Bruce Hurwitz November 7, 2025  

How to Answer the Salary Question

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Last week I wrote about the need to have the salary range included on job descriptions and I promised to follow-up with instructions on how to answer the salary question. I always keep my promises.

If the salary range is on the job description, it is safe to assume that the candidate is looking at the upper end of the range, while the employer is focused on the lower end. If there is no salary range then the candidate is flying blind, although there are websites that can provide insights.

Regardless, when asked a straight-forward question in an interview, the candidate should always provide a straight-forward response. This is especially true when the question is an obvious one.

Always let the employer/interviewer raise the salary issue. The way to respond depends on your situation.

If you are employed, you are on solid ground, and your answer is simple. “I am currently earning X. To make a move I would need at least a Y% increase. I also have to take into consideration that fact that I will have more responsibilities in this position than I currently have. Keep in mind that I am looking at a longer commute (tolls and wear and tear on my car), and then there is the issue of the benefits you offer. Currently my benefits package is A, B and C.” Then shut up! He who speaks next loses.

If you are recently unemployed, the above response should suffice. If you have been unemployed for a while, then your negotiating posture is weak(er). (You’re standing on wet sand, not solid ground.) So keep it simple:

“Depending on the benefits package, here is my budget. This is what I need NET. So, to get to GROSS I would need X% more.” (Ask your accountant what that should be.) No fooling around. You have done your homework. You are literally handing them your budget. From that document they will learn a great deal about you. Most importantly, they will learn how you prioritize.

Regardless of how you respond, referencing benefits always shows that you are will to negotiate. I once had a candidate accept a $20,000 drop in salary because, sadly, he had six children all of whom were taking rather expensive medications. The new employer’s health insurance plan more than made up for the difference.

Another time, I had a candidate willing to go from earning $500,000 to $150,000. (For the record, this was when it was legal to ask about salary history.) “How,” I asked her, “did she recommend I convince my client that she would actually stay on the job and not look for what she had been earning?”

This was a position for an in-house counsel. The candidates I was interviewing were all lawyers at major firms who were working 120-hour weeks. For them, it was a quality-of-life issue. They wanted to be able to spend time with their spouses and children.

Salary is never only about money. It’s the compensation package which is important. Don’t forget that!

How to Answer the Salary Question | Employment Edification

What to do if there is no Salary Range on a Job Description

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Next week, I’ll discuss how to answer the “What salary are you looking for?” question. But for now, the issue is what to do when no salary range is included in the job description.

A number of jurisdictions require that the salary range appear in the job description. So does common sense. If I may be permitted to exaggerate, why would a company want to interview a candidate who is earning $150,000 when they have only budgeted $50,000 for the position? On the other hand, why would someone want to apply for a job that pays a third of what they are currently earning? It’s illogical, wastes everyone’s time, and reflects poorly on the employer.

Many have written on LinkedIn that they have been rejected for a position because they dared to raise the issue of salary. Instead of asking about salary, I would advise candidates to ask, “Why is there no salary range (and benefits?) listed in the job description?” The answer may provide insights into the company’s decision making.

When there is no mention of salary range (“competitive salary”) is meaningless, it may be an indication that the job is not “real,” by which I mean the company is on a fishing expedition to see if they want to actually hire someone. Of course, the justification may be that the company does not want employees to know what their peers are earning. How credible that is, I leave to the reader to decide.

In any event, it is a very VERY red flag and should be treated as such. Yes, you are desperate for a job, but you don’t want to exchange one set of problems for a new set of problems. In other words, be careful!

While we work with everyone, our mission is to promote the hiring of Veterans and First Responders. (They receive a significant discount off our services for job seekers.) Please consider us for all your staffing, career counseling and professional writing needs.

What to do if there is no Salary Range on a Job Description | Employment Edification

Hire “Why”s Not “How”s or “What”s

By: Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Year’s ago, I had a ghostwriting client, a chef, who asked me if I knew the difference between a chef and a cook. I did not. He told me, “A cook knows what to do, a chef knows why you do it.”

