How do you avoid appearing 'difficult' when declining to tell a recruiter your last salary?
新店主问你今朝工资时该怎样答？
Answer by Michael Wolfe, startup founder
迈克尔？沃尔夫的答复，始创公司开创人
People will rarely call you “difficult” because of what you say. It will more typically be because of how you say it. Are you sure you weren't defensive or combative? I hope you didn't say you “can't” reveal your salary. You are only choosing not to. It would have been better to say that you'd prefer not to, explain why, then ask the recruiter to help you work around the problem you perceive it will cause.
人们很少会由于你说了什么而以为你“难相处”，更多时分是由于 你措辞的方法。你肯定没有表示得进攻心太重或太甚好斗？我愿望 你没有说你“不克不及”泄漏之前的薪酬。你如许说只是选择了避而不 谈。更好的做法，是说你更愿望不说出之前的工资，然后说明一下 缘由，并恳求猎头帮助处理你以为说出来能够招致的成绩。
Have an honest and frank discussion. You could have been very specific about the salary range you are targeting, then engage the recruiter to help you get it （remember the more you get paid, the more they get paid, if they are contingent）。
与对方坦诚地评论辩论一下这个成绩。你对目的薪酬应当有十分明白的 请求，无妨请猎头帮你完成目的（记住，假如对方是胜利后付费的猎头公司，你失掉的薪酬越高，他们便能赚得更多。）
Also, remember that most recruiters （especially contingent） are hired guns: they don't represent the company well or have deep roots in the company. The hiring manager may not even know or like the recruiter, and the recruiter may be representing multiple companies at once. Don't worry that you've burned bridges unless the recruiter is in house and seems to have a relationship with the hiring manager. Be professional and get her on your side, but don't worry too much about her.
此外，要记住大多半猎头（特别是后付费的猎头公司）都是用人单 位外聘的专业人士：他们不克不及充沛代表用人单元，在用人单元外部 也没有深层的关系。雇用司理能够乃至都不晓得或许不爱好猎头， 而猎头也能够同时期表了很多家公司。所以，别担忧会断了本人的 后路，除非雇用人员来自用人单元外部，而且与雇用司理有关系。 要表示的足够专业，而且让她站到你这一边，但不要由于她而太甚 担忧。
I also have to say that using terminology like “play ball ” and “team player” makes me wonder how professional this recruiter is and whether she has much respect from the companies she works for. There are many good recruiters, and a qualified candidate has many options. If you are not comfortable with her, then jump.
还需求阐明的一点是，运用“协作”和“具有团队肉体的人”等术 语，让我对这位猎头的专业程度表现质疑，我疑心她能否取得了自 己效劳的用人单元的足够尊敬。好的猎头有许多，而前提优胜的求 职者也会有很多选择。假如她让你觉得不舒适，那就跳过她持续寻 找。
Answer by Mary Carello, recruiter for Silicon Valley-based firm
玛丽？卡瑞罗的答复，硅谷公司雇用人员
When it comes to the topic of compensation, I can give you one rule: clear and simple. The less energy （and amount of words） devoted to talking about money, the better.
在议论薪酬话题时，你只需求遵照一条准绳：简练清楚明了。花在议论 金钱上的精神（和话语）越少越好。
I've had this conversation with hundreds （if not thousands） of people. The people who walked away with the biggest salaries and stayed in the most positive light did this:
我已经跟成百上千的人停止过相似对话。那些失掉丰富薪酬、表示 最为抢眼的人是这么做的：
Never actually told me their salary. They let me know they did their research about the position and said what their expectations were for it, and left the door cracked open if the available salary was not in line with their numbers. An example: “My expectation is that this position will be paying around X amount, which, from my research, seems to be in line with industry standards for the role and is very close to my compensation now. If this is outside of what you or your client were thinking, I'm happy to have a conversation about it and regroup if it's a good opportunity.”
历来不泄漏他们的薪酬。他们让我晓得，他们对这个职位做过查询拜访 ，通知我他们对这个任务的预期，假如公司给出的薪酬与他们的目 标不符，他们也会留下一丝余地。例如：“我希冀这个职位能给我 的薪酬是X，依据我的查询拜访，这个金额也契合行业规范，而且十分 接近我今朝的薪酬。假如这超越了你或你的客户的预期，我很情愿 人人坐下来谈谈这个成绩；假如时机的确不错，我情愿从新调剂工 资预期。”
Never said anything about their “target salary.” For some reason, it comes across as suspicious. It can be a giveaway that your pay now is far different than the number you just mentioned.
