Inclusive Hiring: Salary Questions to Avoid

As an inclusive recruitment agency, we understand that organisations actively embracing inclusive recruitment processes gain a strategic edge in attracting, hiring, and retaining the best available talent. These firms successfully move beyond asking candidates about their current salary and embrace a more equitable and progressive approach to their interview questions.

There are several reasons why asking about a candidate’s current salary does not embrace inclusivity and we outline some here:

1. Inequity in Prior Roles: People might have accepted lower salaries for various reasons—perhaps due to their location, industry, or personal financial situation at that time. These factors don’t necessarily reflect their true market value or skills.
2. Career Breaks: Parents, carers, and those returning to work after a break might have taken lower-paying jobs during that period. This question overlooks the experience and skills they bring to the table now.
3. Skills vs. Pay: Fixating on current salary can overshadow a candidate’s qualifications and experience. Someone might have gained valuable skills in their current role which have not been reflected in their pay.
4. Gender Pay Gap: Research shows that women often earn less than men in comparable roles. Asking about current salary can perpetuate this gap, carrying over existing disparities.

Embracing an Inclusive Approach

Recruiters must move away from biases related to current or previous compensation to uncover the best talent based on merit and potential.

When it comes to discussing salary, focus on what the candidate expects. This approach is much more effective. Additionally, clearly stating a salary band in your job adverts helps. It allows for flexibility in crafting offers that align with market trends, the candidate’s unique skills, and the specific demands of the role.

By adopting these practices, you champion inclusivity, and fairness, and attract the best talent to your team.