In addition to a resume and our candidate assessment, clients always ask us to provide current compensation information. It's common practice, as no company wants to spend time interviewing an attorney who would ultimately reject its best offer. And although many attorneys bristle with reluctance at the request, we are usually able to get the information our clients request.

The landscape is changing. Most notably, Massachusetts has made it outright illegal to ask an applicant what he or she is making. New York City has a similar law going into effect in January (that one is not statewide). These legislative efforts are intended to combat gender pay disparity. The ramifications, of course, are much broader.

The common concern in public wage disclosure debates, is that an underpaid employee will get an offer below what a person of comparable skills and experience — but with a higher pay history — would get. However, in our very specific world of in-house legal department recruiting, the challenge is rarely one where a candidate needs to worry about undervaluing.