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Started By
Message
How to handle the "salary expectations" question?
Posted on 9/15/20 at 10:21 am
Posted on 9/15/20 at 10:21 am
Seems like this is becoming pretty commonplace these days, and I struggle with how to handle it. It just seems like throwing out a number without knowing any of the other important package details like benefits or bonuses is super irresponsible. I've also always been told to never be the first one to throw out a number as you anchor the discussion.
If they really pushed you, would you go high knowing that you likely will have to come down from that and wouldn't want to leave any money on the table or would you go low to avoid them stopping the discussions if your number is too high?
For background I've had 2 interviews and think they really like me. I'm also very well-qualified for this relatively specific job. Is there any benefit to stating a low number to ensure that I can keep the conversation going and then negotiating it up later, sort of taking the approach of wanting to get them pregnant and focused on me?
TIA
!
If they really pushed you, would you go high knowing that you likely will have to come down from that and wouldn't want to leave any money on the table or would you go low to avoid them stopping the discussions if your number is too high?
For background I've had 2 interviews and think they really like me. I'm also very well-qualified for this relatively specific job. Is there any benefit to stating a low number to ensure that I can keep the conversation going and then negotiating it up later, sort of taking the approach of wanting to get them pregnant and focused on me?
TIA
!
47
Posted on 9/15/20 at 10:22 am to NolaLovingClemsonFan
Market rate based on my experience. Let me give out the first number.
Posted on 9/15/20 at 10:23 am to NolaLovingClemsonFan
Do your research. There are benchmarking reports out there for most any role in any location. You should come to the table with some facts and data that support your request.
Posted on 9/15/20 at 10:23 am to NolaLovingClemsonFan
quote:
Is there any benefit to stating a low number to ensure that I can keep the conversation going and then negotiating it up later
No.
Posted on 9/15/20 at 10:24 am to NolaLovingClemsonFan
Why go low? If you go low and then change your tune later they would just drop you. I would. I’d be pissed if someone pulled a bait and switch on me. Do your research and know your worth. Ask for more, nothing too much to have them dismiss you completely and then negotiate to where you know you should be. You might get lucky and get what you ask for.
Posted on 9/15/20 at 10:25 am to NolaLovingClemsonFan
You should know the competitive wages for your position. As long as you are not asking 50% over market they won’t be turned off if they really like you.
Get them to tell you the benefits before you tell them a salary.
Get them to tell you the benefits before you tell them a salary.
This post was edited on 9/15/20 at 10:26 am
Posted on 9/15/20 at 10:25 am to NolaLovingClemsonFan
As a hiring manager, if you tell me your expectations are low, and then you counter our offer with a much higher one...you probably aren't going to get the job. Mainly because you lied to us and strung us along.
But, we also get plenty of people applying to cook fries at our location, so it's not a big deal.
But, we also get plenty of people applying to cook fries at our location, so it's not a big deal.
Posted on 9/15/20 at 10:25 am to NolaLovingClemsonFan
Throw out what you want (based off of realistic market demand and an honest evaluation of your value) not what you're willing to accept.
If you feel that you're trying to be low-balled from the jump, reject the offer because it's nowhere you want to work in the first place.
If you feel that you're trying to be low-balled from the jump, reject the offer because it's nowhere you want to work in the first place.
This post was edited on 9/15/20 at 5:03 pm
Posted on 9/15/20 at 10:26 am to NolaLovingClemsonFan
You have to do your homework and know the market.
Don’t do this. Ever.
quote:
Is there any benefit to stating a low number to ensure that I can keep the conversation going and then negotiating it up later
Don’t do this. Ever.
Posted on 9/15/20 at 10:27 am to NolaLovingClemsonFan
"I'm not comfortable answering that at this time, what were you thinking?"
Posted on 9/15/20 at 10:27 am to NolaLovingClemsonFan
In a negotiation, you should never be the first to throw out a number.
Posted on 9/15/20 at 10:27 am to NolaLovingClemsonFan
If you don't mind me asking...
What is it that you do and where is it that you work/live?
What is it that you do and where is it that you work/live?
Posted on 9/15/20 at 10:28 am to NolaLovingClemsonFan
I use a variation of this when they raise that question:
I'm open and while compensation is certainly important to me, it's only ONE facet of what working here entails. So I'll need a better understanding beyond the Job Description, to learn about the Culture, the Product offering, Bonus Structure, Management Style, Non-Cash Earnings, etc. to make a better assessment.
