Should the candidate fess up what his/her requirements are or should the recruiter lay the facts on the line. If you’ve been reading Evil HR Lady Long enough, you’ll probably guess that I am not on the recruiter’s side here.
Who Should Reveal Salary Expectations First?
4 thoughts on “Who Should Reveal Salary Expectations First?”
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It's a great topic, but with no simple answer. Information is power, and applicants should have a good idea of the salary range for the position by doing their own research before the interview. That way, they can help level the playing field when it's time to talk money.
As for companies who demand that applicants reveal their salary requirements, I'd be very suspect of their motives unless they explain upfront that a salary offer is contingent upon the potential value the person brings, as well as the projected salary range. They shouldn't reject someone whose demands exceed that range, but rather leave it up to the individual whether he or she wants to stay in or withdraw from consideration.
Companies or recruiters who demand salary requirements up front are often using it as a tool to "weed out" people who may be under or over qualified. Unfortunately, this logic is flawed and short-sighted. Skills, talent and ability are not always rewarded monetarily because of industry or circumstance.
The salaries of government employees are all public. I can go right now and look up what a classmate's salary is because he works for DFACS.
Yet if you ever ask anyone what their pay has EVER been you're being rude.
I guess that's the part that gets me. You can't even ask someone what they used to make in a different position. If it's not your current salary or even your current job, why does it have to stay a secret?
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