We think one of the most outdated questions still asked by Hiring Managers is, ‘What did you earn in your last role?’
It might seem like a practical starting point, especially when every vacancy has a budget, but in reality, that question tells you very little about what someone can deliver today and into the future.
Past salary isn’t a true measure of value. Relying on someone’s previous pay bracket assumes it was fair, accurate and a reflection of their actual impact – but that’s rarely the full story. You see:
- Some candidates were underpaid
- Some overpaid
- Some weren’t in roles that made the most of their expertise
So, if you’re basing your offer (or your decision to interview) on a salary figure, you’re working with unreliable data.
The numbers say it all, as according to Glassdoor, 17% of professionals in 2024 who changed jobs took a pay cut, (which is a percentage that has risen for the third year in a row). Why? Because people move for more than just money. They’re seeking better leadership, flexibility, location, career growth, respect or a healthier company culture.
Salary history really doesn’t tell you much about someone’s motivation or potential, so instead, shouldn’t value shape the offer?
It works both ways…Imagine a candidate currently earning £45k applies for your vacancy, offering £85k. You hesitate over the REJECT button because that’s a big jump.
But instead of asking, ‘Why do they want £85k when clearly they’re not earning anything like that’ consider instead, ‘What value will they add for the extra £40k?’ You see, if they can quickly solve £1M worth of potential problems, build a pipeline, retain a team, or unlock new name business, isn’t that extra £40k an investment?
On the flip side, rejecting someone earning £200k because your top budget is half that, might mean passing on a candidate who is willing to trade salary for stability, culture or work-life balance.
But remember, today’s candidates want clarity and transparency. In fact, you only have to open LinkedIn to see people are more likely to apply when salary ranges are listed on the job ads. Being open and competitive on pay doesn’t just make the hiring process easier, it strengthens your reputation and shortens your time-to-hire.
So, stop asking what someone used to earn and start thinking about what they’re worth now to the business, and discuss a salary that compensates them for their future impact, not their history.
#hellopimento