I was reminded of that when I read in Paul Johnson’s book, Humorists, that W.C. Fields said, “We know what makes people laugh, We do not know why they laugh.”

This got me thinking about who the best persons are to hire. We know the worst: gossips, those who take credit but never blame (responsibility). We know the standard answers for the best: persons who complement other employees (the boss can manage but can’t sell so he hires a good saleswoman); people who are smarter than you (meaning the boss), etc.

Now, whenever, of course depending on the type of position, someone is being interviewed for a job they are asked if they can use a specific software package and then are given a test. Yes, they are proficient in Excel and yes, they can create formulas. So they have the hard skills to accomplish the required tasks. They can do the job.

That said, do they know why they do what they do or, even more importantly, why the software works the way it works?

I submit that that may be the most important interviewing question for employers to ask candidates. Employers should strive to hire chefs, not cooks! Chefs will help a business grow; cooks will get the job done, but they’ll only be “punching the clock.”

While we work with everyone, our mission is to promote the hiring of Veterans and First Responders. (They receive a significant discount off our services for job seekers.) Please consider us for all your staffing, career counseling and professional writing needs.

Hire “Why”s Not “How”s or “What”s | Employment Edification

How to Reply When Asked, “Do You Have Any Questions?” by: Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

During a job interview, if a candidate is not asked if they have any questions, that means that the prospective employer/interviewer does not care about them, probably does care about their employees, and the candidate definitely does not want to work for them. They do not deserve a “thank-you” email but rather a “withdrawing my candidacy” email.

On the other hand, if a candidate has no questions, that’s a sure sign that they have no real interest in the position. Saying, “No, you have already answered them,” is a meaningless attempt at a compliment that fools no one.

The vast majority of employers will give candidates a chance to ask questions. It’s the best way to judge their researching skills, ability to prioritize, and, given that some areas may be sensitive, their diplomatic skills. Here are some (you can’t expect me to give away all my secrets!) of the questions my clients ask interviewers:

Why did you want to interview me? No matter how bad the interview is going, unless they say, “I don’t remember!” this questions forces positivity. They have to say good things about the candidate. It gets them thinking that way the candidate wants them to think. Remember, candidate question time, so to speak, marks the end of the interview. And you always want to end on a positive note.

I compared the job description with the LinkedIn profile of the person who last held the position. There are differences, specifically… Why? Now the candidate will be able to judge the development or evolution of the position.

Who succeeds here? It is amazing how difficult this question is for many interviewers to answer. But the answer is crucial. The candidate must know if they are a cultural fit or not. The answer to this question will tell them.

How do you measure success for this position? What are the metrics? Now the candidate will be able to judge if the employer’s expectations are reasonable or if the position is doomed to failure.

What would you like to see that the previous/present holder of the position did/does continued and what would you like to see done differently? Employers don’t like gossips. Asking, “Why did the person who last had the position leave?” is, frankly, none of the candidate’s business. What is their business is to learn what the boss likes and wants, and dislikes and doesn’t want. This question provides the answers.

If I get the position, how will I be able to make your life easier? This is THE question. And it must be asked of every interviewer. The candidate must record the answers and then, when sending individual thank-you emails, make note of the recipient’s answer to the question. This proves that the candidate was listening, understood what was important for the interviewer, and can accomplish the stated goal.

How to Reply When Asked, “Do You Have Any Questions?” | Employment Edification

Transferable Skills vs. Accomplishments

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Everyone should know (but these days who knows? ) that you should never discuss sex, politics, or religion during a job interview. I would add one more thing: NEVER say that you have “transferable skills.” When a candidate says, or writes that, the employer hears/reads, “Look, I am not qualified for the position but do me a favor and consider me anyways.” Employers don’t do favors. They know what they want, or at least they should, and they definitely don’t like it when candidates imply that they (the candidate) knows better than they (the employer).

Instead of talking about “skills,” focus on “transferable accomplishments.” Employers like accomplishments. When I prepare a resume it is dripping accomplishments. Employers are only interest in one thing: What can the candidate do for them? There is only one way to convince them of what they can do for them: Show them what they did for another employer. Those are the sacred accomplishments.

