Where bans on salary history inquiries do not exist, what is advised as a strong alternative to handing over a pay stub?
Answer
Stating a desired salary range that aligns with market data for the new position
Career experts advise pivoting the conversation back to the candidate's expectations for the new role, often by stating a desired salary range that reflects market data for the position being applied for.
Related Questions
What is the primary aim of legislative actions that enact salary history bans?If an employer is located in a jurisdiction that prohibits asking about salary history, what generally can they not require regarding verification?Which common type of proof requested by employers shows current gross salary, deductions, and the pay period?What is one primary motivation for employers to push for verification of salary figures provided by candidates?Where bans on salary history inquiries do not exist, what is advised as a strong alternative to handing over a pay stub?Which federal act governs background checks that an employer might use to verify employment details, including potentially salary history?When interviewing for a remote position, which location's laws should a candidate research regarding salary history inquiries?What specific type of traditional documentation might a highly paid consultant lack that accurately reflects their market value?What actionable tip is suggested for candidates to proactively justify their desired salary before proof is requested?If asked for proof where salary inquiries are legally permitted, what is a strong counter-move to redirect the negotiation focus?If a candidate willingly provides a pay stub, what sensitive data exceeding basic compensation might they be revealing?