When asked about the compensation you want during the hiring process, how do you answer? I’m afraid of underpricing myself, or overshooting and losing the job. Any advice?

Generally speaking, I wouldn’t state a specific compensation requirement, and I wouldn’t bring up compensation at all if they don’t. In New York, employers can’t ask about your current compensation, only your compensation requirements. If they do ask that, say that while compensation is an important factor when considering a job, your requirements are flexible and you are interested in hearing what compensation range the company has in mind. If what they tell you is acceptable, you can say so. If it’s not, say that you are evaluating opportunities at a higher range, but would be willing to move forward in the hiring process to learn more. Continue interviewing for as long as they are interested in you. Your goal is to get a job offer — that’s when you have the most leverage, and you can try to negotiate from there.

I’m a small business owner and this pay transparency law that New York just passed is going to be problematic. If I have to post salary ranges for new jobs, everyone is going to start talking about who makes what. Any advice?

Yes. Organize a protest against the mayor and City Council to repeal this well-intentioned but not thought-through law. This new pay transparency law goes into effect in April, making it an “unlawful discriminatory practice” under the New York City Human Rights Law for an employer with at least four employees to advertise a job, promotion, or transfer opportunity without stating its minimum and maximum salary. The law doesn’t define “advertise” or differentiate between jobs that are posted externally versus internally, nor does it establish what it means by “salary,” or clarify the requirements for non-salaried positions. The law is aimed at promoting equal pay to break the cycle of historical pay differences for women and minorities. While a noble objective, I feel it will have negative consequences and not solve the problem. Plus, you are subject to fines if you don’t comply.

Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Weds. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. E-mail: GoToGreg@NYPost.com. Follow: GoToGreg.com and on Twitter: @greggiangrande