I had a client who wanted to be a project manager. He got the certification, but he had no experience. He was, and he was good at it, a warehouse manager. He managed a warehouse, not a project. So we turned the warehouse into a project. A very complicated project. He had not only to keep to a budget, but he had to supervise staff, keep track of inventory, and utilize different technologies. Bottom line was, he was responsible for millions of dollars worth of inventory and equipment and never so much as lost a paperclip. Moreover, he had no turnover in his team and no one was ever injured.

Yes, he had the skills. But he did not use the word. He only spoke of “accomplishments.”

(Seriously? That’s the question you’re asking! I would not have told the story if he hadn’t got the job!)

The Truth About Work-Life Balance

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

No one can possibly believe that the bird weighs more than the elephant. It’s totally ridiculous. So why do people believe that there is such a thing as “Work-Life Balance?”

The elephant weighs a lot. Probably a couple tons. The bird? A few ounces. Let’s forget reality, after all, the photo is fake. But let’s ask the question: How can a bird weigh more than the elephant?

We are assuming that the balance is between mass. Why make that assumption? Perhaps the balance is between responsibilities. Elephants are known for their loyalty to their families. Some birds are also loyal and mate for life, but, alas, not all.

Years ago, I heard a keynote by the president of a college in Connecticut. It was fascinating. When I was invited to hear her speak at NYU, I gladly accepted. I was shocked. She began by saying that women are naturally more empathetic than men and, accordingly, are more charitable. It’s perfectly alright to insult half your audience, as long as you are going to insult the other half. She didn’t. Instead she chose to dig herself into a much deeper hole. She replaced male anger (perhaps too strong a word) with universal disgust (not too strong a word).

The good former president said, “Animals show no empathy.” Practically every hand went up. “My dog stayed with me when I was sick. He would not leave my side.” “My cat…” Well, you get the idea. Instead of saying, “Thank you. I might have to rethink this,” she said, “You are projecting onto your pets human characteristics that don’t exist.” Someone mentioned elephants. Her response, “I’m a scientist. I deal with reality not emotions. People see what they want to see. I need sources and facts.”

I was hungry. The food looked good. The facilitator looked like he was going to have a heart attack. So, instead of politely raising my hand, I stood up and said, “Since you want facts, and I assume scientific research, let me read you one paragraph from this month’s National Geographic.” And I did. It told the story of a bird, ready to leave the nest and start its own family, who stayed to help its (I don’t remember if it was male or female) parents who were not able to care for their eggs which had not yet hatched. Curtly, she thanked me. The facilitator noted, and this was true, that it was getting late, and “if there are no more questions,” he thanked the speaker and invited everyone to feast on the food that was the only reason anyone had stayed.

My point is to demonstrate that there is nothing unique or wrong about prioritizing family. It is literally natural to do so. But perhaps, returning to our elephant and bird, the balance is not of mass, or even responsibilities, but of sacrifices. Our bird may have sacrificed more for her family than our elephant has for his. And that’s why the bird is heavier than the elephant. And, so that the elephant lobby does not organize protests outside my apartment, for the record, again, elephants are very family oriented. They may even cry.

Put differently, work-life balance deals, or at least it should, with quality not quantity. What is more important, the meeting to secure the new client or your daughter’s dance recital?

It appears that people seeking “work-life balance” consider it to be a Zero Sum game, meaning that whatever comes at the expense or for the benefit of the one, comes at the benefit or expense of the other. Attending the meeting (work), costs family (life). Attending the recital (life) comes at the cost of losing a new client (work).

The truth is, there is no such thing as “work-life balance.” All it means is that someone wants to do more of one and less of the other. If emotional, it’s silly. (I am being nice!) If it is rational, it’s proper setting of priorities.

Think of it as you do your budget. You give up one thing so you can have something else. Sadly, in some cases, it may be food over medicine. (For the record, that should not be, and yes, it happened to me. I chose food. A year later I was rushed to the hospital. So, I know of what if speak!) Or, purchasing the generic supermarket item and not the brand name (and, yes, I know, they are the same thing and, in fact, may be manufactured in the very same factory!).

