If you were on an interview board and the interviewee ask about the pay , then proceeded to say she needs a certain amount of dollars to pay her rent; What would you say ?

42 Comments

1. AnonymousMay 8,2022 at 10:45PM UTC

   If that was the only reason why you said no, then you could have turned down a totally good and competent candidate.
   Even your follow up line "she really said that" is really immature. You really do not know how desperate her situation was. For example, she could have recently left a domestic violence relationship and has to support 3 kids on one income. And being on the interview with you and your former boss gave her a glimmer of hope to not completely fall apart. Try showing some compassion next time. Even though it was bad etiquette, at any point in time anyone can go from having everything to nothing.

   And unfortunately, it is not always due to foolish/irresponsible decisions. Sometimes that is just life. So don't be so quick to write someone else off next time. You would not want it done to you if the shoe was on the other foot right?

   On another note, lets just say in another example, she did not have a troublesome situation to explain her asking that. If everything else seemed to reflect she is highly capable for the job, why wouldn't you use that as an opportunity to follow up and educate her. Some people just do not know unfortunately. And you pulling her aside 1 on 1 to explain that to her is you putting good energy out there for someone to help you in the same light with something you may not know or need help with that may be obvious to everyone else.

2. AnonymousMay 9,2022 at 6:12PM UTC

   You are right I do not know her financial situation however I knew asking for 20$ as a new graduate was less likely to happen . I think her presentation could have been better . Maybe asking what the income requirements were . Which my manager explained those at the time . She went on to say she needed about 20$ because she had to pay her rent . I would have left that part out and just moved on with searching .

3. AnonymousMay 9,2022 at 9:23PM UTC

   Totally understand. It still would have been a good teachable moment to pull her aside after the interview and give her some good advice for the future. Not every recent grad is going to give their perfect interview fresh out of college. Alot of them are a nervous reck and even if they practiced dozens of times in the mirror, family and friends, they still manage to say things they might not have even plan to.

4. AnonymousMay 8,2022 at 11:12PM UTC

   I'd find it refreshing. And I'd wonder why the salary hadn't been posted in the first place to save everyone dancing around the subject like it's some taboo thing.

   And if you said no about her simply because of that, I'd say she dodged a bullet.

5. Joan Williams, Senior Talent Acquisition SpecialistMay 9,2022 at 7:03AM UTC

   What, specifically, do you have a problem with?

   Wasn't compensation discussed with the recruiter before she got to the panel interview? If not, it should have been.

   And you declined her because of a question she asked, not her skills and experience?

6. Tomilyn RichardsMay 9,2022 at 12:04PM UTC

   The money conversation needs to be more transparent and I see zero harm in candidates asking. It should be uncovered in the first interview with the Recruiter however, as panels aren't always with people that are privy to salary ranges. If all people in the panel were able to know the details, then no reason to simply share what the range is... or direct the conversation back to the Recruiter.

7. AnonymousMay 9,2022 at 1:36PM UTC

   Pay should be talked about and if it isn't mentioned prior to the initial panel interview with the recruiter then the candidate asking isn't unreasonable at all.

   I encourage students to ask about salary range as early as the initial screen with the recruiter. If it doesn't meet their needs then they shouldn't waste anyones time. I also encourage them to do their research before applying to the job so they have a realistic number.

8. AnonymousMay 9,2022 at 3:19PM UTC

   Shame on you if this is the only reason you gave her a NO! How judgemental and narrow minded. If someone else came onto this board and said they were eliminated from having a candid conversation about salary, FGB would be in an absolute uproar! Call an attorney, notify HR, blacklist this company! As another posted said, the applicant dodged a bullet if they have to work with you...it something this minor has triggered such a response.

   If this woman was hired, I really hope you can grow from this and recognize your own biases. Not a good look for women in the workplace.

9. AnonymousMay 9,2022 at 6:08PM UTC

   Shame on me , let’s start with this , the lady was a new graduate no experience whatsoever . It’s all about presentation and the tone . Working in the medical field with high end doctors would require feedback from interviewees . Had I went to the doctor she would have worked for and discussed what what said the doctor would have said no. So there is no shame here . You have to know your field and who you are working for and with .

10. AnonymousMay 9,2022 at 6:28PM UTC

    Show some deference then, if she was a new graduate! How on earth would she be expected to read her audience perfectly? My god, with the least bit of a perspective shift you could have offered constructive feedback and guidance rather than go on the attack with this poor woman. We’re better than this!

