Hiring managers and job seekers may find this article helpful in providing guidance on asking and answering questions about salary during job interviews.  

Having been a recruiting partner with Goodwin Recruiting for more than 2.5 years, along with years of management experience in the hospitality industry, I’ve conducted my fair share of job interviews – both as a hiring manager and talent recruiter. As a recruiter, one question that has come up more often in recent months from job candidates is this:   

“Is it okay for a hiring manager to ask for my current salary during a job interview?”  

Let’s dive into that question.    

Many states and localities outlaw this practice    

It’s important for human resource professionals and hiring managers to know that, due to laws and regulations called Salary History Bans, asking job candidates for current or past compensation is an illegal interview question in many parts of the United States, and the list is growing.    

According to the U.S. Department of Labor, “Salary history bans are policies that prohibit employers from asking about and/or relying on a job applicant’s prior salary in hiring and compensation decisions.”    

Here’s a list to date of the states, cities, and jurisdictions that have enacted Salary History Bans.  

The aim of these laws is to break the cycle of wage discrimination, promote transparency and fairness, and encourage pay equity.  

There are a variety of reasons why someone may be underpaid in a current job or when considering a job offer from a potential employer. Some of these reasons include discrimination (based on gender, age, etc.) during the hiring process, job responsibilities being added along the way without corresponding pay increases, employees who may not know if they are being paid fairly, market conditions, and more.   

Following are ways for hiring managers and job seekers to approach and manage conversations regarding salary history during the interview process. 

Hiring Managers: Know the do’s and don’ts of salary questions   

• Review the link above to see if your organization’s state, city, or county is on the list of those that have enacted salary history bans. 

• Educate your team, and particularly your hiring team, about laws that apply in your locale. Be sure to consider any out-of-state locations where you operate and hire staff, where laws may apply. 

• Consider things from a candidate’s point of view. Asking in a job interview what they earn in their current role can make them uncomfortable. They may even read something negative into this interview question or simply not like that the question was asked. 

• Know that overall, asking for current or past salary information is not the best question to include in your interviews. Instead, ask candidates about their salary expectations or goals, and keep the conversation focused on the role and responsibilities of the new job.  

• Be transparent about the salary range associated with your open position (many states require this in job postings). 

• Here are some examples of other illegal interview questions. 

Job Candidates: How to respond to salary questions in an interview     

• If you are asked what you currently earn during an interview, know that you do not have to answer this question.  

• You can politely decline this interview question by steering the conversation instead toward what you’d like to earn or your salary expectations. For example, you could say, “Based on my research of this position and the responsibilities outlined in the job description, I’m looking to earn xyz.” This may open the door to salary negotiations.  

• If you’re working with a recruiter for your job search, a lot of your questions can be answered before your job interviews with potential employers, including how to discuss salary expectations and salary ranges, and interview questions in general. A good recruiter will be upfront with you and simplify your research for the best new jobs in the current job market. 

Get more facts from a recruitment specialist  

Whether you’re a hiring manager or a job seeker, if you would like to talk through interview questions, refine your game plan or strategy, or better understand how to appropriately and professionally handle salary conversations – reach out to me today. I am a DEI-certified senior recruiting partner with Goodwin Recruiting and welcome the opportunity to assist you.