没有说任何与“目的薪酬”有关的话。因为某些缘由，这会让人产 生疑心。这能够表露出，你如今的工资与你提到的金额相差宏大。
Never got into conversation about how/why they were underpaid if indeed they felt they were. This is like going down a rabbit hole; you're bound to say something that comes off negatively. Less is more. Try not to open Pandora's box – nobody needs to know you are underpaid or how undervalued you are or that your company is in financial trouble and recently asked you to take a pay cut. In fact, that's often private information, which if you read your employment agreement documents, can violate non-disclosure agreements you signed when you accepted your job.
他们历来不谈判论本人若何和为什么薪酬过低，即使这是他们的真 实感触感染。这就像失落进兔子洞一样；你必定会说出一些负面的话。少 等于多。万万不要翻开潘多拉魔盒——没有人想要晓得你的薪酬过 低，或许你被低估了，或许你的公司正面对经济艰苦，比来请求你 承受降薪。现实上，这些平日都是私密信息，假如你仔细读过雇佣 协定的话，你会发现，说这些话能够违背了你在入职时签订的失密 协定。
That brings me to the last point: It can be acceptable to say that you are unable to reveal salary information due to privacy agreements you signed with your company. If you 're really backed up against the fence, you can revert to this but only if you can do so tactfully. As Michael Wolfe mentioned above, it isn't what you say, it is how you say it. An example of what I wouldn't mind hearing: “I'd like to partner with you to explore this opportunity, but as it relates to salary, I'm a little limited with what I can share due to the non-disclosure agreements I signed when I first joined my company. The payment and bonus structures at my company is considered by them to be private/inside information, and they have asked us to keep that confidential. I know that can be a bit difficult on your side, so the total number that I would be expecting is X amount. If that's not possible for your client, we can have a conversation about what they were thinking, but that's close to what I make now and what I would consider for the new position. Just let me know if that is not possible.”
这就是我要说的最初一点：假如你说由于与公司签订了失密协定， 不克不及透漏工资信息，这是可以承受的。被逼无法的时分，你可以说 出这层次由，但要考究战略。正如迈克尔？沃尔夫在后面所说的那 样，症结不在于你说什么，而在于你措辞的方法。例如，我不介怀 听到求职者如许说：“我愿望能与你一同抓住此次时机，但在薪酬 方面，我能分享的信息无限，由于我在参加这家公司的时分，签订 过失密协定。薪酬与奖金构造被公司视为公有/外部信息，公司要 求我们对此失密。我晓得这会给你形成必定的艰苦，所以我所等待 的薪资是X。假如你的客户无法承受如许的前提，我们可以谈谈他 们的预期，但我提出的希冀薪资接近我今朝的工资程度，并且我认 为这是新职位应当到达的薪资程度。假如你的客户不克不及承受，请告 诉我。”
On a positive note, it sounds like the recruiter you are working with is a permanent placement recruiter – she will get paid more if you get paid more, so it's in both of your interests to get a good salary you are happy with.
积极的一面是，与你协作的猎头似乎是临时雇员雇用猎头，你失掉 的薪酬越高，她赚得也就越多，所以，让你失掉一个称心的薪酬， 契合你们的配合好处。
Answer by Rob McClinton, executive manager
罗伯？麦克克林顿的答复，总司理
I've been on both sides of this question as a candidate and a hiring manager.
无论是作为求职者照样雇用司理，我都曾碰到过这个成绩。
As a candidate, I answer with my target compensation by saying “My total target comp is X amount. If I'm pressed for the exact amount for my current position, I'll answer with the knowledge that if I'm having the compensation conversation later things have obviously gone well. I can address any discrepancies between my target and their offer with a discussion of my value and ability to address their needs.
作为求职者，在答复目的薪资成绩时，我会如许说：”我的总体目 标薪酬是X。“假如对方诘问我今朝任务的详细薪酬，我会依据经 验如许答复，假如稍后议论薪酬成绩，工作会更顺遂。我可以经过 通知对方我的价值和知足公司需求的才能，来处理目的薪酬与公司 开出的前提之间的差距。
As a hiring manager I accept the total target comp answer without challenge. I respect if a candidate knows their number and can speak to what they're seeking. I know there is padding and I know what I'm willing to pay. If we want to make it work, we'll get there.
作为雇用司理，我会毫不质疑地承受求职者给出的总体目的薪酬答 案。假如求职者晓得他们的目的薪酬，而且给出了充沛的来由，我 就会尊敬他们的答复。我晓得个中一定有虚高的成分，我也晓得我 情愿领取的薪酬。只需单方有意杀青分歧，就可以杀青买卖。
All of that said, I would coach any of my mentees to proceed with caution with any organization that places their value below their cost.