Work-life balance is ridiculous because they are literally part of each other. Without work (money) you won’t have life. Without life, what’s the point of working? It’s a question of “must-haves” versus “want-to-haves.” Needs vs. wants. Prioritization! And, when it comes to children, it’s a great teaching opportunity.

I was present when a friend explained to her daughter that while she was truly sorry she could not attend her award ceremony, the reason being that she had to finish a project for a client. The payment she would receive from that client would allow them, the whole family, to go on the vacation they had planned. She told her that she wanted to attend the ceremony, but had to finish the project. The little girl understood. In fact, she started to save part of her allowance. Instead of buying what she wanted, candy, she bought what she needed, accessories for her Barbies. Lesson taught; lesson learned.

When looked at from the perspective of needs versus wants, when the elephant and bird are equally balanced, the stress of searching for the elusive work-life balance disappears.

One last question to ponder: Why is it called “work-life balance” and not “life-work balance?” If “life” is really more important, shouldn’t it go first?

The Truth About Work-Life Balance | Employment Edification

Applying for Jobs Online

THE VIEWS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

It is the nature of the beast that, in this day and age, one must apply online for jobs. But, as we all know there are problems:

1. Sometimes it appears that, as shown from the above screenshot, thousands of people have applied, so why bother?
2. Many, too many, job postings are fake.
3. When indicated, it appears that some postings have been “live” for months.

So, what you ask, are the solutions? Good question. Here are my answers:

First, thousands of people may have “applied” for a job but that could mean that they only pressed “Apply” but didn’t complete the process. So not applying could be a strategic error.

Second, companies will post fake job posting on job sites, for reasons I have never really understood. That said, they don’t post them on their websites. So, apply through the company’s website. It’s more secure, not in the sense of cybersecurity, but in the sense of honesty.

Third, some jobs are posted for months because the company can’t make a decision. You don’t want to work for those companies. But, there might be multiple positions and they may simply not be able to fill them all. It is not a waste of time applying for such positions. This is true, for example, for sales positions, not for CFOs!

So, use the job boards to research and then bypass them and go directly to the company website. And listen to your gut. If something smells foul, and your not applying for a job at a chicken farm (Get it? Foul. Fowl.), don’t apply. Nature gave you a gut for a reason. Trust it.

Applying for Jobs Online | Employment Edification

Coworker with ADHD? Here’s How to Work with Their Strengths

By Chere B. Estrin

Workplaces thrive on diversity, not just in background or experience, but in how people think. One area that’s too often misunderstood, misdiagnosed, or mishandled? Attention-Deficit/Hyperactivity Disorder (ADHD).

I recently received an email from a paralegal manager, clearly frustrated. One of her employees seemed to be spiraling: ignoring direction, resisting feedback, and missing deadlines. The employee was already on a Performance Improvement Plan (PIP), and the manager was beginning to wonder if they were sabotaging their own job. “Do people ever behave like this on purpose?” she asked.

At first, I wondered too. But after a few more questions, a pattern emerged. This wasn’t willful defiance, it might be ADHD.

Understanding ADHD at Work

ADHD is a neurodevelopmental condition that impacts how the brain manages focus, memory, organization, and impulse control. The DSM-5 outlines three primary types:

• Inattentive Type: Difficulty focusing, following through, staying organized
• Hyperactive-Impulsive Type: Fidgeting, interrupting, excessive talking
• Combined Type: A blend of both symptom sets

Common traits among adults with ADHD include:

• Time blindness
• Difficulty prioritizing
• Forgetfulness
• Bursts of hyperfocus followed by burnout
• Restlessness or nervous energy

But here’s the crucial part: ADHD is not just a challenge. It can be a powerful difference—when you know how to work with it.

ADHD in Action: Strengths You Don’t Want to Miss

ADHD brains are wired for innovation, pattern recognition, high-energy problem solving, and unconventional thinking. They often thrive in fast-paced or creative roles, where novelty and pressure spark performance. Many are intuitive communicators, deeply curious, and capable of diving into intense focus when fully engaged.

