When did it become common practice to provide salary requirements/history on resumes? I have seen numerous job postings with a statement such as this:

Only resumes with salary history will be considered

It has always been my experience that salary requirements are discussed in the interview setting as both parties should have reasonably close expectations of what the salary should be (if they did a little research) there should be no reason for it to be on a resume. Am I missing something, is it really considered common practice to supply salary requirements/history with your initial application/resume....even before discussing the job requirements and expectations in a face to face setting?

When did it become common practice to provide salary requirements/history on resumes? I have seen numerous job postings with a statement such as this:

Only resumes with salary history will be considered

It has always been my experience that salary requirements are discussed in the interview setting as both parties should have reasonably close expectations of what the salary should be (if they did a little research) there should be no reason for it to be on a resume. Am I missing something, is it really considered common practice to supply salary requirements/history with your initial application/resume....even before discussing the job requirements and expectations in a face to face setting?


If it's actually true that some gatekeeper or other drone will reject obviously qualified candidates due to lack of salary information in the initial contact, you probably wouldn't want to work for that company. They've demonstrated willingness to shoot themselves in the foot.
I have had positive responses to my submitted résumés when the job solicitation indicated that salary information was required and I didn't submit it, and when a college degree was listed as a requirement (I don't have one).

I've seen that many times over the years. I don't think it's anything new.
The first thing recruiters tend to ask is "How much are you making now?"

I never submit salary history on an initial submission to a company or a recruiter. If they're demanding about it I say "Never mind, thanks for your time" and walk away.
I might put my minimum requirement in a cover letter if it's required as part of the submission.

I would never actually put salary figures on my resume. As I see it the only time you should put a $ figure on a resume is how much you made the company, how much you saved the company, or as a gage to how big a budget you may have handled.

I'm with Scott here. Even though they request it, I have never sent it with a resume. If they are interested, they will still contact you. The only thing that could affect it, but during the initial stage, would be relocation offered. But that still shouldn't stop the first telephone interview.

Yeah, I have seen it in the past so I know it's not new, however it seems much much more common lately. Personally I would never send salary requirements or history in with a resume....that being said, I've submitted my resume in application twice in the past two months and twice I've been contacted by a HR rep asking "what's your salary requirements?", not a phone interview mind you, just that one question. Which leads me to believe these gate keepers are sorting resumes by salary expectations rather than qualifications. Granted you can respond with a wide range, i.e. "between x and y dependent on the job requirements, etc..." but it just comes off as the company is interviewing only for "cheap and qualified"....I hope this isn't the industry trend in hiring processes...

There are so many factors affecting your remuneration, such as bonuses, stock options, health plans ...

If the company has not given hard facts on these, how could you say how much you want on top of those.

However, if you need to beat the competition with price, then by all means do that. It might work ... if they are out for a cheap solution. All depends on your situation.

When did it become common practice to provide salary requirements/history on resumes? I have seen numerous job postings with a statement such as this:

Only resumes with salary history will be considered

It has always been my experience that salary requirements are discussed in the interview setting as both parties should have reasonably close expectations of what the salary should be (if they did a little research) there should be no reason for it to be on a resume. Am I missing something, is it really considered common practice to supply salary requirements/history with your initial application/resume....even before discussing the job requirements and expectations in a face to face setting?The direct answer to your question is, "It became common practice as soon as the job market got tight. Employers have a nasty habit of exploiting employees regardless of how much lip service they pay to 'Our employees are our most important asset!' As I have been monitoring job listings, browsing HR websites, and talking to individuals, I notice a definite trend toward treating current employees and candidates alike as commodities for which the bosses will connive and struggle to buy as cheaply as they can."

Commentary:
Frankly, it's a low blow to a candidate when the employer establishes such a rule as one of the knockout points for gatekeepers as they scan applications. Worse is the use to which the information will be put. Folks with good credentials, but low salaries will continue to be exploited by being underpaid if they are hired. Folks with good credentials and high salaries will be low-balled with offers at lower salaries because short-sighted employers will figure they are buying high-value talent at fire sale prices, not looking to the future when the dissatisfied, underpaid guy will give only part-time effort to the job while he continues to look for higher paid employment.

You will get lots of suggestions about circumventing the request if you want to continue applying to such a jerk outfit. Read them over and pick one you like. Above all, do not lie by stating a higher salary than you actually received.

From my point of view:
I would never respond to a blind ad that asked this question (with or without an answer to the question.)
If the company is known, do an end run by making an application (without salary info) directly to a department head (whom you research in advance), NEVER mentioning the existence of the offensive ad. I mean NEVER - not in interviews; not in casual conversation.

