Some recruiters and some HR people will tell you that they simply must have your salary history!
That’s a lie, of course. All they really need is your salary target.
What they should do is post the salary range in the job ad. That would
solve the whole problem!
Ask yourself: why don’t employers post the salary range in the job
ad? It’s because they want to hedge their bets. They might have $60K in
the budget, but hey, if you stroll into the place and you’re amazing and
you were only earning $48K at your last job, you might get the job!
You might get the job offer at $50K. They figure you’ll be happy, because you got a raise.
You’d never know that they had budgeted ten thousand dollars more.
It happened to me. I will be forever grateful to my old boss John for
hiring me and giving me a fantastic opportunity, but let it also be
said that when I was organizing files one day, I found the file that
contained the correspondence between John and the headhunter he had
hired to find a new HR Manager.
I got that job through a connection, not a headhunter, so John saved a
search fee. In the correspondence he told the headhunter that he’d be
willing to pay someone $50K to become the company’s HR manager.
I took the job at $40K plus a $5K bonus opportunity. What did I know?
It was 1988, and I was 28 years old. With the bonus potential it was a
good pay increase for me, so I wasn’t complaining. Was it ethical for
John to pay me so much less than what he had budgeted? I don’t care
about that. Like I said, it was a fantastic job and I certainly never
felt underpaid. We consider this kind of thing good business.
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Source: Forbes.com
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