Your Salary History
Have you ever found an ad for an opening that really excited you only to discover that to be considered for the job you had to divulge your compensation history? If so, you're not alone. This is not an easy situation to deal with because you're darned if you do and darned if you don't. By divulging your current and previous salary you:
And, as if that isn't enough, if you don't provide a salary history there's a high probability your candidacy will be eliminated right off the bat for not following directions. What's a Job Seeker to Do?The first thing to do is decide whether working for a company that requires you to act against your own best interests is a good idea. What kind of company begins its relationship with potential new employees this way? Besides that, how is your previous salary relevant to the value this company enjoys when the job is performed successfully?If you decide the position offers enough positives to justify risking the negatives, comply with the request and hope for the best. (Keep in mind that your salary history should be provided separately from your resume.) On the other hand if you want the job, but only on your own terms, there are other approaches you can try. These alternatives all come with the risk of having your candidacy eliminated for not following instructions. They may have other draw backs as well.
Salary History AlternativesConsider asserting your right to privacy by including a statement in your cover letter similar to the following:
Sidebar: At the staffing company I co-founded we required our internal employees to sign a non-disclosure agreement instead of a non-compete. The agreement prohibits the use or disclosure of proprietary information. This next option might work if you have a similar situation.
Job ads or postings that require salary history sometimes offer submission of your salary requirements as an alternative. While you run the risk of being outside the hiring range (which can be minimized by doing market pay research ), this option is decidedly better than revealing your actual salary history. Salary RequirementsWhen discussing salary requirements, provide a range not an exact figure. With a range you retain more of your negotiating leverage.To provide a range you first need to know what you are personally willing to consider. That range should be based on what your skills are worth in the open market (based on your market research) combined with the minimum amount you are willing to accept. Even though you know your exact range don't be precise when offering a range in your cover letter. For example: Let's say you've determined you're worth and expect to receive $42,000 a year but you would be willing to go as low as $40,000 (depending on the rest of the compensation package). Quote a range in the "low to mid $40s". If $46,000 is what you're looking for with a minimum of $44,000, quote a range in the "mid to high $40s". Say something like, "My salary requirements are in the mid to high $40s and are flexible depending upon the entire compensation package." Make an Informed DecisionThe bottom line? When faced with this situation any decision you make requires a trade off. With the decision not to apply you give up the possibility of having the job.Only you can determine how much of your privacy you're willing to have invaded; how much of your negotiating power you're willing to give away and what would make it worthwhile to do so. Consider the implications of your alternatives combined with your individual circumstances to arrive at the best decision for you. What do you think?Where do you stand? Would you work for a company that demanded access to your compensation history? Why or why not?Share your thoughts and see how others have handled this situation!
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