- Parent Category: Countries
- Created on Wednesday, 08 September 2010 08:43
- Published Date
If you have been a keen job seeker you will notice that more and more Kenyan companies now require you send prior and expected salary with your job application.Even credible recruitment firms are at it. So it was no surprise when Grace sent us this email:
I am in the process of looking for a new job. One of the things I frequently see in various advertisements is a request for salary history. I am hesitant to give out my salary history because I am looking for an increase in salary. Also, I am not sure how to include salary history. If I provide a prospective employer with this info, do I include it on my CV or in the cover letter?
You’ve brought up one of the more serious flaws in the Kenyan employment System.
Employers have no business asking for your salary history. It’s confidential. It has nothing to do with hiring you. Imagine what they’d say if you asked to see the history of salaries they’ve paid for this job over the past ten years. Or, if you were to ask the manager what his current salary is. Sorry, Mr. Manager, but what’s good for the goose is good for the gander.
The excuse employers make is that your past salary helps them determine your experience level, it pegs your value, and it helps them establish a new salary for you.
Hogwash. By that logic, they don’t need to interview you. All they need is your salary history and you’re off to the races. By using the figures other employers have used, they’ll know what their job is worth and what you are worth. And they’ll win the lottery, too.Salary is a judgment of value. It’s incumbent on an employer to figure out what the job he wants done is worth, quite apart from who you are, what you’ve done, or what you’ve been paid before. In the interview, the employer factors in his judgment of how you would contribute to the success of that job.
That’s how an offer should be derived. It shouldn’t matter what you were making at your last job.
Bottom line: when you divulge your salary history, you put yourself in a corner that’s very difficult to negotiate your way out of.
Here are my suggestions about how to deal with the “salary history” problem.
If you must fill out a form, list your salary as CONFIDENTIAL, to be discussed only with the human resource manager. (Alternately, cross out the “salary history” title on the form and replace it with “required salary range”.) If a company insists on your salary history to determine where you’ll fit, they should divulge your boss’s salary so you’ll know where you might “fit” in the future. (Funny how this logic works once you think about it.)
And as for where to write salary exception, it should be strictly on the cover letter.
Any company that rejects a good candidate because he or she refuses to divulge salary history isn’t a very smart company, and certainly not a competitive one.
You will clearly need to make a judgment about each situation as it arises. This need not be an adversarial approach: you’ll find that many managers will respect your position if you present it candidly, then immediately turn the discussion to how you can help the company be more successful and profitable.
Making an issue of salary history does not require being rude or presumptuous. It requires that you be polite and firm.
But, don’t be afraid to make an issue of it if it’s important to you. It may cost you some opportunities, but you’ve got to draw a line for yourself.
This article is taken from www.careerpointkenya.com
We have 11 guests and no members online