A salary history is a record of an employee's past wages and salaries. Employers often request a salary history from candidates during the job application process, as it can give them an idea of how much an individual has been paid in the past and what they may be expecting to earn in the future. Some employers also use salary history information to determine an appropriate salary for a new employee.
When negotiating salary history, it is important to remember that you are worth what you are worth. You should never sell yourself short, and you should always negotiate for the best possible deal. You should also remember that the company you are negotiating with is likely to have a set range in mind for the position you are interviewing for.
When negotiating salary history, you should always be prepared to state your current salary, as well as your desired salary. You should also be prepared to state the reasons why you are worth the salary you are asking for. If the company you are negotiating with is unwilling to meet your desired salary, you may be able to negotiate other benefits, such as vacation days or a sign-on bonus.
The salary history bias is a term used to describe the phenomenon where employers disproportionately choose to interview or hire candidates with a higher salary history than candidates with a lower salary history. This bias can be due to a number of factors, including the belief that candidates with a higher salary history are more qualified or more likely to be a good fit for the position. Employers may also be more likely to negotiate a higher salary with a candidate who has a higher salary history. As a result, candidates with a lower salary history may be at a disadvantage in the hiring process.
A salary history policy is important for a company because it can help to ensure that employees are being paid fairly for their experience and skills. It can also help to prevent gender and other pay disparities from occurring. By having a salary history policy in place, a company can ensure that employees are being paid based on their qualifications and experience, rather than on their past salaries.
There are many types of companies that may need a salary history policy. For companies that are conducting a large number of salary negotiations, a salary history policy can help to ensure that all employees are being offered fair and equitable salaries. For companies that are trying to reduce the gender wage gap, a salary history policy can help to ensure that women are being offered the same salaries as men for the same position. Finally, for companies that are trying to prevent salary negotiations altogether, a salary history policy can help to ensure that all employees are starting with the same salary.