A Better Way to Approach Salary Discussions

Salary conversations during interviews can influence how candidates perceive your firm and ultimately whether they decide to join your team. For accountancy practices competing for skilled professionals across Surrey, London and the South East, handling these discussions thoughtfully can make a real difference.

Traditionally, many employers asked candidates about their current or most recent salary during interviews. However an increasing number of firms are now reconsidering how salary expectations are discussed during recruitment.

Relying on previous compensation can unintentionally limit open conversations about a candidate’s true market value and may prevent hiring managers from recognising the full breadth of experience a candidate brings to the role.

Below are several reasons why many organisations are moving away from asking about current salary.

Inequity in Prior Roles

A candidate’s current salary does not always reflect their skills, responsibilities or market value. Professionals may have accepted a lower salary due to location, firm size, business circumstances or personal factors at the time.

When salary discussions are anchored to that previous figure, it can unintentionally undervalue the individual’s experience and the contribution they could make in a new role.

Career Break

Parents, carers and professionals returning to the workplace after a career break may have taken roles with lower salaries during certain stages of their careers.

Focusing on their previous pay rather than their current capability risks overlooking the experience, perspective and professional maturity they bring to the workplace today.

Skills vs Pay

In accountancy practice recruitment it is not uncommon to meet candidates whose responsibilities have grown significantly while their salary has not kept pace with market trends.

When hiring decisions are influenced too heavily by historical pay, employers may miss the opportunity to recognise the true value of a candidate’s technical expertise, client exposure and leadership capability.

The Gender Pay Gap

Research consistently shows that women have historically earned less than men in comparable roles. When recruitment decisions are anchored to previous salary, those historic disparities can unintentionally carry into new roles.

A more forward-looking approach to salary expectations helps create a fairer starting point for both candidates and employers.

A More Effective Way to Approach Salary Conversations

Many accountancy practices are now shifting towards more transparent and balanced salary discussions during recruitment. Rather than asking about previous compensation, the focus moves towards salary expectations and the value of the role itself.

Two small adjustments can make a significant difference.

1. Ask about salary expectations

Instead of asking:  “What are you currently earning?”

Consider asking:  “This role is budgeted between £X and £Y. Does that align with what you are looking for?”

This approach creates a more open and respectful discussion while helping both parties determine early on whether expectations are aligned.

2. Include salary ranges in job adverts

Salary transparency is becoming increasingly important for candidates. Clearly stating a salary band in your job adverts allows professionals to quickly assess whether a role fits their expectations.

For hiring managers, this often leads to more productive interviews and reduces the likelihood of late-stage salary misalignment.

Supporting Fair and Effective Hiring

For accountancy practices reviewing their recruitment processes, small changes to how salary discussions are handled can have a meaningful impact on attracting and securing strong candidates.

When conversations focus on the value of the role and the skills a candidate brings, rather than historic pay, firms are better positioned to recognise talent fairly and build stronger teams.

At Fletcher George Recruitment, we regularly support accountancy practices across Surrey, London and the South East with recruitment strategies that reflect both the realities of the market and the expectations of today’s finance professionals.

Frequently Asked Questions About Salary Discussions in Interviews

Should employers ask candidates about their current salary?

Many organisations are moving away from asking about a candidate’s current salary. Previous compensation does not always reflect a person’s skills, responsibilities or market value. Focusing instead on salary expectations and the value of the role often leads to more open and productive conversations during interviews.

Is it better to ask about salary expectations?

Yes. Asking candidates about their salary expectations allows both sides to quickly understand whether the role aligns with their goals. It also avoids anchoring discussions to previous pay levels which may not reflect the candidate’s true value in the market.

Should job adverts include salary ranges?

Including a salary range in job adverts is increasingly considered good practice. Salary transparency helps candidates assess whether the opportunity is suitable for them and can lead to more productive interview conversations. It also reduces the likelihood of misalignment late in the recruitment process.

How do salary discussions influence candidate experience?

The way salary conversations are handled can shape how candidates perceive an organisation. Transparent and respectful discussions help build trust and demonstrate that the employer values fairness and clarity in the recruitment process.

For further advice, please contact the Fletcher George Recruitment team directly.