Basically: never EVER be the first one to provide a number and ALWAYS negotiate whatever they finally offer.
The earlier this question is raised, the more important it is to NOT give an actual answer. Sometimes, especially if working with a recruiter, they'll press for a number to "make sure we're on the same page" and in that case I say "I understand, and I've done sufficient research on your organization that I'm confident that if and when we determine to go further that your group will make a fair/equitable offer that reflect the value I can bring to your group".
I'm open and while compensation is certainly important to me, it's only ONE facet of what working here entails. So I'll need a better understanding beyond the Job Description, to learn about the Culture, the Product offering, Bonus Structure, Management Style, Non-Cash Earnings, etc. to make a better assessment.
Basically: never EVER be the first one to provide a number and ALWAYS negotiate whatever they finally offer.
The earlier this question is raised, the more important it is to NOT give an actual answer. Sometimes, especially if working with a recruiter, they'll press for a number to "make sure we're on the same page" and in that case I say "I understand, and I've done sufficient research on your organization that I'm confident that if and when we determine to go further that your group will make a fair/equitable offer that reflect the value I can bring to your group".
This post was edited on 9/15/20 at 10:34 am
Posted on 9/15/20 at 10:33 am to NolaLovingClemsonFan
Advice here is all well and good. But many companies use screeners for the first phone interview and “can’t submit your application until we have an answer on your salary expectations.”
Basically the whole point of that interview is to confirm you have a pulse and if you’re too expensive.
Basically the whole point of that interview is to confirm you have a pulse and if you’re too expensive.
Posted on 9/15/20 at 10:36 am to NolaLovingClemsonFan
I always go higher but say it’s negotiable because I know the potential bonus opportunity in sales
This post was edited on 9/15/20 at 10:41 am
Posted on 9/15/20 at 10:39 am to NolaLovingClemsonFan
First one to talk loses.
Posted on 9/15/20 at 10:41 am to NolaLovingClemsonFan
Start at $350,000 and go from there.
Posted on 9/15/20 at 10:41 am to NolaLovingClemsonFan
I always just write “flexible”.
Posted on 9/15/20 at 10:41 am to NolaLovingClemsonFan
quote:
If they really pushed you, would you go high knowing that you likely will have to come down from that and wouldn't want to leave any money on the table or would you go low to avoid them stopping the discussions if your number is too high?
I'd rather go high. If they balk, then I can put it back on them to come to me with a reasonable offer.
quote:
Is there any benefit to stating a low number to ensure that I can keep the conversation going
No.
ETA: And I would never get into this before talking about all of the benefits.
This post was edited on 9/15/20 at 10:43 am
Posted on 9/15/20 at 10:43 am to NolaLovingClemsonFan
Suggestions:
If possible, speak with HR recruiter about this prior to an interview. Some are better able to handle this than the actual hiring manager depending on where you’re trying to work.
-Ask for salary range
-Ask clarifying questions on range (ex. Is the range based on various levels for the position? “Senior VP vs VP” or “Fry cook level 1 vs Fry Cook Level 6” ) Does this align with your expectations? Do you want a role with growth?
-Ask about other (more important IMO) factors. Benefits? Expense coverage? 401K? Profit Sharing? Etc.
-As an employee dig into who will be your “direct manager/supervisor”. Maybe you’re not a good fit with that person vs a different boss with a similar position that has slightly less pay somewhere else. You want to work somewhere and be happy. Right?
-Based on their answers and your gut feelings you may want to simply let them know “my salary number is negotiable”
The above have worked for me.
If possible, speak with HR recruiter about this prior to an interview. Some are better able to handle this than the actual hiring manager depending on where you’re trying to work.
-Ask for salary range
-Ask clarifying questions on range (ex. Is the range based on various levels for the position? “Senior VP vs VP” or “Fry cook level 1 vs Fry Cook Level 6” ) Does this align with your expectations? Do you want a role with growth?
-Ask about other (more important IMO) factors. Benefits? Expense coverage? 401K? Profit Sharing? Etc.
-As an employee dig into who will be your “direct manager/supervisor”. Maybe you’re not a good fit with that person vs a different boss with a similar position that has slightly less pay somewhere else. You want to work somewhere and be happy. Right?
-Based on their answers and your gut feelings you may want to simply let them know “my salary number is negotiable”
The above have worked for me.
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