How to Handle Unexpected Questions About Salary History in HR Interviews
HR Interviews
How to Handle Unexpected Questions About Salary History in HR Interviews
Navigating the tricky terrain of salary history questions during HR interviews can be daunting. This article offers practical strategies for addressing unexpected inquiries, backed by the wisdom of seasoned HR professionals. Gain confidence in steering the conversation towards constructive dialogue about value and expectations.
- Avoid Sharing Salary Expectations Prematurely
- Redirect Salary History Questions Legally
- Focus on Value and Expectations
Avoid Sharing Salary Expectations Prematurely
As the founder of The Salary Negotiator (https://www.thesalarynegotiator.com/), I help hundreds of career professionals each year navigate interviews, job offers, compensation, and benefits. I've provided a common question I hear and my tip to overcome it but let me know if you have any questions or wish to connect:
Most people are caught off guard in the interview process when recruiters ask them for their salary expectations. They then openly share numbers which is a big mistake and can work against them in receiving a fair offer.
The recruiter might tell you that if your salary expectations are known then they can try to find the best deal for you. But we know that they're working for the company, not you. If you share a lower salary than what they could offer, they are more likely to offer you that low salary or possibly downgrade you. If you throw out a number higher than what they could offer, there is a chance that they could become disinterested and go in a different direction. Plus, it doesn't make sense to discuss compensation before you learn more about the role, benefits, and compensation components.
If they do press you for your salary expectations, I always suggest turning this question back on the recruiter. That way they will hopefully provide you with a competitive offer instead of pressuring you by trying to get your compensation expectations. Here is my suggested response to overcome this:
Question: "What are your compensation expectations?"
Suggested Response: "To be honest, I've put all my focus on interviewing for the role and not what the compensation should be at this point, so I do not feel comfortable sharing my compensation expectations. However, I'd love to understand from you what the planned compensation range is for this role."
I talk through this approach more in my blog post here if needed (https://www.thesalarynegotiator.com/resource-center/salary-expectations-answer-on-application)
My Bio: Brandon Bramley is the Founder of The Salary Negotiator. With over 11 years of experience in salary negotiations, he leads The Salary Negotiator, which provides professional job offer negotiation coaching and courses to help individuals navigate the negotiation process and secure competitive compensation. Through hundreds of compensation negotiations, he has helped career professionals secure over $175 million in additional compensation. His expertise is backed by more than 150 five-star reviews from career professionals on Google and Trustpilot.
Redirect Salary History Questions Legally
If an interviewer asks about your current salary, it's important to approach the question with caution, especially given the growing trend toward pay transparency and the potential legal protections in place. In some states and cities, it's actually illegal for employers to ask about your current salary, as this practice can perpetuate wage discrimination and inequities. As an employment lawyer, I would advise you to be informed about the laws in your jurisdiction before responding. If you're in a location where salary history questions are prohibited, you can politely inform the interviewer of this law and steer the conversation toward discussing your salary expectations based on the responsibilities of the new role.
Even in places where such questions are not legally restricted, you have the right to pivot the conversation. Rather than disclosing your current salary, which may be unrelated to the market value of the position you're applying for, consider responding by highlighting your research on the role's market rate and your value as a candidate. You could say something like, "I'd prefer to focus on the value I can bring to this role and discuss a compensation package that reflects the responsibilities and the market rate for this position." This approach not only protects your interests but also positions you as a well-prepared and confident candidate who understands their worth in the marketplace.
Focus on Value and Expectations
During an HR interview for a marketing position, I was once caught off-guard when the interviewer probed into my previous salary history. They were looking to gauge my expectations and see if they aligned with what they were prepared to offer. I felt slightly uncomfortable discussing past earnings as I believed it might limit my offer or set benchmarks not reflective of the new role's responsibilities or my evolved skillset.
I decided to handle the situation with transparency yet focused the conversation towards my expectations rather than historical figures. I explained that I was more interested in finding a role that matched my current career goals and skill set, and that salary was just one component of my overall job satisfaction. I shared my expected salary range, which was based on market research and the responsibilities of the position. This approach helped shift the discussion from past figures to present expectations and contributions, which I felt was a more productive and fair standpoint for salary negotiation. Always remembering that how you convey your expectations can set the tone for mutual respect and understanding in potential job opportunities can make a big difference.
