Thank you. It blows my mind that they are pretending that this isn't the appropriate solution if the question genuinely was to see if they can meet your expectations. They have the power and the knowledge. If that was all they cared about, they would be sharing their range upfront.
@@iBenTV I would simply ask “Why is that?”. If they then reply “Our remuneration scales are confidential.” (or something along those lines), I’d stand up, offer them a handshake, say “Well thank you for your time, that’s all I need to know.” and then walk out. If they then say “Where are you going?” just say, “If your company can’t be transparent and honest from the start of a working relationship then it doesn’t bode well for that relationship going forward.” You keep your integrity and can walk out with your head held high and their professionalism looks poor. You’re exchanging a very large chunk of your life by working for them, approach it professionally but with the mindset that you’re interviewing them to see if they’re worthy of you investing that amount of your life into them.
Just literally had this happen to me. Was put on the spot asking for salary expectations during an interview with two execs and responded with this same reply. Put the ball in their court, get all info, and don't sell yourself short.
These strategies are so American specifically. I just went through a hiring process in Germany and there you are expected to give a specific number. German coaches coach you to state it confidently, in one sentence, without any explanations, and then just pause and wait for a response. I'm also not German, and in my country I'd do the same. But my sister in the US did tell me that those negotiation strategies were what one should train oneself to do
Interesting, I've recently switched jobs and stated ranges to both potential employers and recruiters (basically following the #2 approach) and never ran into problems. I often initially got clear numbers back but most were open to some negotiation.
“Money is important but not as important as my environment, work, or teammates.” This has paid huge dividends my whole life. I’ve never suggested a salary and their offers are always higher than I would have asked for.
agreed, getting seven figures but living cost is six figures monthly is worse than getting five figures but living cost is three digits. also between needing to commute and buy a car or work from home and getting public transit once in a while means getting cars and its subsequent needs and costs.
Same here. I've used the same technique successfully in my last few roles. I worded it about how the salary only makes up part of the package, along with things like training budgets, flexibility around scheduling, working environment, holiday entitlements, etc... And that it's this whole package that motivates me to perform at my best. They seem to have always liked that, rather than just saying "I want to earn €xxx p/year".
@@fltfathinI feel like if you’re getting over a million dollars a month you’re probably not applying for the kinds of jobs that will be too bothered with this question in the first place…
And that's why the low number is the number you are actually targeting. If they happen to feel pressured to offer you something in the middle you get a bonus.
And employers always had an upper hand in the entire process... At times I think, is there any amount of preparation that convinces the employers... This all becomes so scripted that you know through your instincts that the employer is not going to get convinced with what you quote. And poor needy employees have to agree with what the employer offers..
You don't want a job that is going to keep you in poverty. A 3% raise won't always cover the rate of inflation. If a company can't pay you a wage you can PROSPER off of , they are not worth your time.
More than once you've advised saying you don't fully understand the role in order to dodge the question of salary expectations. Can't imagine this sounds very good to the interviewer.
Because the interviewer doesn't give a shit to your misunderstanding of whatever else is kinda bothering you. Everything they want from you at the moment is the lowest number to be put into the offer. That's exactly how they use it later on.
@@Eagle-gl7bq I think so. It also depends who the interview is with. If this is rando from HR hiring for an Engineering gig then they're most likely not going to understand the nuance, scope or specific requirements for the role. I've said this with non-technical people and it's fine. *USUALLY* how it goes is there's a job listing with expectations/requirements. Interview states things that are similar but other areas that are tangentially related but expand the scope of someone that typically operates under that title. I then have to explain the expanded scope depends upon a number of factors that aren't related to the core functions listed and then ask if there are subsequent interviews for this position. If so, I say I'll wait until I have an interview with the actual team or supervisor of this role. If not, I'll tell them the typical scope for the expanded requirements/expectations and then leave it open ended stating, "assuming that's it and not more;" and give them the upper end of my salary expectations for that type of work. This is usually appreciated since I find it shows the interviewer that I have a fairly good grasp of role expectations and what goes into that role, even with the "curve balls". I find that typically in tech the roles are Role.5, meaning they want a cloud developer + "some security ops" scopes, which is not typically in the purview of a cloud developer. This also makes it a perfect opportunity for you to ask what the desired expectations are for that role in 1 year, 2 years, etc...assuming it graduates to greater responsibility/scope of responsibility outside the immediate requirements, you can ask for that higher salary range since it's an investment for both of you as you'll be expected to expand your skill set while working.
