Should we discuss our current job compensation like salary, bonus, etc with recruiters?

Yes, it is preferred to see the salary scale in the market and the actual needs of the labor to work and do the best recruiting cadres of the company without incurring any company material losses

It depends on  situation...................

definitely yes but only when asked by them. usually at the end of the initial interview, I take package details from candidates and do ask their expectations too in term of compensation and work related expectations as it helps us to further decide their candidacy with us.

In my Opinion it is better to understand how much the company is ready to offer for this role. If the candidate is friendly with the recruiter most of them gets the complete structure of salary. Once the Offered salry is known you can disclose how much the company will offer. 

 

It is always better to have this conversation in the start itself. Because the recruiters will know better if they are going to process the candidate or not. By knowing the candidates salary they can judge whether the candidate fits in the limits of the job profile

You only need to discuss your expected remuneration but not the current one.

In an ideal situation yes - you do not want to go through the whole interview process to find out that the prospective employer does not meet your expectations.

 

If you do not want to give specifics, you can give a range.

The discussion regarding previous compensation may affect the selection because normally the recruiter use this question to know the range of offer.Secondly the recruiter will understand every  thing what he want know and for what purpose he ask this question.Third the candidate may get  better offer if he keep the previous as privileges for himself.

Noel Smith-Wenkle was a job headhunter during the1980s. He developed the following method to get as much money for his clients as possible during salary negotiations (which, in turn, meant a greater commission for him).

 

The first rule of Smith-Wenkle's method is to never tell the employer how much you'll take. Let the company name the first number.

 

In practice, the Smith-Wenkle Method involves four steps:

 

If the company asks for a number on the application, leave it blank.

When the company verbally asks how much you'll take, you say, "I'm much more interested in doing [type of work] here at [name of company] than I am in the size of the initial offer." Smith-Wenkle says this will suffice about40% of the time.

If the company asks a second time, your answer is: "I will consider any reasonable offer." This is a polite stalling tactic, and Smith-Wenkle says this will work another30% of the time.

About30% of the time, you'll reach this final step. Again, your response is a polite refusal to answer the question: "You're in a much better position to know how much I'm worth to you than I am." This is your final answer, no matter how many times the company tries to get you to go first.

Again, the purpose of this method is to get the company to be the first side to name a number. Once the company makes an offer, there are two options. If the offer is above your minimum, take the job. If it's below your minimum, tell them it's too low—but do not say by how much.

 

Miss Fida , It depends upon on the situation.Maximum try to avoid the conversation regarding previous pay scales instead explain them what you are ,what you gained from your previous experience.If they emphasize then try pointing out that you took a lower salary previously because you were working for a mission you cared about, or learning new skills that would make you more marketable in the futur.One more thing choose wisely when you discuss about the salary range.