What Salary Are You Seeking?
Although most of the questions brought up in a job interview are asked to see if you would work well within the company culture, there are practical questions as well. There has long been a prevailing idea that discussing salary is somehow crass, as if the primary reason people work is something other than being able to support their families and pay their bills. In previous years, it was considered bad form for a candidate to inquire about the salary for the position. Thankfully, times are changing.
The amount of money you will be making is obviously important. The employer knows that you want a fair salary that will compensate you well for the work you will be doing. However, salary remains a sticky subject for many people. Please listen to what I’m about to say: employment is a business transaction. You are exchanging your services for payment, just as any company exchanges its goods and services for payment. You should not be shy about discussing what that payment will be.
With that being said, how do you bring up the question of salary, or how do you answer it when it’s posed to you? I am of the opinion that salary should be one of the first topics discussed in the recruiting process because it is the ONE factor that can immediately eliminate your interest in the position and vice versa. More and more recruiters are starting to use the salary question as a screening question, which is good for all parties involved.
To effectively discuss salary, you need to know your worth. What are the comparable salary ranges for someone in your industry, at your level, with your background? Similarly, the hiring company should have done its due diligence and conducted industry benchmarking for salary as well. This doesn’t always happen. All too often, companies rely on lazy recruiting tactics and don’t bother to research salary before talking to candidates. This is part of the reason many of them want to know your salary history. Basing salary on previous earnings is terrible business; it is also now illegal in many jurisdictions. If you are asked your salary history, it is not in your best interest to divulge that information. The best way to answer that question is to turn it around: “If you let me know what the range is for this position, I can tell you if it meets my expectations.” If they say that they don’t have a range, or “it depends upon the candidate” or some other non-answer about salary, consider that an enormous red flag.
It is also perfectly appropriate for you to inquire about the salary range during an initial screening interview. “Could you let me know what the budgeted salary range is for this position?” If they push back and want you to name a number first, give them a range. “I am pursuing roles with a salary in the range of $X and $Y; I will also consider other benefits that come as part of the compensation package.” You might think that you’re telling the employer the lowest salary you will accept by giving a range. That’s not true. You’re saying that you have flexibility along a finite continuum and that you will look at the whole comp package to review any offer.
The bottom line here is that it is acceptable and becoming more expected, on both sides of the desk, that salary range is an initial discussion point. I would caution anyone not to look only at the base salary being offered but to consider other forms of compensation the company might offer. Before accepting any offer, it is incumbent upon you to analyze the base salary and any variable pay component, cost of medical/dental benefits, and any retirement plans, among other things.