How to Negotiate Salary in States that Outlawed Pay History Questions

How to Negotiate Salary in States that Outlawed Pay History Questions

Getting insights into candidates’ current or past salary history has been a standard step in marketing recruitment process for a long time, up until recently. According relatively recent law changes in some states, marketing recruiters and employers are not allowed to ask about candidates’ salary history.

Ultimately, the goal of the salary history ban is to ensure fair pay, which means that as a candidate you should be compensated based on key criteria like experience, skillset, and the value they bring to the table. As a result, some key steps in the recruitment process are changing, which means both, employers and candidates need to adapt accordingly.

For marketers looking for the next step in their careers, it’s important to understand how they can benefit or lose out on an opportunity from not disclosing their pay history and decide whether or not they should voluntarily share their salary history.

In the video below, we tackle the answers to the questions above and share an expert marketing recruiter’s perspective on how to negotiate salary in cases when you choose not to disclose your pay history.

What is the Impact of Salary History Ban from Candidates’ Perspective?

Live in a state where salary history questions are not banned? Here is how you should respond when a marketing recruiter asks about it.

Last but not least, keep in mind that compensation negotiation goes far beyond pay history questions. If you would like to learn more about best practices of compensation negotiation, read “The Marketer’s Guide to Negotiating Salary, Signing Bonus, and More“.