I so love that meme: -Your salary expectations are very high giving your low experience. -Of course, it will be a very hard job for me, since I don't know what I'm doing 😂
When they ask my salary expectations, I always give them this line --- which has doubled my salary: "I just want an offer that's fair. One that reflects my skills and experience." You will be surprised at what they offer you. You nailed the interview. They love you.
You nailed it but it wont work everywhere, I believe its always better to have an Ideal number and an Okay to settle number when it comes to defining the range for our role in the prospective company.
About the comment at 1:27 "typically, hiring managers and recruiters want to make sure they can afford you". I am not sure I agree with that. I think it is more typical --no matter a company's budget-- that they will pay as little as a candidate allows. Few companies will pay out one cent more than they absolutely must. If it weren't largely true, wages would be more openly disclosed. My two cents is, it comes down to a candidate knowing their worth and pitching it plainly and with pseudo-nonchalance. Desperation is just as bad (or worse) than being too rigid or aggressive!
I'm halfway through my career and I don't take that shit anymore. Now I'm the one who asks that question of potential employers if they dare post a job offer that doesn't come with a number. It's time to end that BS. You said it yourself: every position is budgeted and they know the budget, I dont.
exactly, if they can't answer, they aren't serious, and/or they're trying to lowball you in which case I don't want to work for them. I just shut it down immediately. if they are actually serious, they'll come back with an answer straight away, usually higher than you thought. If not, I've saved my time.
I’m confused. Why would you solve this issue yourself with a simple question when you could just complain until government, solver of all problems and salver of all wounds, handles it for you?
I understand her perspective on the discussion of salary as an interview question response, but, let's face it, a number or range is generally expected once you've been made an offer. I live in California, where certain employers are required to advertise a salary range, so that helps me weed out positions that don't pay what I would potentially be asking. Personally, I took ALL my expenses for living, added my reasonable yearly savings goal, and that became the low end of my range. I then multiplied that number by 1.5 and took the median between my number and that product as the high end of my range. This makes sure I've got everything covered to live and thrive and I'm only negotiating on how big a cherry is on top.
Ambiguous question equals Ambiguous answer. "You said we are a groundbreaking industry leader with top pay and benefits. I would say that a salary in the 90th percentile for this area for this position is perfect."
That sounds very soothing to say and feels like it gives a sense of power, however we all know that it doesn't work this way in the real world where hiring managers think they are so intelligent and entitled to be ambiguous in asking such questions but at the same time they are too dumb to understand a similar ambiguous responses therefore they insist on a clear, specific figure which is also easier for them to process and decide upon 😜
"What are your salary expectations?" *heist music intensifies "What's your budget?" "We don't have a budget." "What's the market range?" "A little down at the moment." "I believe I bring a lot to the table." "Possibly. But this is a pretty standard role." "Can I get back to you on this?" "We'd rather have an initial number to start with. What was your salary in your previous job?" "CAN'T SAY! SIGNED AN NDA."
I wish she had a comment for the VERY COMMON reality that this question is asked in the online application process. You HAVE to answer. The answer HAS to be ONE number, not a range (although some do offer ticky boxes for ranges). It's awful, esp when they have offered no salary range in the description.
