Salary undoubtedly ranks as a top concern among employers and job seekers alike. But think twice about asking the common salary interview question, “How much do you currently make?” Posing it to a prospective employee could land you in hot water.
Why You Should Consider Skipping the Popular Salary Interview Question
Effective July 2018, a new Massachusetts law bars employers in that state from asking about applicants’ salaries before offering them a job. Instead, the hiring manager must provide a compensation up front based on what the candidate’s worth is to the company. Other states may soon follow suit.
Why the concern about keeping previous salary out of the equation? As this New York Times article notes: “By barring companies from asking prospective employees how much they earned at their last jobs, Massachusetts will ensure that the historically lower wages and salaries assigned to women and minorities do not follow them for their entire careers. Companies tend to set salaries for new hires using their previous pay as a base line.”
Researching Compensation Standards
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The abundance of salary information available on the Internet can serve as a good starting point for employers trying to determine fair compensation for a specific position. With a feeling for what the market will bear, knowing the candidate’s current salary needn’t be a factor (and you can stop guessing whether he told the truth or padded the number).
Be aware that job seekers also have access to such figures, so savvy ones will do their homework and come in prepared to justify the amount they are seeking. Both sides should realize, though, that positions are rarely exactly alike. Skills, qualifications, and responsibilities for the position at hand must be taken into account.
Getting rid of the current salary question also makes it easier to deal with candidates who are unemployed, freelancers, consultants, career-changers, part-timers, or new graduates. They may not have a comparable number to serve as a base, so focusing on what you’re willing to pay for specific talents makes more sense.
More Than Just Salary
Remember, too, that salary is just one part of a whole package. Someone may have accepted a lower number with a previous employer because the company offered outstanding health benefits or had a top-notch training program.
Likewise, many candidates prize flexibility over salary. Touting your business’s telecommuting opportunities and other arrangements that promote work-life balance may be your greatest selling factor, so speak up!
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