Date: 24th November 2021
Author: Peter Hunt
“What did you earn in your previous position?” A common question asked by all recruiters both within a recruitment agency setting and by internal HR professionals. However, a recent article published by the BBC, based on research by The Fawcett Society suggested employers should stop asking candidates about their previous salary history, as it could have a negative effect on the negotiation of salaries at the offer stage. It could even help to prolong the gender pay gap and have a negative effect on other people, for example those with disabilities.
It’s certainly an interesting point, as recruiters, we are much more likely to ask a candidate how much they need to earn, and ask the employer what salary range was on offer for the role, to ensure that there was some compatibility between the two figures.
It’s possible that an employer might be tempted to offer less for a role if the successful candidate had been used to earning significantly less. But doesn’t that then devalue the role? Conversely, would the employer think they had ‘got a bargain’ if the candidate was used to earning significantly more, but was happy to settle for a lower salary? Ultimately, our job is to be honest with both
employers and candidates alike about salary bands and expectations so neither party is disappointed or firms simply become unable to recruit.
Our advice to companies would be that it’s better to do your research first, price the role according to the market and your budget. Maybe leave a little room for manoeuvre, but be clear on what the salary is on offer, and don’t be influenced by the candidate’s previous earnings. If they can do what you want them to do, for the salary you quoted, that’s paramount. Their previous earnings history shouldn’t enter into it.
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