固然说了这么多，但我会通知我指点的学员，假如有公司有意低估 他们的价值，对如许的公司必定要慎重选择。
Answer by Erin Wilson, recruiter
艾琳？威尔森的答复，猎头
As a recruiter, I ask every one of my candidates what their current compensation package includes. We cover exact base salary, benefit coverage, benefit contribution, bonus structure vs. actual bonus paid, vacation days, 401 K （matching or not and what level contribution, matching）， whether or not you are able to work from home, and last but not least any other soft perks like free meals, onsite massages, commuter program, etc.
作为猎头，我会讯问每一位求职者今朝的薪资待遇包含哪些内容。 我们会讯问详细的根本工资、福利规模、福利供款、奖金构造与年 终奖金、假期、401K方案（能否为对等缴费，假如是对等缴费，缴 费比例是若干），你可否在家办公，最初但异样主要的是其他软福 利，例如收费用餐、办公室按摩、通勤方案等。
I feel it is important to have this information for a couple reasons. One, I hold myself accountable to knowing my candidates and truly understanding their current situation, as well as their current objective. As recruiters we understand everyone would like a raise when switching jobs, and as Michael Wolfe put it, the more you make the more we make as contingent recruiters. That said, each time I discuss compensation it is a new conversation including that company's budget, the business need, candidate's current salary, candidate's salary expectation, the value a candidate proposes by joining the team, and how well the interviews themselves go.
我以为理解这些信息十分主要，有两个缘由。起首，我有义务理解 我的求职者，真实理解他们的近况，以及他们以后的目的。作为猎头，我们清晰一切人在跳槽的时分都愿望进步薪资，而正如迈克尔 ?沃尔夫所说，求职者失掉的薪酬越多，作为胜利后付费的猎头公司，我们赚得也就越多。虽然如斯，每次薪酬评论辩论都是一次全新的 对话，个中包含公司的预算、营业需求、求职者今朝的工资、求职 者的预期薪酬、求职者参加团队可以带来的价值，以及面试的停顿 状况。
I've rarely had a candidate elect not to give me that information, as they understand it is to help them in the end. In very rare instances, I felt a grand sense of reluctance and in those cases I did the best to explain why it would limit my ability to represent them. At the end of the day, it is your job search and you should feel as comfortable as possible in what can already prove to be a frustrating, irrational, unfair, process.
我很少碰到回绝向我供给信息的求职者，由于他们清晰，这最终对 他们无益。偶然会有求职者表示出一丝犹疑。在这种状况下，我会 尽量向对方说明，不理解这些信息，将会限制我代表他们的才能。 归根结底是你在找任务，固然求职进程会令人懊丧、不合理、不公 平，但你也应当尽能够让本人舒适一点。
Hiring managers are bombarded with phone calls all day long. Not just from recruiters, but every possible sales call, vendor and service provider you can think of. It is up to the individual calling to quickly showcase skills, add value and build credibility. If I do not know exact data points on my candidates, someone I've met face to face with and say I am representing, that is embarrassing. Instead, with the knowledge we can be confident, fact- based, logical solution providers for candidates and clients alike, and come from a position of strength.
雇用司理天天要接有数的德律风。既有来自猎头的德律风，也有倾销电 话、供给商和效劳供给商的德律风等等。这种德律风沟通能敏捷展现求 职者技艺，添加求职者团体价值，并树立信用。假如我与求职者见 过面，对方也表现让我作为其代表，但我却不晓得求职者的精确数 据，这会令人觉得困顿。相反，假如理解了相干的信息，我们便能 十分自负地为求职者和客户供给基于现实的、契合逻辑的处理计划 ，从强无力的立场动身介入到求职进程傍边。
Lastly, if the way that situation was handled was to tell you ”you're being difficult“ or I need that to ”play ball“ then I'd say the recruiter has some work to do. It is our job as recruiters to be the best communicator in the hiring process. There is a necessity to articulate our thoughts, and reasoning, to candidates and clients alike on behalf of another human being.
最初，假如猎头处置这种状况的办法，是对你说”你很难相处“或 者，我需求”协作“，那我以为这位猎头生怕不太及格。猎头的工 作就是做雇用进程中的最佳沟通者。我们必需代表求职者和客户向 对方明白表达我们的设法主意和来由。
General rule with recruiters: If the recruiter cannot provide you with logic-based reasons on why they need a piece of information, it is probably not in your best interest to disclose it.
凑合猎头的根本规矩：假如猎头需求某条信息，却无法为你供给合 乎逻辑的来由，那么对你来说，披露这条信息或许不是最有利的做 法。
