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re: How to handle the "salary expectations" question?
Posted on 9/15/20 at 10:38 am to Presidio
Posted on 9/15/20 at 10:38 am to Presidio
I honestly wouldn't even begin to answer that without a ton of information. I'd probably say something like the following....
I hope you understand that there are far too many variables at this point for me to be comfortable setting a salary expectation. I would need information on benefit plans and costs as well as any potential retirement plans and matching contributions. I am however very confident that if this is the right fit for both of us that we'll be able to work the compensation package.
I hope you understand that there are far too many variables at this point for me to be comfortable setting a salary expectation. I would need information on benefit plans and costs as well as any potential retirement plans and matching contributions. I am however very confident that if this is the right fit for both of us that we'll be able to work the compensation package.
This post was edited on 9/15/20 at 10:39 am
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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 wileyjones
quote:
As someone in charge of hiring a highly specialized field, I think the chump is the one who answers that question.
That was the prevailing though years ago, but then people started to realize that this isn't a dick measuring contest, so let's just be honest with each other so we can get this done.
I like to ask people "What would it take for you to accept an offer?".
This does a couple of things:
1. It gives me something to come back to if we offer what they ask, but they refuse it and want more.
2. It gives the candidate something to think about so they come up with a REAL number. Not what they were making before, not what they hope to make...but what would the number be to get you here. No bullshite.
If you want the job - give a number and don't "play the game".
This post was edited on 9/15/20 at 10:59 am
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 TejasHorn
This. We have salary ranges tied to each position. HR will basically drop any applicant who is 5% above the position ceiling early in the process. We never even see their resumes or interview them at that point.
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.
Posted on 9/15/20 at 11:10 am to NolaLovingClemsonFan
Never give the first couple of interviewers a number. They do not control or have input on the number anyway.
Go with -
- given the level of responsibility and value creation to the company this role has I am sure a market based comp package (not salary) will be in alignment with my expectations.
- without knowing the full details of what is in the package for this position any number I would offer at this stage would be pure conjecture - for example, is there an option package? or a variable comp component?
- I would rather learn more about the position and its value to the organization before I start defining compensation. You have my resume and given your experience in HR I am certain you have an idea of what the market compensation is for a roll such as this.
All good, respectful options without throwing a number out.
Go with -
- given the level of responsibility and value creation to the company this role has I am sure a market based comp package (not salary) will be in alignment with my expectations.
- without knowing the full details of what is in the package for this position any number I would offer at this stage would be pure conjecture - for example, is there an option package? or a variable comp component?
- I would rather learn more about the position and its value to the organization before I start defining compensation. You have my resume and given your experience in HR I am certain you have an idea of what the market compensation is for a roll such as this.
All good, respectful options without throwing a number out.
Posted on 9/15/20 at 11:20 am to NolaLovingClemsonFan
Old Boomers who are now doing the hiring don't know the current market. So when you throw the market rate out there, they are both shocked and appalled that you want to make more than $40,000 per year.
Posted on 9/15/20 at 11:26 am to NolaLovingClemsonFan
Ask for a few (3 or 4) thousand over what you really want. You'll never get what you want if you don't ask for it.
Posted on 9/15/20 at 11:28 am to NolaLovingClemsonFan
Willing to consider any competitive offer. Don't be first with a number.
ETA: This should never be discussed early on in the process.
ETA: This should never be discussed early on in the process.
This post was edited on 9/15/20 at 11:29 am
Posted on 9/15/20 at 11:34 am to NolaLovingClemsonFan
I worked at a place which was full of highly driven account folks. You could make a fortune if you had it and would probably quit before being fired if you did not. Seniority meant nothing, only production.
I was assisting in opening a location in another state and the guy who was going to manage that location was doing an interview and suddenly got up, stormed out, and said to throw the guy out. His question was that if you could name the number on your W2 at then end of the year, what would it be. The guy had answered an amount that was equal to the base salary of the company before any commission.
While I do not think one should get crazy in answering the question, I would not want to work at a place that was offended because my goal was too high of a number,
I was assisting in opening a location in another state and the guy who was going to manage that location was doing an interview and suddenly got up, stormed out, and said to throw the guy out. His question was that if you could name the number on your W2 at then end of the year, what would it be. The guy had answered an amount that was equal to the base salary of the company before any commission.
