly top talent, and demands a premium.

Your objective is to show them that you're the candidate they 'need', not just want. That is demonstrated through your experience, your skill sets, and your mindset in meeting challenges. Companies want to hire those that help move them forward, talent that adds real value to the worth of the company. That doesn't happen if the company is simply worried about how cheaply than can hire someone.

And remember, that compensation includes more than just the salary / wage. Vacation / Paid Time Off, insurance packages, memberships, holiday pay, and so forth are also a valuable part of the total compensation package. For example, every paid day (vacation, PTO, sick days, personal days, etc.) increases the per work hour rate you're earning.

Best of luck in your search.

First, a comment: I'm pretty sure that company bonus structures, even more than salary, is proprietary info and HMs shouldn't balk at being told so.

Also, a question: has anyone tried stating the high end of salary ranges followed by the caveat that it's negotiable? Might that approach get you by the "fill-in-the-blank-ers?"

Smile and say it is a little early to talk about money, we have not even talked about the job. They are bum rushing you because they get what ever the company pays. If it is 15.00 per hour, they get 2.oo per hour. If they pay you 12.50 per hour, the recruiter gets 4.50 per hour. Times that by 160 hours per month, times 12 mos, times 100 employees. Same principle with direct hire, they want to pay you leas than they have budgeted for that position. Smile and tell them"if you tell me the top end and the low end of the pay scale, I will tell you where I fit in. Tell them you know they need to make money, but you know what your worth. Smile. Ask them " If you found a life long employee or manager and I did the job and more. I was a role model and impacted your company in a positive way (sell your self, list the things that would be required for you to do, plus the intangibles). Then ask "what would you pay for an employee like that?" Hope that helps

Halo I'm nighat ,I want to do this job

I agree, I hate the question, hate answering it, always think I'm doing it wrong (much like trying to negotiate a price on a new car).

Here's the thing, though. Consider it from the employer's side for a minute. They likely have a range in mind for what they expect to pay. Say it's an $70-$80k job. If you've been making $100k, then chances are pretty high that everybody's time has been wasted - they're unlikely to pay that much, and you're unlikely to take that much of a pay cut. So from that point of view it's just practical "are we on the same page" information. I had an interview once where I talked to three different people before somebody finally asked that question, my number was higher than they were willing to pay, and that was that - but all that time was pointless.

Where it gets frustrating is at the other end, because if you're making $50k right now they're going to think "Why should we waste $20k if we don't have to? See if you can get her for $57.5k or so, that's a nice bump." But there could be, as you note, all kinds of reasons why you think you're worth more than $50k. I've been in that spot. Especially if you ever had to take a step down and are trying to get back to where you were.

I make it a point to differentiate between "what I was making" and "what I'm looking to make" (sometimes even a paper application will have asked "salary expectations" rather than "current salary"). I'm ok with those being different, and I will explain why I think I'm worth the bigger number. If that number is out of their range, maybe I don't get it, or maybe they negotiate to someplace in the middle. But at least then they're not going to lowball me and base their salary for me on the technicality of what I happen to be making right now.

Good references can also help here - because if they really want you, and are struggling with the difference between the values, having your references say "Absolutely she's worth more, she was undervalued at our last company" can certainly help!

Hi Nancy, I definitely agree that this is something you shouldn't be required to share. I did find this article I think would be really helpful in how to address this during interviews: http://money.usnews.com/money/blogs/outside-voices-careers/2014/01/29/how-to-respond-to-employer-requests-for-your-salary-history

Hope this helps!