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re: How to handle the "salary expectations" question?
Posted on 9/15/20 at 12:03 pm to NolaLovingClemsonFan
Posted on 9/15/20 at 12:03 pm to NolaLovingClemsonFan
0
Posted on 9/15/20 at 12:16 pm to NolaLovingClemsonFan
Maybe I'm stupid, but how about just putting your salary expectation?
If you know the market rate for the position is 50-70k and it's a smaller market or you don't have a ton of experience, put 60k.
No one is going to balk at salary negotiations if you're the candidate they want. How many employers settle on a candidate that meets their criteria, interviews well, and will make their company more money just because they want 2-3k more than the salary target? I don't imagine that's very common.
If you know the market rate for the position is 50-70k and it's a smaller market or you don't have a ton of experience, put 60k.
No one is going to balk at salary negotiations if you're the candidate they want. How many employers settle on a candidate that meets their criteria, interviews well, and will make their company more money just because they want 2-3k more than the salary target? I don't imagine that's very common.
Posted on 9/15/20 at 12:19 pm to truthbetold
quote:
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.
Otherwise they may wonder why they hired you
Posted on 9/15/20 at 12:39 pm to wadewilson
quote:
I feel like you're tossing aside a lot of quality people because you're not upfront with your salary range.
They very well may, but if there is demand for the job, they aren't concerned with it.
Posted on 9/15/20 at 12:42 pm to Muthsera
quote:
No one is going to balk at salary negotiations if you're the candidate they want.
You won't even get to this stage if you're too high in many cases. You're weeded out well before this point.
Posted on 9/15/20 at 12:44 pm to NolaLovingClemsonFan
What I make currently is irrelevant. I tell them what it will take for me to consider the move. I’m especially aggressive in that figure when I am not actively looking to leave my current firm.
ETA: Compensation packages get more complicated at more senior levels and I’m also clear to acknowledge there are more levers that can be pulled. If a firm is going to need to buyout six figures of long term incentives for this conversation to be worth the time, then I’m upfront on that as well.
ETA: Compensation packages get more complicated at more senior levels and I’m also clear to acknowledge there are more levers that can be pulled. If a firm is going to need to buyout six figures of long term incentives for this conversation to be worth the time, then I’m upfront on that as well.
This post was edited on 9/15/20 at 12:52 pm
Posted on 9/15/20 at 12:47 pm to NolaLovingClemsonFan
Tell them you are a member of the OT and all your friends will laugh if you don't get mid to upper six figs.
BAW
BAW
Posted on 9/15/20 at 12:53 pm to Mulat
Posted on 9/15/20 at 12:54 pm to lynxcat
quote:
ETA: Compensation packages get more complicated at more senior levels and I’m also clear to acknowledge there are more levers that can be pulled. If a firm is going to need to buyout six figures of long term incentives for this conversation to be worth the time, then I’m upfront on that as well.
Always so fancy
Posted on 9/15/20 at 12:57 pm to NolaLovingClemsonFan
What are your salary expectations Mr. WEP?
I don’t know, how much you got?
I don’t know, how much you got?
Posted on 9/15/20 at 1:00 pm to NolaLovingClemsonFan
Say something about "salary bands" and where you think you'd fall within the range based on the position and your personal skill set and experience. That should be a sufficient initial answer for a company with a fairly well structured compensation policy.
If they aren't familiar with salary bands, their compensation structure is probably informal and based on low balling candidates. From there, you can throw out your goal number if you want, but also consider if you want to work for a company that doesn't have a general idea of compensation for the role and experience.
If they aren't familiar with salary bands, their compensation structure is probably informal and based on low balling candidates. From there, you can throw out your goal number if you want, but also consider if you want to work for a company that doesn't have a general idea of compensation for the role and experience.
Posted on 9/15/20 at 1:09 pm to NolaLovingClemsonFan
People tend to forget about the extensive value of perks like - stock, additional weeks of vacation, bonus structures based on profits, medical % paid by employer, 401K match%, etc... I negotiate these prior to salary.
The coolest perk I negotiated for this current job was a 6 week sabbatical that I could take concurrent, and aside from my normal 5 weeks vacation staring at year 5 of employment, and every 5 thereafter. I had it my last job, and it shows a commitment on both sides.
