HR may ask for salary history to gain insight into the applicant’s earnings expectations and to ensure that the pay offered is reasonable and in line with previous earnings. By reviewing the applicant’s salary history, HR can often identify specific information, such as market rates, geographic cost of living changes, individual contribution to an organization, and other distinctions that may affect the applicant’s current and future earning potential.
In some cases, salary history may even be used to help determine the value of an applicant’s qualifications and experience and to ensure that the offered salary is in line with industry standards.
How do I answer the salary question?
When it comes to answering the salary question, it is important to know what the expectations of the role and market rate for the position are, in order to provide an answer that is both appropriate and reasonable.
Generally, it is best to wait until an offer has been made before providing an exact number. Consider emphasizing desired salary range, rather than an exact number. Think of it as a negotiation—providing too high of a number could be seen as a sign of overconfidence, while providing too low could undervalue your skills and experience.
It is also important to be prepared to respond to further questions and to elaborate on other elements of your compensation package that you consider important. This may include elements such as insurance coverage, vacation, or other benefits.
Additionally, it can be helpful to come prepared with information that you have gathered about the average salary for similar roles, in the same industry and geographic area.
Ultimately, the goal is to engage in an interactive dialogue. You want to discuss salary based on your experience, qualifications, and the value you present to the organization. Be prepared, open to negotiation and most importantly, be confident in the value you offer.
How do you list salary history?
When listing your salary history, be sure to be concise, accurate, and organized. Begin with your most recent job and work backwards. Include relevant information such as: company name, the title of the job, start and end date of employment, how much you were paid at the job, and any bonuses associated with the job.
When providing your salary history, it’s acceptable to round off salary numbers, as long as the numbers remain accurate. For example, if you were earning $49,000 per year, you could state your salary as $50,000.
Make sure not to worry too much about precision when providing your salary history. Additionally, it’s common to leave out previous employers who paid you significantly lower wages unless asked. Be sure to have your financial documents organized, as an employer may request pay stubs or W2s as proof.
Additionally, make sure you have the contact information for any previous employers on hand, in case your potential employer requests to contact them for verification. Lastly, for those that are still in school, include any internships you have held in the past and the hours/rate of pay associated with that position.
Should I mention my previous salary?
When you are asked about your previous salary, it is not always necessary to provide that information. It is generally considered to be inappropriate to provide your salary history unless specifically asked for, as it could lead to potential salary discrimination.
Additionally, divulging your salary may put you at a disadvantage as employers tend to base offers off of your previous salary, potentially resulting in a lower offer than you may otherwise be entitled to.
It is important to note that some employers may ask for your salary history or for your current salary requirements when completing a job application. If you are asked for this information, it is important to be honest and provide an accurate answer.
However, if you do not feel comfortable answering the question, you can politely inquire as to why they need this information, as this may help you assess your options.
Ultimately, when asked about your salary, it is best to answer honestly and professionally. If possible, provide a range that reflects your value and skill level, rather than a specific number. This can help to ensure that you are not undersell yourself, while still providing the employer with an indication of your expectations.
How do you respond when a recruiter asks about salary?
It is always prudent to be mindful about how to respond when a recruiter asks about salary. The best approach is to avoid giving a specific figure and instead explain that you’d like to discuss a suitable salary based on what the role entails and your experience as a potential candidate.
Explaining your expected salary range is also a great option. Provide a realistic and reasonable range that coincides with your experience rather than overestimating or overvaluing your worth. Additionally, showing that you have done your research by comparing the average salaries within the industry or company can help the negotiation process.
In the case where a recruiter insists on an exact figure, explain the skills or experience you can bring to the role and separate that from salary expectation.
By providing the recruiter with a salary range and an accurate reflection of your expertise, you can ultimately negotiate for a salary that better reflects you and your experience.
Why do interviewers ask about previous salary?
Interviewers often ask about previous salary for a few reasons. First, it can be used as a benchmark for developing a fair offer for a new job. If a candidate has a track record of earning a certain level of salary, this can be used to gauge the appropriate salary level for their experience at the new position.
Secondly, a candidate’s previous salary might be indicative of their skill set and the value they contributed to previous employers. For example, if a candidate has consistently been promoted and has earned much more than their peers in the same industry, this could speak to their unique qualities and provide the interviewer with valuable information to decide if they are a good fit for the role.
Thirdly, this information can help employers ensure that they are not discriminating against certain groups due to gender or other background factors. Finally, a candidate’s previous salary can help interviewers gain a better understanding of their level of experience and the kind of compensation they may expect in the new position.
What salary range should I give?
When considering what salary range to give, there are several factors to take into account. First, you should consider the size and scope of your organization. Larger organizations tend to have more money to pay employees and can offer higher salaries, whereas smaller organizations may not be able to provide the same level of compensation.
You should also consider the position someone is applying for, as well as the skills or qualifications needed for the job. A person with some work experience and higher qualifications should be offered a higher salary range than a person with no experience.
Depending on the industry, you should also research the competitive salary range for similar roles. Doing market research on job postings and talking to hiring professionals can give you a sense of what typical salaries look like in the current market.
Another important factor to consider is the budget you have set aside for salaries. Lastly, you should take into account the geography of the role and whether it is entry-level or more advanced, as salaries tend to vary considerably depending on location and level.
Overall, the salary range you should offer will depend on the factors outlined above.
What happens if I don’t declare previous employer salary?
