Proponents of the question say it can shed light on the job candidate’s motivations, how they assess their own value, and expectations for what they expect to make in the future, writes Moore, a contributing writer for The Business Journals and director of HR operations at Insperity, a human resources advisory firm.

One alternate question HR may pose to a candidate is how often they have managed a team and how many people were on the team? “Gathering quantifiable data about managerial experience can help determine the appropriate salary bracket for a potential employee,” Moore writes. “If the candidate has previously managed multiple people in several industries, it is safe to assume he or she earned more than non-managers and expects to earn the same or better in a new position, whether or not it is a managerial one.”

Other questions include:

• Have you ever asked for a promotion?
• What are your salary expectations for the position?
• Where do you see your career in five years?

“If a candidate responds to this question by stating he or she hopes to be in a much higher position than that for which they are applying, expect salary expectations to be lofty as well,” Moore writes.