11. AnonymousMay 11,2022 at 12:37PM UTC

    Double shame on you then!!
    How is a new graduate going to have the experience to know how to perfectly answer a question such as that? Be better and do better. Rather than be dismissive help her, guide her, be a Mentor. Where in school do they teach such things? That is right.. they do not. Shame, shame.

12. AnonymousMay 11,2022 at 12:39PM UTC

    I'm not sure what you mean by "working in the medical field with high end doctors would require feedback from interviewees?" How do you know the doctor would have said no?

13. AnonymousMay 9,2022 at 4:16PM UTC

    It sounds to me that she knows her finances and was telling you the absolute bottom salary she was willing to accept.

14. KatMay 9,2022 at 4:46PM UTC

    I was part of a search and screen recently. One of the candidates withdrew when she heard the salary was too low for her needs. There's nothing wrong with being transparent about what your salary requirement is for a job. It saves everyone time if you know you're all on the same page. Did you feel that the way she presented her needs was too entitled? Or that is was selfish to ask about salary up front? Did you not like that the manager over ruled you? I'm not sure what the real issue is here.

15. AnonymousMay 9,2022 at 6:02PM UTC

    There was no issues and I do agree transparency is good and saves time on both ends . The deliverance was different

16. JJMay 9,2022 at 11:57PM UTC

    I do not think I would mention a specific expense like rent, but I will tell recruiters or hiring managers what my salary expectations or requirements are early in the conversation.
    We have to teach women to do this and not punish them for it if we ever want to narrow the pay gap.

17. LeeAnn VincentMay 10,2022 at 1:28AM UTC

    What's wrong with you people? Be respectful and publish the salary range with the job posting. Stop wasting people's time. If you told me the salary range, and it was way too low (which many are), I'd walk out of the interview then and there. Why? People need to be able to pay their rent. If you don't offer enough money to do that, they shouldn't and won't take the job.

18. AnonymousMay 10,2022 at 2:55AM UTC

    when I was on unemployment I went to a few interviews where they didn’t state pay in their posting. And you get there and it’s low .

19. Orlagh CostelloMay 10,2022 at 12:10PM UTC

    I have said, look I need to know the salary range before going to far into this because of small things like bills etc and no one has looked twice at that. I wouldn't consider it an issue, particularly with someone who's recent graduate. Being transparent about pay, as previous posters have said, benefits everyone.

20. AnonymousMay 10,2022 at 12:11PM UTC

    I see how the wording of her question about being to "pay her rent" could be interpreted by the company as "not my issue" (callous but true).
    If she framed the discussion in regards to the requirements of the position, skills needed for the job and the fair market value for the role, it probably would have been more palatable to the interviewer. But essentially it boils down to weather or not the job will cover her bills. She was just more direct in her manner of communication and you penalized her for it. Shame on you!

    The reality is that most people don't get to do a job that they love and are excited to do every day.
    Most people have a job that they do daily, and they aim to do it well but its not their passion and many just tolerate it. It pays their bills and allows them hopefully, time and money to do the things that they really enjoy, during their time off.

    There is absolutely nothing wrong with asking about the companies time off policies during an interview. Don't forget that the potential employee isn't the only one being interviewed. The applicant is also interviewing the company to see if they are a good fit. From the applicant's point of view the compensation package, pay, time off, remote work, insurance benefits, etc. are the only reasons why they are giving you you their time. If a company isn't transparent with the compensation package up front, and skirts questions about pay and time off, its a HUGE red flag.

    I have refused interviews with companies that aren't transparent upfront in this regard, full stop. I don't play "hide and seek" games when it comes to employment and compensation. I am a competent, capable adult considering entering into a work contract with a potential company. This is a bushiness transaction not a guessing game. I'm upfront with my skills, qualifications, and what I can offer, I expect the same directness from the company.

    We can't exchange "passion" for the job for food, and we can't recover from being burnt out or sick because we are "rock stars"!

21. AnonymousMay 11,2022 at 12:48PM UTC

    So much this. I hate the attitude, "that's not my problem," when it comes to the cost of living. Guess what? If you expect your employees to show up and do their productive best, well, then, that human infrastructure requires certain maintenance: safe housing, healthy food, and time to care for their physical health.

    I really hate to break this to employers, but guess what?

    You can't work at your productive best when you're worried that your next unexpected bill like a car repair is going to render you homeless.

    You can't work at your productive best when you're rushing from one gig to the next with no time to breathe in between, no time to think, process, and tap into your creativity because you're chronically running on empty.

    You can't work at your productive best because your stomach is growling but grabbing lunch is out of the question on your salary with your bills.

