In general, I think uncomfortable questions can be okay. It means that there is at least an effort to be honest. Here’s an example of an uncomfortable question for job applicants: “What is your desired annual compensation?”

The example in the image above goes a little further by admitting that it’s uncomfortable, and then requiring that the answer not include any indication of flexibility. (Some application forms restrict the field to numbers just to prevent such an answer.)

But what I’d like to suggest is that if this particular question is being used to screen candidates (and if candidates are expected to be comfortable answering this), be honest in your response to that candidate about why they aren’t moving on in the process.

If their expectation is too high, are you rejecting them with a cold, generic email (if at all)? Do better – do the uncomfortable thing and tell the candidate in your rejection email that your budget for the role will not support their needs.

You might also consider just including your budget for the role in the job listing and avoid this uncomfortable question. In either case, push yourself (and your company) to be honest with candidates.

Remember: Job applications are a marketing opportunity!

This person, whether appropriate for your role or not, will leave with an impression of your brand. Make sure it’s an impression you feel comfortable standing behind.