猎头替潜在雇主打探你目前的工资时，你需要和盘托出吗？

    这便是我要说的最后一点：如果你说因为与公司签署了保密协议，不能透漏工资信息，这是可以接受的。被逼无奈的时候，你可以说出这条理由，但要讲究策略。正如迈克尔•沃尔夫在前面所说的那样，关键不在于你说什么，而在于你说话的方式。例如，我不介意听到求职者这样说：“我希望能与你一起抓住这次机会，但在薪酬方面，我能分享的信息有限，因为我在加入这家公司的时候，签署过保密协议。薪酬与奖金结构被公司视为私有/内部信息，公司要求我们对此保密。我知道这会给你造成一定的困难，所以我所期待的薪资是X。如果你的客户无法接受这样的条件，我们可以谈谈他们的预期，但我提出的期望薪资接近我目前的工资水平，而且我认为这是新职位应该达到的薪资水平。如果你的客户不能接受，请告诉我。”

    积极的一面是，与你合作的猎头似乎是长期雇员招聘猎头，你得到的薪酬越高，她赚得也就越多，所以，让你得到一个满意的薪酬，符合你们的共同利益。

    罗伯•麦克克林顿的回答，总经理

    无论是作为求职者还是招聘经理，我都曾遇到过这个问题。

    作为求职者，在回答目标薪资问题时，我会这样说：“我的总体目标薪酬是X。”如果对方追问我目前工作的具体薪酬，我会根据经验这样回答，如果稍后谈论薪酬问题，事情会更顺利。我可以通过告诉对方我的价值和满足公司需求的能力，来解决目标薪酬与公司开出的条件之间的差距。

    作为招聘经理，我会毫不质疑地接受求职者给出的总体目标薪酬答案。如果求职者知道他们的目标薪酬，并且给出了充分的理由，我就会尊重他们的回答。我知道其中肯定有虚高的成分，我也知道我愿意支付的薪酬。只要双方有意达成一致，就能够达成交易。

    虽然说了这么多，但我会告诉我指导的学员，如果有公司有意低估他们的价值，对这样的公司一定要谨慎选择。

    艾琳•威尔森的回答，猎头

    作为猎头，我会询问每一位求职者目前的薪资待遇包括哪些内容。我们会询问具体的基本工资、福利范围、福利供款、奖金结构与年终奖金、假期、401K计划（是否为对等缴费，如果是对等缴费，缴费比例是多少），你能否在家办公，最后但同样重要的是其他软福利，例如免费用餐、办公室按摩、通勤计划等。

    我认为了解这些信息非常重要，有两个原因。首先，我有责任了解我的求职者，真实了解他们的现状，以及他们当前的目标。作为猎头，我们清楚所有人在跳槽的时候都希望提高薪资，而正如迈克尔•沃尔夫所说，求职者得到的薪酬越多，作为成功后付费的猎头公司，我们赚得也就越多。尽管如此，每次薪酬讨论都是一次全新的对话，其中包括公司的预算、业务需求、求职者目前的工资、求职者的预期薪酬、求职者加入团队能够带来的价值，以及面试的进展情况。

    That brings me to the last point: It can be acceptable to say that you are unable to reveal salary information due to privacy agreements you signed with your company. If you’re really backed up against the fence, you can revert to this but only if you can do so tactfully. As Michael Wolfe mentioned above, it isn’t what you say, it is how you say it. An example of what I wouldn’t mind hearing: “I’d like to partner with you to explore this opportunity, but as it relates to salary, I’m a little limited with what I can share due to the non-disclosure agreements I signed when I first joined my company. The payment and bonus structures at my company is considered by them to be private/inside information, and they have asked us to keep that confidential. I know that can be a bit difficult on your side, so the total number that I would be expecting is X amount. If that’s not possible for your client, we can have a conversation about what they were thinking, but that’s close to what I make now and what I would consider for the new position. Just let me know if that is not possible.”

    On a positive note, it sounds like the recruiter you are working with is a permanent placement recruiter – she will get paid more if you get paid more, so it’s in both of your interests to get a good salary you are happy with.

    Answer by Rob McClinton, executive manager

    I’ve been on both sides of this question as a candidate and a hiring manager.

    As a candidate, I answer with my target compensation by saying “My total target comp is X amount. If I’m pressed for the exact amount for my current position, I’ll answer with the knowledge that if I’m having the compensation conversation later things have obviously gone well. I can address any discrepancies between my target and their offer with a discussion of my value and ability to address their needs.

    As a hiring manager I accept the total target comp answer without challenge. I respect if a candidate knows their number and can speak to what they’re seeking. I know there is padding and I know what I’m willing to pay. If we want to make it work, we’ll get there.

    All of that said, I would coach any of my mentees to proceed with caution with any organization that places their value below their cost.

    Answer by Erin Wilson, recruiter

    As a recruiter, I ask every one of my candidates what their current compensation package includes. We cover exact base salary, benefit coverage, benefit contribution, bonus structure vs. actual bonus paid, vacation days, 401 K (matching or not and what level contribution, matching), whether or not you are able to work from home, and last but not least any other soft perks like free meals, onsite massages, commuter program, etc.

    I feel it is important to have this information for a couple reasons. One, I hold myself accountable to knowing my candidates and truly understanding their current situation, as well as their current objective. As recruiters we understand everyone would like a raise when switching jobs, and as Michael Wolfe put it, the more you make the more we make as contingent recruiters. That said, each time I discuss compensation it is a new conversation including that company’s budget, the business need, candidate’s current salary, candidate’s salary expectation, the value a candidate proposes by joining the team, and how well the interviews themselves go.