    I don't know where and when we adopted the frankly toxic attitude that employees are nothing machine parts, something to be used up and thrown away when depleted instead of actual living, breathing human beings who deserve a decent life every bit as much as those holding the purse strings. It's narcissistic and disgusting, showing a true lack of moral character on the part of those who adopt such attitudes.

    If you want quality employees, then treat them as human beings first. That means taking care of their human needs. Expecting someone to work for you for less than they can reasonably live on is the ultimate in entitlement: "Your only reason for existence is to benefit me."

    I'm sorry if this sounds harsh, but I am officially over employers who treat their staff members as disposable or unworthy of having their basic needs met.

22. AnonymousMay 11,2022 at 1:17PM UTC

    This!!! So much this!!!

    We are more than just a warm body!

23. AnonymousMay 11,2022 at 10:29PM UTC

    I support this ENTIRE response! This is why the “great resignation” is real and also why employers are having a hard time attracting and retaining talent.

    The folks in control of the purse strings are so far removed and haven’t a clue!

24. Nichelle SpykeMay 11,2022 at 3:23PM UTC

    ALL. OF. THIS!

25. Heather BinghamMay 10,2022 at 12:27PM UTC

    This all comes down to the philosophy of remuneration.

    I consider that the size of a person's rent or mortgage isn't my concern. I benchmark a role very carefully, determine the second quartile of the range (so always above the median) and then that's what that role pays. Most importantly, that is what the role pays for everyone doing the same role at the same level, so fairness is very much in play. If someone has chosen to stretch themselves beyond their earning ability, they must rough that one out until they have proved themselves worthy of an increase.

    However, if I were someone else who always tried to get people for as little pay as possible, then I might listen to the argument and decide whether to squeeze a bit more out of the budget for that particular person. I'd have to be a very different person to operate in that way, but many do, so....

    As for checking time off, that depends on where you work. Here in the UK many of us actively encourage staff to take their 5 weeks plus bank holidays, so asking me about the holiday allowance would not be an issue.

26. Ter MinMay 11,2022 at 12:25PM UTC

    I think you were more perturbed that she didn't express unearned loyalty for a business she's never worked for. I usually state that I'm looking for a certain range, based on market value and the previous role I'm leaving. On top of that I say I don't want to be in a position to work 2 jobs when I can put my full effort into one company. I've either gotten the Gaelic shrug or an offer slightly higher than that.

    I'm not especially skilled in a niche trade; I just have a LOT of work experience for my age.

    To be offended or turned off by a candidate asking for median range salary for her position isn't necessarily bad-- not willing to give her a chance and possibly losing a stellar worker (you wouldn't know; she's never worked for you) is. If your listing stated DoE, that's one thing. If your listing stated a salary based on skills that she clearly had because she passed initial screening, she's not in the wrong at all. If you're merely worried about her attitude and how she'll "fit" in your company culture, well... you're not worried about whether or not she can do the job, you simply want someone you like working there.

27. Jennifer ZiolkowskiMay 11,2022 at 4:35PM UTC

    What is DoE?

28. AnonymousMay 11,2022 at 7:42PM UTC

    Depending on experience I assume

29. Jennifer ZiolkowskiMay 11,2022 at 10:46PM UTC

    That makes sense, thanks!

30. AnonymousMay 11,2022 at 12:31PM UTC

    I’m genuinely confused why you would ding a candidate for being honest & smart. If you don’t ask for what you need & just accept what’s given blindly I’d just assume not have you on my team.

31. Joanna PoeMay 11,2022 at 1:46PM UTC

    She doesn't want to waste her time or yours continuing to interview for a position whose compensation won't meet her basic needs. Honor the honesty, not the schmooze.

32. JYJMay 11,2022 at 2:01PM UTC

    She didn't phrase it the best way she could. I had that happen with a candidate who said she needed X to keep her kids in daycare. While that is not my concern, fair compensation is. I don't know what the job is, but I'd be more bothered at her communication style.

33. AnonymousMay 11,2022 at 2:03PM UTC

    It’s a valid question, and it makes sense. Why would you want to have your hopes up for a position, go through the whole process only to find out it’s not enough to cover your basic needs.

    We all go in to work to make a living to be able to afford living, medical etc expenses. Very few of us go for a job they absolutely love/are interested in. I’m an accountant by trade, I like what I do and enjoy doing it, but in a perfect world I would do something artistic as my occupation. I have to reserve that as my hobby, my state is notoriously expensive. I wouldn’t be able to afford groceries let alone rent.

34. Afo Ogbeyalu KaluMay 11,2022 at 2:23PM UTC

    I fully understand your concern.
    It is a matter of tact, and if the candidate demonstrates a lack of it in an interview, how would that person function or interact with potential colleagues and customers?

