Should You Reveal Your Salary History to Employers?

equality-1245576_1280I’ve been completing a lot of job applications lately.  I am appalled whenever an employer asks for my salary history. I understand that the question is meant to weed out candidates who may be perceived as “too expensive” for the employer. But it seems that this outdated practice smacks of discrimination.

Attitudes appear to be changing, however. As many as eight states, jurisdictions and cities have banned questions about past salary from job applications, including the city of Chicago for its city employees, and more states and cities may follow suit. Many private-sector companies are doing it on their own without any legal mandate. The belief is that banning this question will help close the pay gap between men and women.

It’s a good move in a positive direction. Asking about salary history is meaningless in the current employment climate. There are too many career changers, too many stay-at-home moms trying to return to work, and too many professionals taking career breaks than ever before. How are these workers supposed to present their past salary when there are gaps in their work history? Does it really matter what a person earned in the past, and does that information have any bearing on their current or future employment? Maybe that worked in the past, but not anymore.

In a recent LA Times news article, employment attorney Jonathan Segal said older workers and those who have taken career breaks and are trying to re-enter the workforce at a lesser pay can benefit from the question’s ban because they are more likely to be subjected to bias. “Eliminating this question not only helps eliminate the pay gap for women but may help older employees who are being excluded because employers think they won’t be happy working for less,” he told the LA Times.

Other questions should also be eliminated from the hiring process, such as age, graduation dates, skills and experience. Hiring managers can still get a sense of candidates’ qualifications simply by asking performance-specific questions, says executive recruiter Lou Adler of The Adler Group. He says the banning the salary history question can open up the talent pool with candidates who would otherwise not have been considered for the job. Adler recommends that hiring managers ask candidates what they accomplished in their career that best matches the performance requirements of the job they are applying for. Their response often will reveal their level of experience, skill and knowledge without managers having to check off requirements from a skills list.

Think of this performance-based question as an essay question on an exam rather than multiple choice or true-false questions, which don’t always reveal how much a person knows about a subject. Adler adds that unqualified candidates will self-select out of the hiring process because they won’t be able to answer the performance-based question.

Age is another taboo question in the hiring process. I was surprised when a job application I completed recently did not ask my birth date. Only problem was they asked what year I graduated from college. It can be all too easy to calculate someone’s approximate age based on their graduation date.

So how should you handle these taboo questions during the hiring process? Employment experts suggest the following tactics:

1. On the application form, leave the salary history section blank or put in zeros.

2. Delay any discussions about salary until you’ve learned more about the job. Most likely that means waiting for the in-person interview. Example: “I prefer to table this discussion until I know more about this opportunity and determine if it’s right for me.”

3. Don’t ask about salary up front in initial conversations. Adler suggests candidates miss out on job prospects because they are so focused on salary that they disregard jobs that  don’t meet their own salary expectations. The best opportunity may offer less salary but also offer other perks such as education reimbursement, retirement savings plans or additional vacation time. When assessing a job opportunity, consider the entire package.

4. When asked about education, put only the school name and the degree received on your resume and application. Leave off the graduation date. If the online application form asks for a date, put in zeros. It’s far more important for employers to know that you did attend college and earn a degree, but they don’t need to know when you graduated.

Of course, there is always a chance that employers could disregard your application on the grounds that you are not revealing these details, but then you need to ask yourself if this is a company you’d want to work for anyway.

In today’s highly competitive job market, you want to create a level playing field. You don’t want to reveal more about yourself than employers need to know.

2 thoughts on “Should You Reveal Your Salary History to Employers?

  1. Thank you for the above suggestions. As someone entering as a new professional, seeing the past salary question seems ridiculous. I’m also happy you address ageism and how it acts as a form of discrimination. I’m hoping that search committees in all fields better examine their practices to avoid bias!

    Liked by 1 person

    1. Thank you for your comment, Sammie. It still baffles me that employers still ask about salary history when I feel it has very little bearing on the position the person is interviewing for. Thanks for reading.

      Like

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