I've submitted my resume in application twice in the past two months and twice I've been contacted by a HR rep asking "what's your salary requirements?", not a phone interview mind you, just that one question. Which leads me to believe these gate keepers are sorting resumes by salary expectations rather than qualifications. Granted you can respond with a wide range, i.e. "between x and y dependent on the job requirements, etc..." but it just comes off as the company is interviewing only for "cheap and qualified"....I hope this isn't the industry trend in hiring processes...


When that question is asked (emphasis added in bold) I simply respond to it by saying "negotiable."

(emphasis added in italics) I still answer one of two ways: I was making xxxx plus bonus etc. at my last or current position or, it is still negotiable.

I've never sent in salary requirements with a resume and I will not send in salary history as I think that is totally irrelevent to the discussion that should take place, "How I can bring value to the organization."

If a company wants the lowest paid employee, I say let them have them and they can reap the results of that decision. A few of the factors I have seen though with the job market is that job hunters may not be willing to be relocate, and even few are willing to commute due to fuel costs. I still think there are a lot of jobs available for the taking, but people are needing to be a little more creative in finding them. Sites like Monster.com seem to be pretty much useless anymore. Network...Network...Network!

I still feel the trick is to work with and really get to know a small core of recruiters throughout your career, versus relying on a job board like Monster. They end up being your eyes and ears in the marketplace, and can even assist with keeping you up to date on what skills are being favored.

You can even utilize some of paid job boards like The Ladders and Execunet for free. You can post your information, your just not able to search and initiate contact, but the recruiters can search and contact you.

Wayne

When that question is asked (emphasis added in bold) I simply respond to it by saying "negotiable."

(emphasis added in italics) I still answer one of two ways: I was making xxxx plus bonus etc. at my last or current position or, it is still negotiable.

I've used that technique rather than pull a "requirement" number out of my arse.
Seems to satisfy most of the people I've dealth with.

When that question is asked (emphasis added in bold) I simply respond to it by saying "negotiable."


I prefer to say something like "I'll be happy to discuss compensation during the personal interview." Note the deliberate use of the definite article "the."

I prefer to say something like "I'll be happy to discuss compensation during the personal interview." Note the deliberate use of the definite article "the."

That works to.

How about the opposite?
When current salary info is provided, and ignored.

True Story:

A few years ago I was looking for a new position. Saw one on a well-known company's web site I liked and went through their web based application process. One of the questions was current salary.

The job description looked like the BOK for CQE, CRE, CQM and CSSBB all in one. It was intriguing.

Got a phone interview with the hiring manager. Questioned the manager about the requirements. She said she knew it was too broad, but was ALL the things she knew were needed. She was new to the job. We then discussed the immediate, pressing issue that was very familiar. (Subsidiary plant made parts. All to spec. Shipped. Home plant inspected. Found out of spec. Back and forth home to subsidiary arguing on specification/measurement etc.).

Got in plant interview for a day. Was only 100 miles or so away so I drove. Met hiring manager, several other department heads, plant manager and ended with HR manager. He said they were early in process and had several weeks of other interviews scheduled.

Went home. Submitted hard copy application, resume, and expense report for mileage on their forms. Etc

A few weeks went by. Believed that maybe they weren't as interested as I had thought and one of the other interviews was better fit.

Got call from hiring manager. She had selected me. She needed to pass that on to HR department. Asked my current salary. I told her and was stunned to find that her top of range was 15K less than my current. Could not take that big a cut. She said she would try to revalue the job with HR. It really was low balled for what was expected. I told her let me know but in my experience that would not happen. Never heard from them again.

I blame the whole fiasco on their HR department. They did not post the salary range, so I just assumed that my current I had provided was at least a reasonable match.

After 5 years or so I can laugh about it. :biglaugh:

But the *%^()s never did pay my 62.50 gas expense! :mad:

truth is, from an agency recruiter's personal view - HR or whoever is posting the requirement is just lazy. Speaking with candidates is very important in order to qualitatively assess people's skills and see if it is a true reflection of their current and past salary.

I would write Negotiable in any field that asks, I mean everything is negotiable - what kinds of benefits do they have, vacations, remote work, travel, medical, dental, 401K, stock, bonus - its a package and a variable. A simple number is not gonna cut it.

I do ask what a candidate is currently earning and their expectations, but I also go into their daily responsibilities, strengths, job progression and ultimately what is the next step for them. Compensation is a valid question. But asking someone through a posting before you even speak to them is ludicrous. Why would anyone trust someone with any personal information without prior contact. In my view the person is lazy screening people with a simple number.

My requirements when I was a candidate were not that simple, are yours? :cool: