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Human Resources/Salary question is required field of online application


There is a job I really hope to get but they will only let you apply for it online and the online application form makes the salary and/or expectations questions required fields (so you can't skip them AND they are formatted as number fields with dropdowns so it's not like an open text field where you can type in words to get round it). So what should I choose? I know I can't lie about it but I don't want to be screened out either. So let me know, thanks in advance for the reply.

Hi John,
Without knowing more about the position and your skills, experience, etc., the best advice I can give you is to choose a value that is in line with what the market is currently paying for the position. As long as you don't pick a value that is way out of line with market rates, you should be ok.

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Stephanie R. Thomas, Ph.D.


Stephanie can answer questions on compensation and selection decisions, Equal Employment Opportunity and Affirmative Action, and using quantitative analysis to examine allegations of discrimination. She is an economic and statistical consultant, not a lawyer; any answers given should not be construed as legal advice.


Stephanie R. Thomas, Ph.D., is the founder of Thomas Econometrics. Dr. Thomas specializes in applied statistics and mathematical economics, and concentrates her practice on the quantitative analysis of employment decisions and EEO compliance issues. For more than twelve years, Dr. Thomas has provided consulting services to Fortune 500 companies, major law firms, and federal and state government agencies such as the Department of Justice and the FBI. She has testified as an economic and statistical expert in mediation, arbitration, and in federal and state courts throughout the United States. Regarded as one of the leading experts on the analysis of equal employment issues, Dr. Thomas is a noted authority on compensation gender equity, the quantitative analysis of discrimination, and the mathematical examination of employment practices in the workplace. Dr. Thomas has extensive experience in the statistical analysis of gender, race and age discrimination claims with respect to compensation, hiring, promotion, termination and other employment practices. Dr. Thomas has authored several papers published in professional journals and regularly speaks to legal and industry groups on equal employment opportunity and affirmative action compliance issues, employment discrimination litigation avoidance, compensation equity, and statistical analysis of employment discrimination. She has been invited to address various chapters of the National Industry Liaison Group, Society for Human Resources Management, and Bar Associations across the country. Dr. Thomas was also a featured guest on a National Public Radio broadcast discussing the gender wage gap and the Paycheck Fairness Act. Prior to her consulting career, Dr. Thomas served on the faculty of New York University, where she taught courses on economic theory and econometrics.

Bloomberg Law Report, Corporate Counselor, Best Practices in Compensation and Benefits, Compensation & Benefits Review, Journal of Compensation and Benefits, Mealey's Litigation Report: Employment Law

Ph.D., Economics - New School for Social Research M.A., Economics - New School for Social Research B.A., Economics - Elmira College

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