How to handle salary interview questions

Job interviews can be nerve-racking. One contributing factor is that applicants are often unprepared or unsure of how to tackle the ever-dreaded salary question. This is unsettling, not only because our livelihoods are at stake, but because it can feel so personal—as if our value as a person is being judged against that of our contribution.

The salary question is usually asked in one of two ways:

• What is (was) your current (previous) salary?
• What are your salary expectations?

The first question looks back to wage history and is prohibited in several geographic areas because it perpetuates existing discriminatory wage gaps. Massachusetts became the first state to ban salary history questions in 2016. There are currently 17 statewide bans and 17 local salary history question bans – and two bans against the ban (Michigan and Wisconsin). It’s worth doing a quick internet search to find out if there is a ban on salary history questions in the state or city where you’re interviewing.

The ban on salary history has also prompted many employers to be more transparent in disclosing pay ranges for posted positions – this is a very good thing as it builds a foundation of trust by forcing the more powerful party (the hiring organization) to demonstrate transparency . The organization also creates credibility with the candidate by showing that it pays for the value the role brings to the organization, regardless of the gender or skin color of the person filling the role. Additionally, the organization achieves its goal of weeding out candidates for whom the scope of compensation is not acceptable.

If the recruiter asks you about salary history in a geography where it’s legal, note that while they’re technically working within the law, they’re using outdated hiring practices. Do you want to work for an “old school” organization stuck in the past or a progressive one that looks to the future? And if you’re asked about salary history in a geography where it’s illegal, alarm bells should be ringing and red flags flying. What does this say about the leadership of the organization? Where else could they cut corners or break the law? How else could they discriminate in their organization?

The second question, “What are your salary expectations?” is forward-looking and more appropriate. Regardless, as a candidate – regardless of which question is asked – you want to do your best not to answer it without appearing evasive. The following strategies, used individually or in some combination, outline how you could achieve this in a way that does not compromise your application.

Carefully take the salary question off the table. Be tactical. Confirm that you understand why they are asking this question. Your immediate overall goal is to determine if there is a fit as it relates to the scope of job responsibilities. To talk about salary so soon is to put the cart before the horse. In particular, you don’t want to unnecessarily anchor the recruiter in cash that is ill-informed or too small. One way to do this is to say something like, “I understand that compensation is an important element and one of many factors to consider. I’m not concerned about whether we’ll be able to reach an agreement, so I’d prefer to look at that if we get to the offer stage. This type of response also positions you as a reasonable person who is optimistic about the possibility of finding a mutually acceptable solution and begins to build trust.

Shift the focus of the recruiter. If you’re asked the salary history question—legitimate or not—your job is to shift their focus from the past or present to the future. After all, you’re not expected to accept yesterday’s price for the stock you’re selling tomorrow, so why should yesterday’s salary be appropriate for a job you perform tomorrow? You might say something like, “My responsibilities at my current (or previous) job were narrower in scope than the job I’m interviewing for, so I don’t think it provides a very good indicator,” or “I’d rather you focus on the value of the contribution I would make to the job I’m interviewing for, which would be much more relevant.’

Turn the question around. If the employer hasn’t shared the salary range with you yet, when you ask them about their expected salary, it’s perfectly legitimate to say, “I was just about to ask you the same thing! What is the range you are currently envisioning for this role?” The recruiter has this information and it is in their best interest to share it. This will give you useful information and by continuing the conversation you will signal that the range is not extremely off base.

Admit ignorance. If you’re pressured by salary expectations, the last thing you want is to appear evasive. It’s okay to say that you’re still doing your homework to determine the market rate for the role you’re interviewing for. You might say, “I’ve just started my search and I’m still doing my due diligence on salary ranges for this type of director-level job, so I can’t give you an informed answer at this stage.” You can then move on to asking them about the range they have predicted.

Stay calm. This goes for any interview question, of course. Remember, this is a conversation, not an interrogation. The question of salary is a box that the employer wants to check. The next time you’re asked this question, look at it as a practice to help relieve some of the tension. After working with hundreds of clients, more than a few have come to me saying, “Wow! I told them what my salary is (was). I probably shouldn’t have. While not ideal, it can be addressed later in the process and expectations can be reset (although it’s much preferable not to have to do this).

Of course, there are other ways to answer salary questions. The answer to these questions is very nuanced – it requires practice and finesse. This is just one of many interview challenges that can arise, but it’s one that with practice can easily be addressed and put aside so you can focus on the task at hand – making them want to hire you .