Take one legal recruiter I worked with. They struggled in rigid roles that demanded daily cold calls and database hygiene but gave them a high-stakes partner-level search with an impossible deadline? They were a force. They filled a long-vacant staff-level position in under two weeks using creative outreach and instinctive talent-matching. ADHD didn’t hold them back - it propelled them forward.

When Standard Solutions Don’t Work

The employee mentioned earlier? Charismatic, imaginative, great with clients—but inconsistent. We retrained, restructured, gave checklists, but nothing stuck. Eventually, I let them go.

Then I remembered something: they had casually mentioned having ADHD.

I did the research. I restructured the role to better match how their brain worked. I rehired them.

This time, we added daily check-ins, clear written instructions, shorter tasks, and flexible work hours. The result? A 90% turnaround. No more performance spikes and crashes. Just solid, consistent work.

From Management to Partnership

Working with ADHD professionals means moving beyond the idea of “fixing” and instead creating systems that enable their success. This doesn’t require massive overhauls—just smarter collaboration and better tools.

Here’s how to start:

Five Ways to Create a Supportive Work Environment

1. Flexible Work Hours
   Many ADHD professionals have fluctuating productivity. Allowing work during high-focus windows (even if unconventional) can drastically improve performance.
2. Low-Distraction Workspaces
   Offer noise-canceling headphones, standing desks, soft lighting, or quiet rooms. These adjustments help regulate sensory input and minimize overstimulation.
3. Clear, Written Communication
   Be specific. Replace vague phrases like “circle back soon” with “please send me a 3-point update by Thursday at 2PM.” Ambiguity creates friction; clarity creates flow.
4. Regular Micro Check-Ins
   Daily or weekly 5–15 minute check-ins help re-anchor priorities and spot confusion early. ADHD brains often benefit from external structure and gentle accountability.
5. Normalize Neurodiversity
   Build team awareness. Create psychological safety around different work styles. A neurodiverse team is a stronger team: when differences are respected, not stigmatized.

Practical Tools: Structuring the ADHD Workday

Once your environment supports ADHD differences, the next step is workflow. Here are tried-and-true strategies that increase focus and reduce overwhelm:

1. Break Work into Clear, Actionable Steps

Use visual task boards, project management apps, or simple checklists. ADHD brains do better with concrete, visible progress markers.

2. Use the Eisenhower Box to Prioritize

One of the biggest hurdles for ADHD professionals? Prioritizing tasks when everything feels equally urgent—or equally overwhelming. That’s where the Eisenhower Box (also called the Eisenhower Matrix) comes in.

This simple 2x2 grid helps sort tasks by importance and urgency:

How It Works:

• Do First (Urgent + Important): Immediate, high-impact tasks (e.g., court filings, critical deadlines).
• Schedule It (Important + Not Urgent): Strategic work that builds value over time (e.g., preparing presentations, long-term planning).
• Delegate It (Urgent + Not Important): Time-sensitive, lower-value tasks (e.g., document formatting, basic follow-ups).
• Eliminate/Defer (Not Important + Not Urgent): Distractions or busy work (e.g., unnecessary meetings, over-polishing already-approved drafts).

For ADHD professionals, this tool removes emotional decision-making from task prioritization and gives them a structure that balances urgency and impact. It’s easy to teach and even easier to apply with Post-its, whiteboards, or apps.

3. Try the Pomodoro Technique

This method breaks work into manageable sprints:

• 25 minutes of focused work
• 5-minute break
• After four cycles, take a longer break (15–30 minutes)

This rhythm helps maintain energy and attention while preventing burnout—and it delivers regular dopamine rewards, which ADHD brains crave.

4. Build Executive Functioning Skills

Encourage strategies like mind-mapping, brainstorming aloud, or outlining tasks verbally. These externalize ideas and reduce mental clutter.

5. Incorporate Movement and Fidget Tools

Tools like fidget cubes, standing desks, or simply walking while talking on the phone can help regulate focus. Physical activity stimulates the brain and boosts clarity.

