But Here's Why They Want It
Liz Ryan , CONTRIBUTOR
I write about bringing life to work and bringing work to life.
Opinions expressed by Forbes Contributors are their own.
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Dear Liz,
I've been following you for a couple of years, and it's been an eye-opening experience to use my voice at work and on the job-search trail.
When I first started reading your columns I was pretty unhappy at work, but it was a good enough job (especially on paper) that I didn't want to jump into the wrong opportunity.
I started a very low-key stealth job search. I updated my LinkedIn profile and I heard from two recruiters right away.
Watch on Forbes:
Just as you predicted, both of them started our phone conversations by asking me "What are you earning now?" I told them I'm looking for a job in the $90,000 range.
One of them pushed gently ("How much is that over where you are now?") but I pushed gently back to say "Based on my research, that's what these jobs pay -- if we agree on that it makes sense to keep talking."
The other recruiter wouldn't take 'no' for an answer. He trotted out all the ridiculous reasons you have mentioned in your columns -- reasons he thought he "had to know" my current and past salaries.
I kept saying "No" and finally he said "We're not a good fit," which was true.
The reasonable recruiter, Jason, got me a great job that I've now worked in for 18 months. Jason and I keep in touch.
We had lunch last week and I asked him if his employer clients are still insisting that Jason get every candidate's salary history.
Jason said "It's about half and half. I've been able to get some of my clients to see the light. I explained to them that the more intrusive my questions are, the less easily I'm going to be able to sell their opportunities to candidates.
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