This question’s frequently a field on job applications, and it’s asked by recruiters and hiring managers alike. If you’ve ever applied for a position, you’ve come across it. And unlike other inquiries that allow room for interpretation, this is one that can only be answered factually, right?
Technically, yes. This isn’t something you want to be dishonest about—even if you fear that the number you give will be the one you’re offered (and not a dollar more). Because this is a common concern for many, I reached out to a few career coaches and touched base with The Muse’s own talent acquisition manager, Lauren Roberts, for advice on how to navigate this classic interview question.
Muse Career Coach, Theresa Merrill, advises people to be honest about their current or past salary. Misrepresenting anything about your work history in an interview or on an application is “unethical,” and therefore unadvisable. She explains: “There’s a high probability that the truth will come out, and then you’re done. You’ve lost all credibility, trust, and, most likely, the job offer.”
That said, Merrill tells clients to avoid sharing these details at all costs. As does career coach Antonio Neves. Both Merrill and Neves recommend doing your research and knowing what the range is for similar roles (and if you’re stuck on how to get started on that, this guide to figuring what you’re worth is indispensable). Remember that the company has budgeted for this role, so it’s OK to turn the question back around and ask, “What’s the salary for this job?”
Neves says to let them know that you’re knowledgeable on the salary range of the position. And Merrill counsels, “If you get to the point where you feel you must give them something, provide a range—not a hard number.”
Although Merrill notes that many companies are “seeking to pay you what you’ve previously been paid,” Roberts says that most organizations are aware that what you’re making now isn’t where you want to stay if you make a move.
She adds, “I think it’s fair to say that even if the recruiter only asks you what you are currently making, you can follow up by providing both where you’re at now and where you’d like to be to give them a sense of your expectations.”
Like Merrill and Neves, Roberts recommends researching the fair market value of the role. The bottom line is that lying about your current salary isn’t a good idea, but not directly answering the question with one hard figure and instead demonstrating your market research is acceptable.
If your fear of revealing your salary stems from worry that your offer will reflect that amount and no more, it’s totally reasonable to set your expectations higher and make it known from the start what you’re looking for. You just don’t want to go nuts and quote a number that’s not at all within the range of that role.
As Merrill explains, “If you give a number too high, that’s not in line with the job role, you may remove yourself from consideration.”
And you’re way too skilled, and you’ve worked way too hard to knock yourself out of the running by shooting too high. Instead, do your research and go after what you’re truly worth.
Misrepresenting anything about your work history in an interview or on an application is “unethical,” and therefore unadvisable. She explains: “There's a high probability that the truth will come out, and then you're done. You've lost all credibility, trust, and, most likely, the job offer.”
Under no circ*mstances should you lie about your current compensation. There might be some temptation to tell a 'white lie' and exaggerate your salary to avoid the risk of getting a low salary offer. However, it is likely that you will be caught in this lie during a background check.
California has one of the strongest laws. Private and public employers cannot ask for your salary history information; even if they have it, they cannot use it to set your pay.
California's ban prohibits private and public employers from seeking a candidate's pay history. Even if an employer already has that information or an applicant volunteers it, it still can't be used in determining a new hire's pay.
It really is irrelevant until you actually get the job. Many people forget this and end up looking rude during the interview process. And the interviewer also do not want to appear rude as well by babbling about salary upon just meeting you. It only matter if you receive the job offer.
There are states in the US that ban those question legally. California is one of those states, and they take individual information privacy very seriously; refer to the California Privacy Rights Act. 6. Employer can ask, and they will ask, but you have the right not disclose this information.
If you decide to answer the question, Green of Ask A Manager advises against giving your full salary history. Instead, she suggests, use language like, “I'm currently earning $75,000 and would be glad to discuss what I'm seeking in my next position after learning more about your opening.”
They want to determine your market value. Your salary history — specifically the salary you earned in your most recent position — is one factor an employer can use to gauge your level of experience and the value you'll bring as an employee.
Besides asking if the former employee is eligible for re-hire, employers may ask additional questions, such as “What were the circ*mstances surrounding his termination?” They may also ask “Is she/he under a non-compete contract or are they free to come to work for us because we're in the same industry?” This ...
Effective January 1, 2023, California employers with at least 15 employees, and with at least one located in California, must share pay scales in job postings. The posting need not be for a job that is performed in California; the law applies to remote work positions too.
Focus on Your Value and Skills. The real conversation isn't what you've made in the past or even what they expect to pay for the position. Your skills, experience, and the value that you bring are most important. You can redirect to focus on what you offer.
If you're asked for your salary expectations, you could deflect by saying “What do you usually pay someone in this position?” or “I'd like to learn more about the role before I set my salary expectations. I would hope that my salary would line up with market rates for similar positions in this area.”
Tips for Giving the Best Answers. Say you're flexible. You can try to skirt the question with a broad answer, such as, “My salary expectations are in line with my experience and qualifications.” Or, “If this is the right job for me, I'm sure we can come to an agreement on salary.”
So, can you lose a job offer by negotiating salary? Technically yes, though it's highly unlikely if you do it right. One thing is for certain: you won't get what you want if you don't ask for it!
Yes, you can sue your employer for false promises. Misleading statements can land an employer in court for negligent misrepresentation, fraudulent inducement, or other legal issues. You do not always need an employment contract to prove false promises.
Employers who violate the part of the law that requires them to provide an employee with their current salary range upon request, keep records of employee pay and title, and — for employers with 15 or more workers — post pay scales in job postings, can be ordered by the Labor Commissioner to pay a civil penalty ranging ...
Asking it too early – at the end of a first interview (or even a second interview, depending on the organization) – may come off as rude or give the impression you're only in on it for the money. And even if you are just looking for a summer job to pay the bills, employers don't like to be told this.
Introduction: My name is Msgr. Refugio Daniel, I am a fine, precious, encouraging, calm, glamorous, vivacious, friendly person who loves writing and wants to share my knowledge and understanding with you.
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