Is it Fair for Recruiters to Ask for Current Salary During Negotiations?

We recently did a poll on our LinkedIn page where 74% of 137 voters stated that asking for a candidate’s current salary is invasive and unfair. This statistic raises an important question in today’s hiring landscape: is it appropriate for recruiters to inquire about a candidate's current salary during salary negotiations?

The practice of requesting salary history has been a longstanding tradition in recruitment, often justified as a means of ensuring fair compensation and budget adherence. However, this approach is increasingly being challenged as more organizations recognize its potential to perpetuate wage inequality and reinforce systemic biases.

The Case Against Salary History Requests

Critics argue that asking for a candidate's current salary can lead to several negative consequences:

1. Reinforcement of Wage Gaps: Candidates from historically marginalized groups often earn less than their counterparts, and using their current salary as a benchmark can perpetuate existing wage disparities. This practice disproportionately affects women and people of color, who may already be at a disadvantage.
2. Lack of Transparency: When salary discussions are rooted in a candidate’s history rather than the value they bring to a new role, it can obscure fair pay practices. Candidates should be evaluated based on their skills, experience, and market value, not their past compensation.
3. Psychological Pressure: Being asked about current salary can create discomfort and pressure for candidates, forcing them to justify their worth based on their previous earnings rather than focusing on their qualifications for the new position.

The Case for Salary Transparency

On the other side of the argument, some recruiters believe that understanding a candidate’s salary history can provide context for negotiations and help set expectations. However, this rationale is becoming less convincing as industries evolve and workplace culture shifts towards greater transparency and fairness.

1. Emphasis on Value: By moving away from current salary inquiries, recruiters can foster a culture that emphasizes the value a candidate brings to the organization. This shift can lead to more equitable salary discussions based on market research and job demands rather than previous earnings.
2. Building Trust: Candidates are more likely to feel respected and valued in a hiring process that prioritizes open discussions about salary expectations, industry standards, and individual contributions. This trust can be essential in establishing a positive working relationship from the outset.
3. Compliance with Salary History Bans: As more states and companies adopt salary history bans, recruiters must adapt their practices to align with these legal changes. Focusing on the value candidates can provide is a proactive approach that ensures compliance while promoting fairness.

Conclusion: A Shift Towards Fair Negotiations

The question of whether it is fair for recruiters to ask for current salary during negotiations is a contentious one. With a significant majority of respondents in our poll deeming the practice invasive and unfair, it is clear that many candidates are uncomfortable with the traditional approach to salary discussions.

As organizations strive to create equitable workplaces, it is crucial to re-evaluate the norms surrounding salary negotiations. By moving away from salary history inquiries and emphasizing value-based compensation, recruiters can foster a more inclusive and transparent hiring process that benefits everyone involved.

What do you think?...

Do you believe that asking for a candidates’ current salary is fair? How can organizations improve their salary negotiation practices?