Money, money, money.
Yes, workers certainly do like it when their so-called job "package" complements a decent salary with ancillary benefits relating to time off, promotion opportunities, employer retirement contributions and so forth.
For many employees, though, the predominant end-of-the-day concern rests with that bottom-line salary figure.
And that is similarly true for many employers, which is why wage-related discussion is so often a focal point during a job interview.
Historically, this employer question often emerges during an interview: "How much did you make at your previous job?"
Candidly, that query has made legions of prospective employees squirm for generations.
Commentators in a recent media focus on salary-related questions asked during employment interviews now suggest that the mass collective discomfort could be on the wane, with an "emerging approach" beginning to signal something new.
And that is this: no inquiries being made on that score whatsoever.
Seemingly, some employers might reasonably balk at that. In fact, media mainstay Comcast has stated that denying its interviewers the right to ask about salary history violates its First Amendment rights.
Many people with instructive views on the subject largely dismiss Comcast's take on the matter. A diversity director and recruiter for one large company states that progressively more evolved businesses will increasingly regard avoidance of the issue as being in their best interests.
The reason: Heated competition for top talent will reward companies that offer salary terms based solely on what they see in a would-be worker sitting in front of them, and not at least partially on delimiting factors related to a prior job placement.
Talking about money during a job interview can easily be a touchy subject for actors on both sides of the table. Additionally, raising the issue of prior salary is increasingly leading to bias allegations from job applicants.
Questions or concerns regarding the parameters of salary discussions and the encompassing legal landscape can be directed to a proven employment law attorney who has solid experience representing both employers and employees in work-related matters.