51–60 of 81 posts
If you live in Massachusetts it's now illegal for a perspective employer to ask this question as part of your interviewing process: http://www.mass.gov/governor/press-office/press-releases/fy2...
A year and 3 months to go before it is illegal.
In my country i am not legally allowed to share my current salary. When I am negotiating I always say what is my absolute minimum and specifically make clear that it is just s bottom line and i would prefer more.
Why on earth would you do that? There's a great chance you just shaved a giant pile of money off of what they would have otherwise offered.
I have an entry level position at my firm, and I was applying to other internal positions that more closely match my skill set, but which would cause me to have a huge increase in pay. One interviewer/screener asked me how much I was currently making, and I said I'd prefer not to disclose that information. Their response was, "That's ok, I can just look you up in our system. Ah, you make $x." It was so infuriating.
Very good article, but I'm not sure if their advice for the answer to the salary question will always work: >I’m not comfortable sharing my current salary. I would prefer to focus on the value I can add to this company rather than what I’m paid at my current job. I don’t have a specific number in mind for a desired salary, ... Now what if they will offer you some salary, and you find it too low? You have just said th…
This establishes that you are a high-value candidate, and you are flexible and not an egomaniac that only cares about money.
> You’ve told them your uncomfortable
your -> you're
I have a bit of a different theory on this, based on my experience as a recruiter for almost 20 years. I should clarify that I don't even ask for current salary anymore in dialogue with my candidates. If you know your current market value, there is no harm in providing your current salary. As a real-world example (and a bit of an edge case used to illustrate the point clearly), if you know the typical salary for an e…
I have recruiters from 20 different local companies in my contact list. About 6 months before actively looking for a job, I reach out to them to get market information - both on skill set and salary range for my experience. I also unashamedly talk to former coworkers about salaries.
When it is time to start actively looking, I reach out to the same set of recruiters. They only send me jobs within the salary range I want and I know where my application is in the process. There are no black holes.
Usually within two to three weeks, I'm actively engaged (phone screen/in person interview/ waiting for an offer) with 15 - 20 companies.
Once I get 3-4 offers on the table. I'm tired of interviewing, stop the process and accept a job with the right combination of technology/money/commuting distance.
At most, I'm leaving $5000 on the table. Eventually, within two or three years, I will either be within market value range or change jobs.
A close friend recently related to me that during an interview process the HR contact mentioned that they had just revoked an offer from someone who 'asked for too much' during negotiations. Director level position (non-profit, Washington DC). Candidate asked for ~100k, and they were willing to give it to them - until they got a detailed salary history and found out their current salary was ~80k... so they would've o…
That's extremely frustrating to hear and seems VERY short-sighted by the company itself. If they already determined that person would be a good fit at $100k salary, it seems so silly to change their mind just because they learn about the candidates PREVIOUS salary. Another reason not to disclose salary requirements, but also seems like a case of management myopia. Thanks for sharing :)
Earlier quoted context omitted.
I despise these forms and their presence almost always results in my deciding not to submit an application. The best companies I've worked for have either (a) not had these employment history forms at all or (b) asked for them to be filled out in minimal fashion after the offer had already been extended and accepted.
I have stopped applying to companies that require these forms for an initial application submission, but recently I was asked to fill one out after a few email exchanges, a phone interview, and an online coding test. We were about 2 weeks into the process at this point, and I was interested in the position and they seemed interested in me. Next step was a technical phone interview, but before doing that they just nee…