Trying to out maneuver or avoid the notorious question "What are your salary requirements?" might make the applicant screening process quite exhausting. Some past recruiters might say that they haven't even enjoyed the applicant screening process when they had to conduct them by phone.

Three representative ways that companies use in order to screen out applicants are basically represented by a scheduled interview, a phone interview and an online company website application. Being screened out of contention, a lot of job hunters exposed their complaining, blaming for the fact that this happened because they have been considered "overqualified". In the applicant screening process, bringing too early in discussion the salary, may lead the boss to decide that you are under payable, or you aren't qualified as the smooth-talking, or he might even conclude that you are too expensive and not worth an interview. This is what job hunters fear.

In order to respond to this tactics, here are some solutions to the prime situations that you may encounter during the applicant screening process. When the employer requests your salary history, for many job application forms have boxes in which you are to write your previous salaries, and ads may sometimes request a salary history. You might not be taken into consideration if you fail to comply them. Politely, do not give them this information, putting an asterisk in the salary boxes on the job application, and at the bottom also put an asterisk with the mention "Will gladly discuss salary in an interview."

When responding to an ad, your cover letter has to contain the mention "I am making a competitive salary for a (title) with (number) year's experience, and I will be happy to discuss salary in an interview." Anyway, most employers, in order to solve their problems, are interested in finding good talent, so don't risk being screened out or boxed in to a low salary by including your salary history or salary expectations. Also new, but more common, the second applicant screening tactic is encountered in telephone screenings, employers screening candidates by phone before agreeing to a face-to-face interview. The screening may include questions regarding pas salaries or current requirements. The solution in this situation is to convince the interviewer that salary will not be an issue, a strategy also used in face-to-face interviews.

Relatively new, the third applicant screening tactic is the forced disclosure of the salary by company websites. Practically, providing with the information regarding your salary leads to the finality of the application. Otherwise applicants cannot complete the application. So, in order to not get screened out for the position, give an acceptable salary range that you feel it will lead you to a successful application. Even though the salary you ask for is lower for what you are worth, good negotiations afterwards can lead to the results you aspect. If this solution doesn't fit in for you, the only alternative, unfortunately, would be for you to not complete the application. Try to obtain useful information from the employer. Let the employer feel flattered by assuring him that you are sure he is paying fair salaries based on the abilities of the applicants. Then, try to convince the employers that you are the best candidate. Also, try to make the employer reveal more information about the job, such as what responsibilities is the job involving. This information will help you end well a successful applicant screening process.

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