A new development in interviewing and hiring are salary disclosure bans that have been enacted in certain states and municipalities.
The specifics vary by state and municipality, but the theme is the same – during the interview process, a potential employer can’t ask a potential candidate what their current or most recent salary is.
The question we’re getting over and over is this – Should I disclose my salary to potential employers?
The law speaks specifically to employers in states where the ban is in place – companies now have no choice but to bury their heads in the sand and refrain from asking.
You CAN refrain from disclosing your salary to potential employers – it’s your right to do so.
ON THE OTHER HAND……
You CAN disclose your salary to potential employers.
You CAN be transparent about your past compensation.
You CAN be clear and candid about what your expectations are for any future offer AND you can spell out what components of compensation are important to you.
It’s YOUR choice!
The relationship with your employer(s) is one of the most important ones you’ll have in your life behind your family, your significant other, and your closest friends.
The recipe for success in these personal relationships extends to your relationship with your employer.
If you want to start off the relationship in an evasive, distrustful, defensive manner(“If I share what I make now, they’ll take advantage of my age, my career gap, my gender and low-ball me”), play along with the law in your state.
Be forewarned though – you’re operating from a position of FEAR.
Any time you operate from a position of fear, you’re minimizing your chance of success…in any endeavor.
If you want to build a relationship with a potential employer with a firm foundation, start it off in an honest and open and straightforward manner, do this:
Disclose your salary to your potential employers.
Disclose your expectations for any future offer to your potential employer, then PAUSE, take a DEEP BREATH, and RELAX.
If they resist, encourage them to continue the dialogue – encourage a response, encourage more discussion, avoid ultimatums. No one likes an ultimatum. Ask WHY they’re resisting.
If it’s ultimately a dead-end, not worth going down the path if you don’t get the sense they’re at least open to an honest dialogue about your expectations relative to your skill-set, others they are looking at, and what they’re able to afford.
YOU can always say no at any stage in the process – that’s your right!
The government has restricted employers from acting like an “adult” in employer/candidate interactions in these states.
But…if you declare your current compensation and history, YOU allow the employer to be an adult.
YOU give them the chance to do the right thing.
If the employer takes advantage of the situation and low-balls you because of your past or your gender or your age, walk away.
Is that someone you want a long-term relationship with?
If the employer says you’re not worth what someone else is because of your skill-set, it might be true. It might not. Regardless, now you can talk about it. That’s healthy! That’s how relationships work – that’s how relationships evolve.
You may learn something along the way.
If the employer ghosts you after you disclose your salary, is that someone you want to work for?
At the first sign of adversity, they disappear?
Is there anything attractive and endearing about that behavior?
So if you’re in a non-disclosure state, remember YOU are an adult and YOU have 100% control over what you say, do, and accept.
If you hide behind a law thinking it will protect you from being disappointed or being treated unfairly, you’re mistaken.
You’re also undercutting your own personal power to say yes or no and to control your own destiny and work with companies and people who share the same character as you.