6. Anchor with a Daily 15-Minute Sync

One of the most effective tools I’ve used is a same-time-daily check-in. We review priorities, potential roadblocks, and progress. It’s a quick rhythm that creates a strong foundation. No more last-minute fire drills.

Supporting ADHD in Remote Work Environments

Remote work presents a unique challenge for ADHD professionals. Without external structure, it’s easier to drift. Here’s how to create stability:

• Set Clear Deliverables
  Always spell out exactly what’s due, when, and how it should be delivered. Ambiguity is the enemy of focus.
• Minimize Digital Distractions
  Recommend website blockers, Pomodoro timers, and time-tracking apps. These tools provide guardrails without being intrusive.
• Design Intentional Workspaces
  Encourage employees to set up distraction-free zones with good lighting, ergonomics, and visual organization.
• Schedule Movement Breaks
  Encourage standing breaks, walks, or stretching between tasks. A quick physical reset can sharpen mental clarity.

Final Thoughts: Build a Culture, Not Just a Process

Working with ADHD professionals isn’t about micromanaging. It’s about understanding, flexibility, and intentional structure. ADHD doesn’t mean someone can’t perform. It means they perform differently. And with the right systems in place, “different” can be a competitive advantage.

If we stop trying to force conformity and instead create space for neurodiverse brilliance, we’ll unlock more than productivity. We’ll build stronger, more resilient teams.

Because the future of work isn’t just inclusive.

It’s neurodiverse.

And the teams who understand that? They won’t just perform.
They’ll innovate.

The Missing Link in a Job Interview

In a Job Interview, Take the Fifth

By Bruce Hurwitz

THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

Or as Archie Bunker would have put it, “Stifle yourself!”

When I have a candidate for a position, i.e., when I am wearing my recruiter’s hat, not my career counselor hat, I do something that most of my peers do not understand. I don’t tell my candidate how to behave during the interview. I don’t prepare them for the interview. I tell them to prepare. I tell them what to do. I tell them what not to do. I just don’t do it for them. Why? you ask. It’s simple:

What candidates don’t seem to realize, even today, is that recruiters do not work for them but rather for the employers. Recruiters get paid when the position is filled with their candidate. Because I give my clients (employers) a six-month guarantee that my candidates will remain on the job for at least that length of time, it is crucial that my candidates be authentic when interviewing. If they are not and say things “because Bruce told me to,” they won’t last six weeks, let alone six months, and I’ll have to honor that guarantee which is something I rarely have to do and never like to do!

Let me rephrase that so it will be clear: I discuss behavior with my candidates, not answers to questions.

I have had candidates rejected for numerous reasons of a personal (behavioral) nature. (Just because I tell them what to do, or not to do, does not mean they listen!) Some show up for the interview reeking of perfume/cologne/aftershave. Then the client tells me, I literally could not stand being in the same room with them. Some dress inappropriately. But the two great sins, not including being late, are interrupting interviewers, and talking too much.

Interrupting is just rude. Talking too much means you have difficulty organizing your thoughts and prioritizing what is of primary importance to the interviewer. (The feedback I always receive from the client is, “I could not get a word in edgewise!”) That being the case, my advice to all interviewees is less is more. In other words, get to the point and then shut up!

Some will tell you that there is an ulterior motive to a question. You must figure out what it is and address that issue. In other words, what are they really asking, what do they really want to know? For example, What are your weaknesses? means, What training will we have to provide for you? There is some truth to that, but not always. A direct question deserves a direct answer. The problem with thinking about ulterior motives is that you will overthink everything. That will lead to disaster. So don’t overthink. Take a breath, answer the question succinctly, and let your ears do, as the Good Lord intended, twice as much work as your mouth!

NOTE: To readers outside the United States who may not understand, the reference in the title to “the Fifth” is to the Fifth Amendment to the Federal Constitution which gives everyone the right to remain silent in a court of law. If you don’t know who Archie Bunker was, look it up!

In a Job Interview, Take the Fifth | Employment Edification