Originally Posted by rdawson808
I have a question: what if I refuse to tell you my current salary but will tell you what my salary expectations are for this job? I find it baffling that you demand to know how much money I currently make. I can only think that you will use that information against me when negotiating salary.
I don't necessarily demand
it as you say, but my point was if someone gave me one of the flip answers I read in this thread, it would be demonstrative of a problem with authority that I don't really need in my business. Unlike with stocks, with people past performance usually is the best indicator of future performance. And I'd like to understand where you are in your career, what you've been worth to someone else, etc. as a data point along the way of determining whether or not you're a fit in my organization at the level I'm looking. If you really don't want to tell me and you can be an adult about it, that's fine, but you should also know that I've never
seen anyone refuse to answer the question to at least some extent, and because hiring is risky, I'm likely to settle on a candidate I see as less cagey. Can it work against you? I suppose. But in my type of business, most positions have a salary range
, not a specific slot. I might pay $50,000 to have a person perform it at one level if they're a good fit and I think they can grow into something more (for which they will be remunerated) and I might pay $70,000 to fill the same nominal position if they bring an additional skill set or experience to the table. And where they've been in the past does help me find where in that range I'll make an offer. But it can help, too... if you're already at that $70K level that tells me where my offer needs to be for you, rather than just guess down the middle at $60K and not stand a chance at landing you. BTW, I'm not sure why your "expected" range is any different from your actual in terms of hurting you in a negotiation. If it's below what I was expecting to pay, it's still possible it will influence my offer downwards. I'll also elaborate and say that I think understanding history is the best way to make for a lasting employee-employer relationship. I generally want to hire you and keep you happy, and you want to make more than you're making now. If I hire you on at a bump and you're performing well, I'm happy and you're happy. If I hire you on based on your expectation of a $10K raise over your current, and there's very little time for me to evaluate you in an interview, and then I think you're performing on the lower end of the scale, and suspect I'm overpaying you, I'm going to be unhappy and you might find yourself on the street. I sense in this thread a very employer-wary sentiment... perhaps it's justified in your experiences but I don't ever want either one of us approaching an interaction with our hands on our guns quite like you guys seem to imply. I want, and I think most businesses want, happy, engaged, motivated, long-term employees.