This is tricky! I recommend writing "negotiable" into the field if possible. If it demands a number, then you can write "0" and in a comment elsewhere mention that you would like to learn more about the position before naming a salary. Another option is to choose a number based on the information you do have and that you'd feel comfortable being paid, adding some wiggle room for negotiation. This field typically isn't meant to lock you into a specific number but to weed out applicants whose desired salary is outside their budget.
My previous company had salary brackets attached to levels 1 through 8 for the different career paths within the company. My answer would be to ask whether the interviewing company has such a system in place, and based on my qualifications and experience, where do I fall into their level system, and what salary bracket applies to that level? If they do not have such a system, my next question is what system do they use equitably pay their employees....
"Equitably pay their employees"?? Since when is that an employer's goal? They want to fill the seat and retain as much profit for the shareholders as possible. Shareholder primacy, after all...
@@catatonicbug7522 In an engineering firm, you fill those seats with the most talented and dedicated individuals you can find and make the employees themselves shareholders. That's how you build a successful company over 60 years...that is where I chose to work for 20 years....
At my company, we always list the salary band on the job description. However, sometimes it is quite wide, so, after the initial 30 to 45 mins, I will also ask what they (as a candidate) expect. At this point, we will already have determined principal role and contribution level fit, so a discussion along the lines of "let me talk more about my skills/contributions" would not work well there. However, I explicitly invite candidates who are not satisfied with the band we propose to ask the question "what do I have to do to reach salary xxx". We can then discuss how they could get there. I really enjoy these discussions, as they are focused on value, and not cost.
Very helpful context and advice! I wish all companies posted a range. Not sure if anyone else thinks this way, but I tend to see it as a red flag if they don't post it in the job description, and a no-go if they won't at least state it in the interview. I never thought about approaching it this way.
The entry level catch 22 where a person would need experience to land an entry level role, say help desk, and in turn...that same person would require having worked to gain experience doing the entry level thing that they'd need experience to be accepted into doing.
Great video, but I disagree with some of the tips shared when discussing the compensation: the salary is a compensation for your time and labor for the employer. Justifying it shifts the power in their favor, when a job interview should be about learning whether the candidate and the potential employer are a match and that they agree on the value both offer to one another. If they believe the compensation you have in mind is "too high", that means there's a mismatch in the perceived value you'll bring to the table, making the candidate and the company not a match.
I am not really sure, if asking their budget is the right way. I tried and generated in two different nterviews the same response : "We are not negotiating salary". While these people think to give some HR insights, companies think about their own responses. Candidates are still several steps back left.
My current job asked me this question during the video interview with 4 managers and without hesitation I gave them the exact amount that position was going for by default. They all paused awkwardly and someone finally asked what made me pick that amount. I said "That's how much the position is listed for, so that's what I expect". They had no idea how to respond to that and changed the subject 😅
Another thing to consider is, whether the position is exempt or non-exempt (i.e. x1.5 OT)? Also, what the expected overtime will be whether is paid or especially, if it’s unpaid! I took a jib at a good salary, but worked 70+ hours a week which substantially lowered my salary? I left as soon as I could find another job immediately! Also, whether a defined benefit (pension) is offered & whether bonuses are paid & what basis is used to determine those bonuses? Benefits like quality of health insurance, vacation or PTO are offered as well? Lots to consider??!
I have a number, and it's not very flexible. It's what I need to live the life I want, without going overboard. It's also pretty much exactly what I was making years ago (inflation-adjusted) BEFORE I went and got a four-year degree. So I think it's pretty fair. If someone asks me directly, I am happy to answer. I explain that's where I think I should be, and what someone with my skills and experience deserves, but that it's a target for the next 1-2 years. If I start a bit lower, with a very clear pathway to my desired salary, then that's fine. And I totally agree that since salary isn't the only factor, it's fine to be vague or completely refuse to pin yourself down. WAY more important than the final salary figure is the combination of: work environment, career progression, flexibility, training & development, stimulating & rewarding duties, culture, and many other non-tangible factors. Without those, no salary is worth it.
