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You're welcome to "redirect." "Thank you. I'm sure XYZ company will be able to compensate me fairly for my skillset and experience if we decide that I'm the right candidate for the job."
Or... just be honest and give them your range. I always research the salary band before I jump on those HR screenings. It's a simple equation: I weigh my comfort leaving my current network, what my market rate is for the specific position, and if there's any benefit tradeoffs. (Personally I won't jump for anything less than 20% given my current base and comfort at my firm. Ideally I'd prefer 30-50% increase in TC.)
What EY said, if pressed give a range that gives room for negotiations.
It’s a value that may vary between companies and roles, as well as the way your treated during the interview process.