Isn’t it interesting that the people who most often unintentionally perpetuate the Gender Wage Gap are other women working in Human Resources? I can Hear “WHAAAAAAT?” It is true.
Well Documented That Women Usually Are Paid 15% Less Than Men
…who are performing the same work. What happens when Human Resources requires any candidate to reveal either their Current Salary or their Salary Requirement?
If they require your Current Salary, it will probably be 15% less than a male applying for the same position. What is the Emotional Science behind this requirement? The feeling that a woman is earning less compensation – so she deserves less compensation. In my experience recruiting over 40 years, some directors require their hiring managers to offer 5% more than the Candidate’s Current Salary. Even my mathematical abilities can tell you that 5% of $100,000 is less than 5% of $115,000. This is the reason that 21 states, counties, and cities made the Current Compensation question illegal.
Consider when they ask you, “What is your Salary Requirement?” What is your response going to be? Most women will ask less than their male counterparts because they are fearful that it may cost them an interview or offer – and it may if it is too much. Therefore, this question also perpetuates the Gender Wage Gap (and has not been addressed).
I Am Damned If I Do – and Damned If I Don’t!
Well, not necessarily. Consider – in any negotiation, the first party to put a number on the table loses leverage. Companies are well versed in negotiation strategies. By asking you to put a number on the table first, they (or WE when I am the recruiter) have an easier job determining if you are a potential fit.
If you put compensation information – current or desired – in an application, you just lost some of your negotiation leverage.
Online applications typically require candidates to put a number in the “Salary Requirement” slot – no “Open” nor “Negotiable”. What number should you put in that required field? Human Resource personnel are not going to like me very much when I coach you to write the Number $1 in that field. It is a numeral – and accepted by most Applicant Tracking Systems.
Remember that Salary Negotiation is an entire Step (chapter) in my book.
When you are asked, “Seriously, what are you looking for?”, your response should be “In my experience, job postings do not describe the job very well – and I tailored my resume to your company’s job posting so you would pick me for an interview.
Wouldn’t you agree that after the interview, if you liked me and I liked your company and position, we will find some middle ground?”
You should never reveal your current salary nor salary requirement. The Salary Negotiation script in my book has been proven to assist any candidate to receive a fair offer. Today’s thought leadership is a start down that path.
Networking is the best practice to find a new career! I wrote my books to duplicate my efforts to assist you in your search. My expert experience as both a Recruiter and Career Coach gives me a perspective few professionals have. My Salary Negotiation script solves that pain point for most career seekers. To accelerate your #Jobsearch, please immediately click on this link to my recent book, Employee 5.0: Secrets Of A Successful Job Search In The New World Order – http://amzn.to/2D9w39f My book contains the 12 Steps to find a new career in a nice, orderly fashion that follows your sales process. According to a newspaper review, “It is refreshing to find an author who speaks With you and not At you!” It also has the stories of people who did well – and some who did not. You may learn from both sides.
If you feel the need for professional Career Coaching, my business has 3 different packages. I work closely with Professionals in all three packages. The primary difference is the time and personal requirements.
- The first package is the 2 meetings Introductory Package. The 2 meetings cover the basics of a Career Search.
- The second package is the 6 months Gold Package. This package provides you with Career Search guidance and Career Coaching for your first months in your new position.
- The third package is the Titanium package. Call me for details on this package because it is tailored specifically for the individual.
My Talent Attraction business model is to work with one company at a time and charge a flat monthly fee. This enables me to become part of a company’s team for short or long periods. Therefore, I know what is going on behind the curtain that candidates and authors outside of my field cannot see.
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See you on Fridays!
Coming Soon, my third book on Finding A New Career! Expect Success! The Science Of The Over 50 Career Search!
Bill Humbert is available for Speaking, Talent Attraction Consulting, Career Transition Consulting, and Training contracts.
https://recruiterguy.com/ RecruiterGuy@msn.com 435-714-4425
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