Solution: As in a face-to-face interview, your strategy is to convince the interviewer that salary will not be an issue. Possible responses include:

• "I'm sure you pay fair salaries, don't you?" (They say, "Of course"). "Then, I'm sure it won't be an issue if you decide I'm the best candidate."

• "I'd like to fit into your salary structure. I'm sure you've got a range in mind."

• "That depends on the responsibilities. Can we talk about the job?"

• If the interviewer is persistent, you might say, "I'm very uncomfortabl
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  Applicant Screening

  The applicant screening process can be exhausting as you try to out maneuver or avoid the notorious question "What are your salary requirements? As a past recruiter I can say that I didn't even enjoy the applicant screening process when I had to conduct them by phone. Here are three common ways companies use to screen out applicants.....

  • Applicant Screening tactic #1: Scheduled interview/completion of application
  • Applicant Screening tactic #2: Phone interview
  • Applicant Screening tactic #3: Online company website application
  Recently, many job hunters have complained about being screened out of contention for jobs because they're "overqualified." Within the applicant screening process, talking about salary too early may lead the boss to decide that: a) He/she can underpay you; or b) You aren't as qualified as the smooth-talking, but much less qualified, candidate who inexplicably earns $15,000 more than you; or c) You are too expensive, and not worth an interview.

  This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.

  1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.

  Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words, "Will gladly discuss salary in an interview."

  If you are responding to an ad, write in your cover letter, "I am making a competitive salary for a (title) with (number) years experience, and I will be happy to discuss salary in an interview."

  Perhaps some employers will follow through on their threat. However, most employers are interested in finding good talent to solve their problems--with or without a salary history. I think it's far better to not disclose than to risk being screened out or boxed in to a low salary by including your salary history or salary expectations.

  2) TELEPHONE SCREENINGS The second applicant screening tactic is also not new, but is more common. Employers screen candidates by phone before agreeing to a face-to-face interview. Often, this screening includes questions about past salary or current requirements.

  Solution: As in a face-to-face interview, your strategy is to convince the interviewer that salary will not be an issue. Possible responses include:

  • "I'm sure you pay fair salaries, don't you?" (They say, "Of course"). "Then, I'm sure it won't be an issue if you decide I'm the best candidate."
  • "I'd like to fit into your salary structure. I'm sure you've got a range in mind."
  • "That depends on the responsibilities. Can we talk about the job?"
  • If the interviewer is persistent, you might say, "I'm very uncomfortable
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  Recently, many job hunters have complained about being screened out of contention for jobs because they're "overqualified." Within the applicant screening process, talking about salary too early may lead the boss to decide that: a) He/she can underpay you; or b) You aren't as qualified as the smooth-talking, but much less qualified, candidate who inexplicably earns $15,000 more than you; or c) You are too expensive, and not worth an interview.

  This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.

  1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.

  Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words, "Will gladly discuss salary in an interview."

  If you are responding to an ad, write in your cover letter, "I am making a competitive salary for a (title) with (number) years experience, and I will be happy to discuss salary in an interview."

  Perhaps some employers will follow through on their threat. However, most employers are interested in finding good talent to solve their problems--with or without a salary history. I think it's far better to not disclose than to risk being screened out or boxed in to a low salary by including your salary history or salary expectations.

  2) TELEPHONE SCREENINGS The second applicant screening tactic is also not new, but is more common. Employers screen candidates by phone before agreeing to a face-to-face interview. Often, this screening includes questions about past salary or current requirements.

  Solution: As in a face-to-face interview, your strategy is to convince the interviewer that salary will not be an issue. Possible responses include:

  • "I'm sure you pay fair salaries, don't you?" (They say, "Of course"). "Then, I'm sure it won't be an issue if you decide I'm the best candidate."
  • "I'd like to fit into your salary structure. I'm sure you've got a range in mind."
  • "That depends on the responsibilities. Can we talk about the job?"
  • If the interviewer is persistent, you might say, "I'm very uncomfortabl
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    strong> This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.

    Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words, "Will gladly discuss salary in an interview."

    If you are responding to an ad, write in your cover letter, "I am making a competitive salary for a (title) with (number) years experience, and I will be happy to discuss salary in an interview."

    Perhaps some employers will follow through on their threat. However, most employers are interested in finding good talent to solve their problems--with or without a salary history. I think it's far better to not disclose than to risk being screened out or boxed in to a low salary by including your salary history or salary expectations.

    2) TELEPHONE SCREENINGS The second applicant screening tactic is also not new, but is more common. Employers screen candidates by phone before agreeing to a face-to-face interview. Often, this screening includes questions about past salary or current requirements.

    Solution: As in a face-to-face interview, your strategy is to convince the interviewer that salary will not be an issue. Possible responses include:

    • "I'm sure you pay fair salaries, don't you?" (They say, "Of course"). "Then, I'm sure it won't be an issue if you decide I'm the best candidate."
    • "I'd like to fit into your salary structure. I'm sure you've got a range in mind."
    • "That depends on the responsibilities. Can we talk about the job?"
    • If the interviewer is persistent, you might say, "I'm very uncomfortabl
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      ars experience, and I will be happy to discuss salary in an interview."

      Perhaps some employers will follow through on their threat. However, most employers are interested in finding good talent to solve their problems--with or without a salary history. I think it's far better to not disclose than to risk being screened out or boxed in to a low salary by including your salary history or salary expectations.

      2) TELEPHONE SCREENINGS The second applicant screening tactic is also not new, but is more common. Employers screen candidates by phone before agreeing to a face-to-face interview. Often, this screening includes questions about past salary or current requirements.

      Solution: As in a face-to-face interview, your strategy is to convince the interviewer that salary will not be an issue. Possible responses include:

      • "I'm sure you pay fair salaries, don't you?" (They say, "Of course"). "Then, I'm sure it won't be an issue if you decide I'm the best candidate."
      • "I'd like to fit into your salary structure. I'm sure you've got a range in mind."
      • "That depends on the responsibilities. Can we talk about the job?"
      • If the interviewer is persistent, you might say, "I'm very uncomfortabl
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        des questions about past salary or current requirements.

        Solution: As in a face-to-face interview, your strategy is to convince the interviewer that salary will not be an issue. Possible responses include:

        • "I'm sure you pay fair salaries, don't you?" (They say, "Of course"). "Then, I'm sure it won't be an issue if you decide I'm the best candidate."
        • "I'd like to fit into your salary structure. I'm sure you've got a range in mind."
        • "That depends on the responsibilities. Can we talk about the job?"
        • If the interviewer is persistent, you might say, "I'm very uncomfortable talking about money at this point, since I don't want to get screened out because I was making too much or too little. Can we talk about the position?" If the interviewer still persists, you might say, "Could you give me the range you have in mind? I'll tell you if you're in the right ballpark."
        3) COMPANY WEBSITES FORCE SALARY DISCLOSURE The third applicant screening tactic, which is relatively new, is company web sites with online job applications that require past or desired salary. Without that information, applicants cannot complete the application. Solution: Give a salary range that you feel will not get you screened out for the position. Negotiate for what you are worth later. This carries some danger of being boxed into a low salary, but good negotiations can compensate for any damage done. Unfortunately, the alternative is to not complete the application.

        Many people believe that you're either born with negotiation skills or you're not. I hope this small illustration demonstrates that you can learn and improve your past performance, and will spur you to learn more about how to be effective. If you wish to see more on this subject, visit activ8 at http://www.activ8careers.com.