Literally the best coaching session ever. Super practical. Great tips. The only thing I would add when you’re stating your salary range, talking about the benefit package, etc, is to state how important it is to be engaged, to learn, to work for a well connected and dynamic and fun team. Essentially highlighting EQ not just IQ.
Required application form field that only accepts a number: this often happens on job applications where no amount is advertised. If you attempt anything else, your application cannot be submitted. All you can do is walk away from those applications.
I don't answer that question. Turn it around. "I'm not concerned about the salary, I care more about the role and responsibilities, and whether I'm a good fit. As long as the salary is at a fair market rate, I don't think salary will be an obstacle."
This is good advice - it just sucks that we're Still in a place/year where the people who supposedly need someone to do some of their work, can't solve this non-problen by just providing the salary range/budget to begin with, so then there Can be an actual negotiation ('as this role doesn't seem to match your skills/experience, we would like to offer you the bottom of this range, and see how your grow into the role', then you could negotiate from that point or not, etc)
I personally feel there should not be salary negotiation. salary budget should be clear cut.No Doubt negotiation loose Talent aquisition.They should clearly mentioned salary as per classified job profile in my opinion as a management professional.HR policies related to salary nd other benefits should be clear cut.Useful nd outstanding lecture ma'am.Thanx.
even internally. it's been my experience that individual contributors can't see the salary range for internal job boards, but management can see those. i've also experienced hr not wanting to share the range when asked. then you just have to hope you have great relationships with people in management and some "friends" or mentors are willing to look up the ranges and share with you. it's such an incredibly toxic practice. why does management need to know the salary ranges of roles in a different division, but the people whose lives would be impacted by that salary aren't supposed to know??? though, i'm glad someone has access to the info and was willing to share.
I‘m really surprised how progressive California is with the law of having to advertise the budget for the position. Here in Germany they are just starting verrrrry vague with some blurry salary range informations here and there. And internal salary informations are absolutely unusual between employees. Just experienced how getting to know that your equal-role-colleague is been paid 17% higher than you for years escalates to a real showstopper.
Great advice. I’ve found that over time, in my own career, I’ve built up a list of value services I can provide so there are tiered responsibilities that afford certain salary ranges. For instance, working on a single project for a role may not warrant a 6 figure salary right away, but as you climb and gain responsibilities and can start managing other products and people, you will start to recognize money as time and how fast you can accomplish the set of tasks for the money negotiated. Once you realize you can complete certain tasks in a set amount of time for a good business value, you will have unlocked the power potential of your salary earning ceiling and the power of negotiation.
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IMO the question is a power play based on the negotiation mantra of "whoever speaks first, loses". Any organisation of any significant size and governance structure will have salary ranges and benefits aligned to the employment grade. These ranges are largely immovable, whereas personal expectations may have a far greater degree of flexibility. There are potentially genuine reasons for asking a tough question (how does the person react to pressure ? can they negotiate confidently ?) BUT ultimately the organisation has (far) greater negotiating power and I believe that there is far more to be gained where the organisation discloses the salary range. There is a major problem in the UK currently where organisations are 'inflating' the role title (Head OF; Director; CXO) but hiding salaries that are only suitable for FAR more junior positions. As a strategy this just doesn't work, on multiple levels.
I can’t count how many interviews I’ve done in my career at this point, but what I will say is I’ve only asked this question of candidates I intend to offer and don’t want to low ball them on the first offer pass. I also want to know this so I don’t have to go back and forth fighting HR/Recruiting about what to offer. I find out what they’re expecting, form my argument for why we should meet it or go a bit higher, and basically let them know I really want this candidate and why we can’t afford to lose them by offending them with an offer well below their worth for the sake of saving the company a few dollars every payroll. Works every time!