If you do not declare your previous employer salary, it could result in a host of potential problems. For instance, if you are looking to secure a new job, not disclosing your salary may cause potential employers to doubt your credibility and cause them to question your integrity.
This could lead to a lack of trust and make employers question whether they should hire you. Additionally, if your potential employer requests this information on your application, not providing it can make it appear as though you are deliberately leaving information out or attempting to hide important details about your work experience.
This could come across as unprofessional and may prevent you from securing the job. It is for these reasons that it is important to always be honest and provide accurate information about your previous salary.
Do employers call previous employers about salary?
Generally, employers will not call previous employers about salary. This is because previous salary history is considered confidential information, and employers may not want to risk the potential legal repercussions of violating this privacy.
Additionally, employers may want to maintain a certain level of impartiality when making hiring decisions. It can be helpful for employers to ask about salary history in interviews, but this is typically done to gauge an applicant’s expectations and is not considered an official verification of salary.
How do I refuse to disclose my salary?
Refusing to disclose your salary is your right as an employee. However, it is important to approach the situation with professionalism and politeness. You can politely explain that you are uncomfortable sharing your salary information and would prefer not to discuss it.
You should make sure to be assertive but also remain professional and courteous. If the person pushing for the information is your employer, it is important to explain that you wholeheartedly respect their authority, but also kindly and respectfully ask that they respect your request for salary confidentiality.
In some cases, your employer may require you to sign a salary nondisclosure agreement so that they are aware that you are not sharing your wage information with anyone. If this is the case, you may want to negotiate the terms of the agreement before signing to ensure that your wishes for confidentiality are respected.
The best course of action for refusing to disclose your salary is to calmly and politely explain your stance firmly and directly. Make sure to remain calm, professional, and courteous. Respectful communication is key in order to ensure everyone is on the same page and your wishes are understood.
Can my employer make me keep my salary secret?
No, your employer cannot make you keep your salary secret. Your salary is your personal information and you have the right to disclose it to whomever you choose. Employers may ask you to sign a confidentiality agreement that prohibits you from disclosing your salary in certain circumstances, but this is not legally binding and does not prevent you from sharing your salary information with anyone.
Additionally, you cannot be legally punished for doing so. Furthermore, given that salary information can be important for negotiation and career advancement, you may wish to consider carefully the implications of disclosing your salary information with potential employers and others.
What do you say when an employer asks for previous salary?
When an employer asks for my previous salary, I provide an answer that matches my skills and experience. I want to make sure that I am compensated fairly for the value I bring to the company, so I make sure to provide the employer with relevant information regarding my skills and accomplishments.
I’m also open to discussing my expectations, so that my salary can be adjusted appropriately to reflect the value I bring to the employer. If the employer provides a salary range they are willing to offer, I am willing to discuss my qualifications and experience to ensure that I am compensated fairly.
Can I be fired for revealing my salary?
The simple answer is yes, you can be fired for revealing your salary. Additionally, in some cases it might not just be a firing, but can also be deemed a breach of contract or an act of breach of fiduciary duty depending on how you revealed the information.
For example, while many states have laws prohibiting employers from retaliating against employees for disclosing their wages, not all do. Additionally, it depends on the policies in place at the specific workplace, and many employers will have clear policies governing workplace conduct, confidentiality and salary information.
It’s important to be aware that in some circumstances discussing your salary with other coworkers or publicly posting information about it could be a breach of the confidentiality clause in employment contracts and could be seen as breaking the trust of your employer.
This could result in disciplinary action, the withholding of bonuses or other forms of financial compensation, and even being terminated.
In any case, it’s best to be aware of the policies where you work before discussing your wages with anyone and to be aware of any non-disclosure agreements or other contractual agreements you may have signed.
What states have pay secrecy laws?
At present, the following US states have pay secrecy laws in place: Alaska, Arizona, Arkansas, California, Connecticut, Delaware, Hawaii, Illinois, Iowa, Louisiana, Maine, Maryland, Massachusetts, Minnesota, Mississippi, Missouri, Montana, Nebraska, New Hampshire, New Jersey, New Mexico, New York, North Dakota, Ohio, Oklahoma, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Washington, West Virginia, Wisconsin, and Wyoming.
Pay secrecy laws vary from state to state and may take the form of legislation, regulation, and court decisions. Generally, these laws cover any kind of pay comparison by employers, whether between genders or not.
In other words, it is not allowed for employers to inquire about or compare the pay of their employees, or to disseminate information about their pay rates to anyone who does not need to know in order to perform their job.
In some states, such as California, pay secrecy laws also apply to employers that do business with the state.
What states can you not ask salary information?
There are no federal laws that ban employers from asking potential employees about their salary history, although some states have passed their own laws to protect applicants from having to disclose their salary history.
Currently, the following states have passed laws that ban employers from asking applicants about their previous salary information during the recruitment process: California, Connecticut, Delaware, Hawaii, Illinois, Maine, Massachusetts, New Jersey, New York, Oregon, Pennsylvania, and Vermont.
Additionally, Puerto Rico, New Orleans and other cities have their own versions of salary history bans.
Additionally, some industries have also adopted salary history bans. For example, the financial services industry prohibits employers from asking about any income information prior to the job offer, and the tech industry usually relies on market research to determine the salary rather than asking about past salary information.
As a result of these changes, organizations are becoming increasingly focused on job-level criteria, such as experience, skills, and value-add, to assess salary.