The coolest perk I negotiated for this current job was a 6 week sabbatical that I could take concurrent, and aside from my normal 5 weeks vacation staring at year 5 of employment, and every 5 thereafter. I had it my last job, and it shows a commitment on both sides.
Posted on 9/15/20 at 1:10 pm to wadewilson
quote:
I'd rather be told up front what expected pay range is.
Same. I realize there's often wiggle room, but I wish more companies would just say "Here's what the position pays" and that be it.
Wish might be a strong word. I don't really care because I doubt I'll be job hunting for it to matter to me personally, but it just seems like it would be easier on people if there was more transparency as to what the going rate for jobs were.
This post was edited on 9/15/20 at 1:13 pm
Posted on 9/15/20 at 1:12 pm to CoachDon
quote:
The coolest perk I negotiated for this current job was a 6 week sabbatical that I could take concurrent, and aside from my normal 5 weeks vacation staring at year 5 of employment, and every 5 thereafter.
Posted on 9/15/20 at 1:18 pm to LouisianaLady
When I was looking two years ago I was pretty upfront about my salary expectations. I’d ask about it in the first phone interview. Make them give me an expected range. If you arent In My range, then we aren’t going forward with this interview process. I’m not going to pretend this isn’t about money. It is. If you don’t intend on making me an offer I deem acceptable, then I don’t want to waste either of our times. We can talk more specifics on salary and ancillary compensations later down the road.
I’d say I was much more the interviewer in my interviews than they were, I wasn’t in a rush to switch jobs, so if I offended someone in my approach, I didn’t give a shite. I was honest and upfront and looking for the right fit, and I found it, but I ended several interviews early on b/c of salary expectations being too low.
I’d say I was much more the interviewer in my interviews than they were, I wasn’t in a rush to switch jobs, so if I offended someone in my approach, I didn’t give a shite. I was honest and upfront and looking for the right fit, and I found it, but I ended several interviews early on b/c of salary expectations being too low.
Posted on 9/15/20 at 1:20 pm to LouisianaLady
At best, you're going to get a range, because final compensation is based on too many variables to nail down, assuming it's a higher level job.
On the flip side, I'm sure employers wished people would just put on their resume what they want to make for a specific position.
On the flip side, I'm sure employers wished people would just put on their resume what they want to make for a specific position.
Posted on 9/15/20 at 1:22 pm to NolaLovingClemsonFan
When I was out of work this was a tough question for me to answer because I needed a job but at the same time didn't want to sell myself short, and at the same time didn't want to drive away an interview opportunity for giving too high of a price.
But its a lot easier to answer when you already have a job. Give them the number and if they say no just say OK and go back to your job. For example if you make $100k just say $120k and if they say no oh well you can go back to your $100k job.
But its a lot easier to answer when you already have a job. Give them the number and if they say no just say OK and go back to your job. For example if you make $100k just say $120k and if they say no oh well you can go back to your $100k job.
Posted on 9/15/20 at 1:24 pm to S1C EM
quote:
You won't even get to this stage if you're too high in many cases. You're weeded out well before this point.
What drove me nuts in interviews I did a couple years ago was that they were OK with my salary expectations in the initial phone screen, then I go through 6 interviews, get flown out there and everything, then when it comes time to negotiate an offer and salary they balk at the number we INITIALLY AGREED TO in the phone screen.
This happened to me 3 times. I had 2 offers rescinded because I simply demanded the salary to be what I originally discussed with the initial phone screen. If it was too high why did they waste their time and money interviewing me multiple times and flying me out.
Posted on 9/15/20 at 1:37 pm to NolaLovingClemsonFan
I’ve been in sales and ran distribution branches and production plants for my employer so I’ve been on both sides of the table. One thing I’ve learned in sales is it’s easier to negotiate a high quote down than it is to raise that customers price. Me personally throw out a number that is reasonable for what the position pays. If you get a face to face interview and an offer is made that you think is too low then sale yourself to management on why you think you are worth more than their original offer. I find that most good employers don’t want turnover because it’s a waste of time and looks bad. If they see you bring a lot to the table often they will pay you fair market value. If you show them after you start your job that you are a rock star and they don’t want to lose you they will pay above the norm.
Posted on 9/15/20 at 1:40 pm to NolaLovingClemsonFan
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