Most recruiters will have several set questions they ask all candidates as part of their screening process whether it’s during an interview or part of the application process. One of those standard questions is often about current salary or previous salary…
So Why Should You Stop?
We’ve been compiling a list to help employers reduce their gender pay gap and we’ve picked up on one of the potential causes for the gender pay gap, is women being offered salaries for new jobs closely aligned to their previous roles.
What’s The Problem?
Women (and men) who were undervalued by their previous employer will be at a disadvantage. As a result, their new employer will be inheriting potential gender pay gap issues into their business by determining new starters salaries based on previous earnings. And as a recruiter, collecting and sharing this information with your clients you are encouraging these behaviours.
So, What Should You Do?
DON’T – Don’t discuss current / previous salary rates
DO – Discuss expectations
DO – Educate your clients to stop asking details around previous salary.
We’d love to hear more about your policies you are using to reduce the gender pay gap.
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