I received a LinkedIn message this morning asking a question that frequently comes up . . .
I don't like it when companies ask that question, but I do understand it. Employers have to have some idea of previous compensation, because it can frame your expectations (and need) for future employment. We all realize that "it's not all about money", but if there's a significant discrepancy between your past income and the value of a particular position, you're going to be screened out.
The general perception is that if you're not making as much as you did previously, you're not going to be content, and you're going to jump to another job that pays more as soon as you find it. That concern will limit an employer's interest and willingness to invest in your training for the future.
I tell my clients not to ask the question about salary expectations, and my candidates not to answer it. The real question is what's the position worth, given the amount of responsibility and the level of experience needed. The skill set required also will influence the positions value and resulting compensation. At the same time, I think it's fair for a company to know what you've made in the past . . . just not what you want to make in the future.
Frankly, one solution to this issue is to spend less time with online "job boards". They are not very efficient for senior level people, whose time would be better spent networking, and making more of an effort to target specific companies and "communities". The big job boards (as opposed to more niche sites) are not perceived to have the best candidates, because those candidates are not "passive" . . . they're looking for a job. The resulting perception can be that they're "never happy" where that are (the grass is always greener . . . ), or that they "aren't loyal". LinkedIn is different . . . and valuable.
"My position was recently terminated and now I'm going online to apply for positions and all of the positions ask what salary I''m looking for or what did I make before? How can they ask those questions before they've even met me? And it seems if i don't answer those questions NOW I can't even get a meeting. Is there anything to do to avoid doing that as I feel like it prices me out of the job before I've even been in the running."
I don't like it when companies ask that question, but I do understand it. Employers have to have some idea of previous compensation, because it can frame your expectations (and need) for future employment. We all realize that "it's not all about money", but if there's a significant discrepancy between your past income and the value of a particular position, you're going to be screened out.
The general perception is that if you're not making as much as you did previously, you're not going to be content, and you're going to jump to another job that pays more as soon as you find it. That concern will limit an employer's interest and willingness to invest in your training for the future.
I tell my clients not to ask the question about salary expectations, and my candidates not to answer it. The real question is what's the position worth, given the amount of responsibility and the level of experience needed. The skill set required also will influence the positions value and resulting compensation. At the same time, I think it's fair for a company to know what you've made in the past . . . just not what you want to make in the future.
Frankly, one solution to this issue is to spend less time with online "job boards". They are not very efficient for senior level people, whose time would be better spent networking, and making more of an effort to target specific companies and "communities". The big job boards (as opposed to more niche sites) are not perceived to have the best candidates, because those candidates are not "passive" . . . they're looking for a job. The resulting perception can be that they're "never happy" where that are (the grass is always greener . . . ), or that they "aren't loyal". LinkedIn is different . . . and valuable.