It's clear that this person hasn't looked for a job in a while. Applications for job postings ask for expected salary as a required answer on the website that is accepting the application. You have to answer at the same time that the resume is uploaded, or the application isn't even accepted by the system. You simply CAN'T type in a range or "redirect the question." This content was relevant in the 90's but not today.
Not all applications ask for expected salary, it depends on the company and state. Regardless the question still comes up during interviews so a job seeker needs to be ready to answer it properly and negotiate.
More states and countries should sign onto legally requiring employers to post the salary range. Colorado, New York, Washington, and California are a few states that have strong pay transparency laws. Internationally, England does a decent job at posting ranging while it is rare in the Netherlands. Pay ranges are the best way to waste no ones time. It is time pay ranges become standardized in job postings.
I’ve been “priced out” and told that a job isn’t for me when I was in desperate need of income. I’m priced correctly for my desired job, but others that have come up along the way
I'l use strategy #2, specifying my initial expectation between 150% and 250% of my current salary, while mentioning that it is my initial expectations and can be flexible as it is just one factor, and I would be happy to consider other factors such as work environment and othrr benefits. Then proceed to ask them what are their budget for this positions. If they refuse to answer their budget after I provide my answer, then most likely it wont be a good fit for me.
nope, they said that if I dont have a " base salary range" they cant keep me shortlisted and invite to the 3rd round of interviews..,however, they have mentioned the salary at Glassdoor already....
You might quote few references from john lees or from tori dunlap but it doesn’t work in india. I managed the same in recent hr call. when asked the same question I said i’d like you to go first. Since this is an approved position, I’d like to know the budget. For which she replied in a hard voice saying i know where you’re coming from. I don’t reveal my budget. Period. I also said I don’t know the shift timings. I don’t know the rules or responsibilities. I don’t know the level of expertise you’re looking for but still she said she doesn’t reveal the budget.
I don't get why this needs so much attention. I just answer honestly with what I want my salary to be for the advertised role. Of course, it's not JUST about the salary either but this is just one of the topics that come up during an interview.
So we have to talk to them like we're talking to a child who's no clue what it does. Gotcha! On a serious note: How did we end up having to fight for our value when we have applied via a cover letter, listed our skills and then even talked about it in the interview?? At this point we are doing the brain work for the employer.
@@beigenegress2979 just had an interview last week where HR tried to evade that question. Laughable really and exactly like you said its just abusive communication strategies...
Just ask right back. "What are you offering?". No less of a valid question than theirs. I'm not a pro at job interviews by any stretch,but I've never left an interview without knowing what they would be paying me for my skills and experience.
Ask for 5%-10% above the advertised salary. 1) It "frames" your value on the top end. 2) If they ask "Why?", Say you like this company so as long as the offer is on the high end you will accept below your expected salary. If they keep asking "Why?" so high?, be honest, "I like money/I have financial goals that I need to meet".
Depends on the situation and how good you are. In my last job more than 10 years ago I told the company that they could not afford or deserve me at all. I retired at age 42 because they offered me a fortune at the time.
What if you ask more about the role and salary budget first? Before they have a chance to ask you They may retort with asking you salary expectation. You say:" I'm not aware of the full scope that's why I asked you" and redirect back to them. Any thoughts ?
This approach can definitely work. I like the idea of putting it in their court before they have a chance to put it in yours. My only hesitation is that many of the experts I've spoken to about this caution bringing up money too early in the process since you want the hiring manager to decide you're the best candidate for the job before that conversation.
If you or your recruiter is located in the state of California, we are legally required to give you a range if you ask, and its illegal for us to ask your current comp. As a recruiter, i ask expected salary so i can understand your leveling, and set you up with the right level of interview to help you get the job. If i have multiple openings in multiple levels, i am not going to give a $100k level candidate $150k level questions, because it would be unfair to the candidate.
expectations :D lol. I name my price. Take it or leave it. Don't let corporations push you around. Don't swallow whatever they giving you. Have some self dignity. Value your time and skill.
For every interview I’ve always just said, “market rate”. Answers their question and spins it back to them. IMHO, I think this is the most over emphasized part of the hiring process in the States.
Such a lie that asking salary expectation is to help you both find a mutual agreement. If you'd disclose your budget first that'd make everything easier. The only reason recruiters ask this question without wanting to give the budget range first IS because they want to cut you short! Stop pretending it is out of any other reason! You will at least earn some respect by being honest
Oh wow! I didn't know that Nevada has an active salary history ban for prospective employers to ask. It didn't dawn on me that there was any legality to it at all. My company was really good about it and didn't ask, but good to know. I've been with them for 7 years now and the starting salary was actually higher than I expected anyway and the bonuses are really good.
Thank you Harvard Business teaching how to waste everyone's time! Every company has a budget range of the position they are hiring. If a company finds the right candidate and the candidate find the salary range acceptable, why the necessity of the song and dance!?! There's work to be done. Business should post salary range, don't bother apply if that's not what you are looking for. Save the hiring business and the candidate time and energy. As a hiring manager, I don't have time to keep interviewing. It's not productive.
I use to give them a minimum amount but I am at the same time straightforward that it only represents the absolutely lowest level I am willing to discuss about, and that what I perceive as a fair level I will be able to express after hearing more and understanding the role better.
If they don't want to waste anyone's time, isn't it best to put the salary in the ad so nobody's time will be wasted by applying in the first place. I suspect there's another reason why. Maybe data accumulation?
In Germany you get asked for the salary expectation already during the first application steps: you upload your cover letter, your cv and need to fill a field with your desired salary. How would you overcome that?
What to do if they asked for a figure in the job application form instead. I gave a range and now I am ghosted. Didn't even get an interview appointment. Wasted my time filling in the form
"Can we afford you?" Not only is this important for the hiring company, it's also important to the candidate to know if the company is in range. A few years ago I interviewed for a job. Surprisingly, the hiring manager provided the salary range during the initial interview, with caveat that it could go higher if needed. Their upper was close enough to my lower that I maintained interest. After the second interview, I received the written offer, which was well below consideration. I provide current salary and PTO days and asked if what they could do. They increased salary offer to what they said was the max (well below the numbers provided during the initial interview) and bumped vacation time to meet what I was getting at my current job. As much as I wanted the job because of the work being done, I couldn't afford the pay cut and had to decline the offer. Had they provided the accurate numbers during the initial interview, we could have ended right there and saved us both time and disappointment.
In my experience, many recruiters get angry if you don't give a number, and they directly throw you out of the process. It's unfair, but that's the job market
"What is your expected salary?". "I am a lead UI developer with X years of experience, I would like to be paid the same as an equivalent lead UI developer who is employed at your company". The reason. I don't want to go in a job doing the same work as someone at my same skill level but getting less pay. They can ask what I am currently earning but I won't tell. As long as I am not being undervalued I will consider if it is "within MY slary range"
(Interviewee knew that the region I was leaving gave $$$$$ + other expat benefits) "I am realistic that the new opportunities I am pursuing will find it challenging to come within 50% of my current salary. Regardless, I am ready to move on. I will consider offers that are principled." Got the job. But also negotiated an extra pay 5% plus other benefits and allowances that wasn't originally offered.
I always start off by saying I don't want money and that the work is my passion -- my true calling! They then respond by saying they legally have to pay me something. I then say 'Ok fine. How about just throw $500k at me for expenses.' They will then believe they have stumbled upon the greatest engineer to ever walk the earth and trip over themselves to give me an offer.
Remember, most of those states with laws saying you don't have to give a specific answer also include that the employer must give a specific answer. It is illegal in many states to post and interview for a position without upfront salary transparency. If you redirect and ask what the job pays and they aren't forthcoming, you have grounds to sue since that is breaking the law. I wouldn't do that, but it is your right to know what they are offering. You shouldn't be the one to have to answer that question.