    I would weigh the misstep against how the candidate responded during the rest of the interview, and ask myself if the candidate appears "coachable" and if the candidate would enhance the team/department she/he/they would be placed in.

35. Jennifer ZiolkowskiMay 11,2022 at 4:33PM UTC

    I get where you're coming from but do you really think that you could coach an employee into what you need if they're stuck worrying about how to pay their bills because the 1 job you're providing them doesn't pay enough?

    I take it as this interviewee is trying not to waste their or the company's time if the job doesn't meet the interviewees requirements. A job isn't a one way relationship, it's a contract and should benefit all parties involved

36. Afo Ogbeyalu KaluMay 14,2022 at 12:36PM UTC

    There are more "elegant" or appropriate ways of negotiating salary.
    I took the original poster's concern to be one of the candidate's communication skills, and not an issue of compensation. If there are concerns about communication style revealing themselves in an interview (where there is an expectation of presenting self in "best possible light"), questions arise regarding how this person would engage with others. This is why I encouraged the OP to weigh merits of candidate against "the misstep".

37. AnonymousMay 11,2022 at 3:07PM UTC

    I really despise this thought of candidates not being able to question the salary and why would you use that against her. Salary shouldn't be a secret and we all should be able to negotiate. It sounds like the salary offer was too low if she couldn't even pay rent...

38. Bernadette M MartinezMay 11,2022 at 4:42PM UTC

    I don't see why you're offended by this.

    Salary should be a transparent thing disclosed before an interview ever occurs. If something is paying too low for a candidate to be able to survive, your interview is a waste of their valuable time as well as the company's. That's an efficient individual who knows what she needs and wants to make sure your offer meets it. I see nothing wrong with it.

    If a salary isn't openly disclosed, I won't even apply for roles anymore. The cloak and dagger to get as much for as little as possible is a disgusting practice that needs to be abolished anyway.

    And if you're just clutching your pearls about HOW she said it, remember that what we consider "norms" are often based in systemic oppression and supremacy culture (racial, financial, gender, sexuality and everything else). Just because someone says something in a way that you wouldn't or conventional norms say is offensive doesn't make it a bad or even tactless way to say it.

39. Karen GongawareMay 11,2022 at 9:42PM UTC

    Eh who cares why she needs that amount. I mean we all know we need X amount to pay rent, food, utilities, and so on. She just put it out there. Would I put it out there? No as I know interviewers are aware of the needs. Would I hire her? Based on her resume and work history sure. At least I know she's honest!

40. KelliMay 12,2022 at 4:52AM UTC

    It doesn't bother me. I think companies need to disclose the pay range before a person even applies. I don't like wasting time on interviews that won't go anywhere--both as a candidate and an interviewer. It's a time suck. I'm glad she was honest about what she needs.

41. AnonymousMay 12,2022 at 1:56PM UTC

    If that happened to me, it would maybe depend on location and how much she said her rent was. Does it sound like she's trying to live beyond her means. The way she brought it up might be a little messy, but her reasoning is not. It's really frustrating to go through an interviewing process and act like Salary isn't an important factor. I want a great company to work for, but I also want a salary to afford my life. I don't live beyond my means, but I still need money to do things. I'm hoping that wasn't your factor in giving her a no and it was based off of her other qualifications.

42. AnonymousMay 12,2022 at 9:06PM UTC

    I'm offended that interviews are trying to play it that money isn't part of the job. They keep trying to push more about loyalty and devotion for as little money as they want to pay. I was reminded that it's all about transactions. Employees are giving their time and services for a set amount of money to live their lives, the company pays those employees to do the jobs they need done. We are all mercenaries out to find the highest payout for the jobs that we are capable and educated to do. We need to be more honest about why we are seeking employment and employees. It's all about the money. By paying the wages the employees are seeking, you are buying that loyalty. But costs of living goes up, thanks to taxes and house bills, rent, gas.. So the wages need to match that, but they sometimes don't.

    Companies need to remember that if you don't properly pay the wages that are needed, employees will go elsewhere.

    I just wish that we could do more real talk during interviews and not play the stupid say what they want to hear to get the job. Job Seekers are wanting MONEY to live, and Companies are wanting to pay as little as they can get away with but there can be negotiations to make it a win-win on both sides, if not a reasonable compromise.

    And I'm sorry if I sound like a horrible employee, this is just my opinion from years of frustrated working with Companies who have treated me like I'm cattle bought at an auction, with no rights to ask for anything.