While I do not think one should get crazy in answering the question, I would not want to work at a place that was offended because my goal was too high of a number,
Posted on 9/15/20 at 11:42 am to Anaximander
That was not too high of a number, it was too low. If the candidate is content on the base salary, or worse, if that is his dream number he will NEVER sell. In a commission environment you want their dream number to be the moon so they are always trying to attain it! (And by default making your company big $$$)
Posted on 9/15/20 at 11:42 am to schexyoung
quote:
This. We have salary ranges tied to each position. HR will basically drop any applicant who is 5% above the position ceiling early in the process. We never even see their resumes or interview them at that point.
I feel like you're tossing aside a lot of quality people because you're not upfront with your salary range.
Posted on 9/15/20 at 11:50 am to NolaLovingClemsonFan
Take it FWIW, but when I hired on with the phone company they made me go through the salary expectations drill—even though I was applying for a job with a negotiated contractual rate of pay and defined benefits. Since I already knew the max they could pay me, I told them a number about 10% higher and said I’d be willing to negotiate.
Obviously, they countered with the contractual max, and I agreed.
Turned into a fairly good deal, especially once I figured out that we get pretty steep discounts on all the company’s telcom products. I basically added $300/month to my bank account just by going to work here.
Obviously, they countered with the contractual max, and I agreed.
Turned into a fairly good deal, especially once I figured out that we get pretty steep discounts on all the company’s telcom products. I basically added $300/month to my bank account just by going to work here.
Posted on 9/15/20 at 11:54 am to madamsquirrel
quote:
That was not too high of a number, it was too low. If the candidate is content on the base salary, or worse, if that is his dream number he will NEVER sell. In a commission environment you want their dream number to be the moon so they are always trying to attain it! (And by default making your company big $$$)
I understand. That is why the manager stormed out. Which was much funnier in person as he had a run of unqualified folks before that one that already had his dander up. He actually needed a drink to calm down. My point was more that you should have a high expectation of your worth and a place that rewards productive folks is not going to be turned off by a reasonable high number.
Posted on 9/15/20 at 11:57 am to FCP
I'd rather be told up front what expected pay range is. If it's too far off your expectation one way or another, you can move on and nobody has their time wasted. Or, you can send your resume and CV in and try to negotiate. Smaller companies may not have a great understanding of market value, and they might not be too hardheaded to negotiate.
The recruiter that's helping me now has always been as open as possible about salary ranges. I appreciate that. Even if it's a little lower than I think it should be, I just think it's nice to know that number up front. You can start talking about more important stuff if you're not guessing at pay rate.
The recruiter that's helping me now has always been as open as possible about salary ranges. I appreciate that. Even if it's a little lower than I think it should be, I just think it's nice to know that number up front. You can start talking about more important stuff if you're not guessing at pay rate.
Posted on 9/15/20 at 12:00 pm to NolaLovingClemsonFan
The best thing you can do is find another offer you like, bring it to the table, and ask what they can do to be competitive.
It's difficult to argue with a good offer.
It's difficult to argue with a good offer.
Posted on 9/15/20 at 12:02 pm to NolaLovingClemsonFan
When asked about prior pay ranges and this position:
“I signed a confidentiality agreement with the employer, and I’m not able to share that. I can tell you that in this job search, most of the positions I’m looking at seem to fall in the $60,000-80,000 range. Is this job in that range?”
If pressed:
“I can tell you that I’m looking at jobs paying between $65,000 and $80,000. You can write that range, or write $80,000. However, I’m not comfortable sharing my exact past salary because of the confidentiality agreement I signed with my former employer.”
“I signed a confidentiality agreement with the employer, and I’m not able to share that. I can tell you that in this job search, most of the positions I’m looking at seem to fall in the $60,000-80,000 range. Is this job in that range?”
If pressed:
“I can tell you that I’m looking at jobs paying between $65,000 and $80,000. You can write that range, or write $80,000. However, I’m not comfortable sharing my exact past salary because of the confidentiality agreement I signed with my former employer.”
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