每日英語跟讀 Ep.K315: What Do You Think You Should Be Paid?
When she started her career in tech more than a decade ago, Shanae Chapman soon grew comfortable answering traditional interview questions: greatest strengths (time management, attention to detail), weaknesses (prioritization). “Tell me about yourself” was kind of tricky, at first. No one in her family had ever held a corporate job before, and the question is actually weird. What exactly did the interviewer want to know? She figured it out quickly enough.
Still, one question kept derailing her job search: What are you currently making? Chapman was earning about $25,000 a year working a desk job at a university in Boston while she was in graduate school. She hoped to double that figure by moving into a new industry. But when she told recruiters her salary, lo and behold they would tell her that’s how much they were offering, too.
A trap. “Why would I want to go to another job and make the same salary?” said Chapman, now 34 years old and a senior user experience researcher and designer in St. Louis. She stopped answering the question, instead telling recruiters her target salary. The strategy worked. She landed a role at IBM that paid $50,000 to $60,000.
Searching for a new job this past year during a booming job market, now with years of experience at large companies like IBM and Boeing and at startups, Chapman had a vastly different experience. Now employers aren’t asking for her current salary. They’re asking for her salary requirements: What does she want to make?
“And honestly, if they didn’t ask — I would ask them,” Chapman said. If they don’t answer, she sees it as a red flag.
The salary question has emerged as the thorniest piece of the hiring process, according to job seekers, recruiters and negotiation experts. The question itself is seen by some as progress — asking a requirement is better than asking salary history, and 16 states, including Massachusetts, New York and California, have completely banned asking job candidates their pay history — but it is still full of pitfalls.
根據求職者，招聘人員和談判專家的說法，工資問題已成為招聘過程中最棘手的部分。這個問題本身被一些人視為進步——提出要求比詢問工資歷史要好，包括馬薩諸塞州、紐約州和加利福尼亞州在內的16個州已經完全禁止向求職者詢問他們的薪酬歷史——但它仍然充滿了陷阱。Source article: https://udn.com/news/story/6904/6068851