Question: Recruiters are using high salary expectations to passively remove overqualified candidates, what are your thoughts to that methodology?
Answer: A best practice is for the recruiter/hiring manager to go into salary negotiations prepared with: 1) a salary range, and 2) a table that links pay with different points along the salary range with relevant prior experience, knowledge, skills, and abilities a candidate brings to the table. This makes the decision process clinical and objective. If an overqualified candidate exceeds all requirements but their salary expectations is outside the salary range, then the decision is really up to the candidate whether they want to accept the position given that the salary range cannot be changed.
Question: Any advice on how to respond to hiring managers who say, “They made too much money at their last position?” Give them the OFCCP guidelines on who is an applicant?
Answer: First, it should be noted that it is illegal to inquire about the applicant’s salary history in some states. Providing salary range upfront prevents a lot of problems, including this one. Contractors should not automatically exclude these applicants but instead, let applicants self-select themselves out if they feel the salary range is below their expectations.
Answered by: Dan Kuang, Ph.D.; Vice President – Legal and Audit Support Services at Biddle Consulting Group