Johnny C. Taylor Jr. answers workplace questions every week on USA TODAY. Taylor is president and CEO of SHRM, the world’s largest human resources professional organization, and author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
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Question: I believe my current salary is significantly below market value and am concerned that a potential new employer will make an offer based on that salary. Some friends advised me to inflate my salary in interviews to level the playing field. Is it okay to exaggerate this number? – Natalia
Answer: Just to be clear, lying in a job interview is never acceptable. It’s not about your experience, qualifications, or salary.
If a candidate turns out to be exaggerating their salary, that’s a problem. This is a consistency issue, and consistency issues rarely stop at one data point. Today is my salary. The real thing is tomorrow. Responsibility will be asked immediately. Once trust is broken, it is very difficult to recover. That’s a risk for me, and honestly, most employers don’t want to take either.
Now, I understand why this question is asked. Fixed pay is a reality, and many talented people find themselves underpaid for a variety of reasons, including career changes, economic downturns, caring responsibilities, geographic relocation, or simply needing the job at a particular time. It’s natural to worry that low numbers will continue from role to role. But lying is not the solution. In today’s environment, discrepancies are discovered more often than people realize, and when discrepancies are discovered, offers are revoked and reputations suffer. You may lose out on opportunities you were otherwise entitled to.
Well, this is not the only candidate. Responsible employers should pay for the job, not the candidate’s past. Well-run organizations set compensation based on the role, the market, and the skills needed, not on how little they pay. People who were poorly paid in the past should not justify being poorly paid now.
Simply put, you don’t have to lie to get a fair offer. If the company understands the value of the position and manages pay responsibly, your previous salary shouldn’t matter. Your employer should pay you for your work. period.
If you’re worried about anchoring, there are smart and honest ways to handle the conversation. Redirect it to the market value of the role. Share your salary expectations, not your current salary. Say something like, “Based on my research and the scope of this position, I’m targeting a range that aligns with the market.” Their approach is professional, reliable, and protects your integrity.
A word about balance here: Confidence is good. No rights. I walked away from a candidate who handled compensation negotiations in a manner that suggested the relationship was transactional from day one. Negotiations need to be firm, informed and respectful on both sides. As the saying goes, pigs get fat, pigs get slaughtered.
The main point is to not lie to stay level-headed. Your credibility is part of your professional brand, and when it’s compromised, the damage can extend far beyond a single job search. The right employer values transparency and pays people fairly for the work they are hired to do. Don’t blame the past.
And if a company insists on locking your future into an unfair past, it’s not a sign of exaggeration. That’s a signal that you should think carefully about whether it’s the right employer for you.
The views and opinions expressed in this column are those of the author and do not necessarily reflect those of USA TODAY.
