Job Interviews: Downplaying a Low Salary History

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Lines useful in sidestepping a salary history so low that interviewers will wonder why — if you're such a standout candidate — you've been so grossly underpaid in the past.

Downplaying a Low Salary History

You know that disclosing an under-market salary history can jeopardize your negotiating power. Try out these scripts to lessen the impact of having worked for too little money:

I'm uncertain how my salary history will help you, because salaries are affected by geography, benefits packages, and company priorities. Maybe I'm wrong, but it seems to me that the going market value for the position will be more useful. According to my research, that's a range of $X to $Y.

A biting-the-bullet answer: My salary history won't bring us to any conclusive figures. I've been working under market value, and that's one more reason I want to make a change. This job seems perfect for me. I wonder whether we could price the position on the basis of its worth to you?

I don't feel comfortable limiting the discussion to my salary history because a large portion of my compensation has been in variable and indirect pay. I've received bonuses regularly based on my performance. What I think you're really asking is how I plan to do the job you need done — can we talk about that?

If we discuss my salary history, can I say up front that I view this position as a new challenge that will require higher performance than my last? I'd like to think I'm worth more to you than to previous employers.

To get the best return on your negotiation when you've been working for less than market value, repeat after me: Focus on my worth, not on my past. Focus on my worth, not on my past. Focus on my worth, not on my past. Get it? Got it? Good!

Considering More Factors That Affect Job Pay

In addition to the timing of the offer, the size of the company influences how high the interviewer will bid for you. Although large companies typically pay more, small companies without formal pay structures are easier to negotiate with than corporate titans.

But even at huge companies where pay scales are cut-and-dried, your potential boss may have the latitude to cut you a better deal. In fact, some interviewers see your negotiation attempts at improving your compensation as a desirable trait " yet another indicator that they've made the right choice. Their reasoning: If you can look after your own best interests, you can look after ours.

Other factors identified by negotiation authority Jack Chapman that influence the size of pay offers include the following:

• Supply and demand: In employee-driven markets, salary offers tend to rise; in employer-driven markets, salary offers don't rise and may even fall.
• Special skills: Skills in short supply may merit premium pay.
• Urgency: A company losing revenue because a job goes unfilled may offer higher pay.
• Recruiting fatigue. A company weary of failure in filling a position may ease salary limits.
• Salary compression: Concern that paying you a higher wage may lead to revolt by current employees can cause a company to stick rigidly to a certain salary.