"As the job candidate, I don't make compensation demands of employers. I consider the scope and complexity of the position, then determine whether the employer's offer is suitable for the role. What is the maximum rate being offered for this position?"
The best answer. It's hard to translate pay scales company to company. You might also be applying to roles with higher seniority than what you currently have and at that point your current base could be much lower than what they might offer. Because of inflation and lack of bonuses, I actually found myself in an interesting position. I applied for a role of lower seniority at a different company but the total compensation actually comes up to be more that my current base pay. And this role requires some technical knowledge I did not have but the company trusts that I can ramp up fast. I proved that I can do that in previous roles. The way I see it, the more valuable thing for my career is developing expertise in areas that I think will benefit me in the future.
I don’t do the salary question dance. I just give my number. If they get a good deal on my labor, everyone wins since I set the price at something I’m happy with.
Thanks for the great tip. I will be attending an interview in the next two weeks. The employer has requested me to fill in a pre-interview form which also demands me to reveal my current salary. Is it oky to disclose? will this have any negative implications on my next negotiation?
to be honest, is best to speak with specialized recruiters or head hunters and they can give you great advice, even for free, on your salary expectations, in that area
Once I was asked in a German firm working in south asia, and it was the first time of my career I refused to tell my current salary and also apologize any specific range and told them I dont wanna be judged by what I'm taking right now. Moreover, they still insisted (a non german HR), but I again told them that I have had bad experiences in past so dont wanna go for that. I was rejected the same day evening through email. 😂
What about when the job application requires you to fill this information? What do you put there? Some online application systems even don’t allow you to put in texts and you are forced to leave a number.
Harvard Business Review giving business tips adequate to the level of first year barista. I started reading it when I wanted to go to business school in middle high, quickly realized what a nonsense that would be.
Great video and information. My only other comment is kind of snarky - but the bubble necklace was extremely distracting. It took me awhile to figure out if was a real necklace or something added on virtually like a cell phone app that adds cat ears, etc. So I kept going back to looking at the bubbles until I finally saw it had a chain. Sorry if that's stupid on my part... Again - great information though!
Yes it seems to move independently of her body language. I would say leave the bubble necklace at home when applying for that high salary job you’re after.
Why would you want to indirect it you’ll have to talk at some point anyway and recruiters don’t want it to be the beginning of a lengthy process, they just want to get headcounts and be done. I usually go with “I’m expensive because I give everything. At minimum XXX I’ll consider. Let me know your counter, for the next week I will make sure to keep other competing offers on hold for you” and just close it.
HR don't want to waste their time. But they are potentially wasting my time by not posting the salary range together with the job description. If they post the salary range applicants save the trouble of applying for low-paying jobs.
The business is not at all worried about “affording you”. They want you to low ball yourself so they can pay you less. Businesses and bosses are not your friends.
My answer: “When I consulted, I charged $###/hr, so the question is, how many hours would you like me to work?” This allows them to fit me in their budget and if the hours are low, pick up an additional job.
It’s a bit silly to suggest that the salary expectations depend on the job responsibilities. Personally I only have one full time job so if it doesn’t pay what I’m worth I’m not going to take it because of what the job is…
I have recently realised this is actually a big deal to some people. What I don't understand is why you can't just give a figure. If you want 100k say 100k. Why all the mind games. If they can't afford me they can't. If you get there and are underpaid, then review the salary during trial period or just leave.
Since every position is budgeted, why isn't salary amount included in the job ad?, Saves everyone's time
Probably because if your expectations are lower than their budget they end up “saving”.
Absolutely agree.
Some companies listed the range for the job.
Thank you. It blows my mind that they are pretending that this isn't the appropriate solution if the question genuinely was to see if they can meet your expectations. They have the power and the knowledge. If that was all they cared about, they would be sharing their range upfront.
It is now, in California.
Put the pressure on them and ask “What salary range are you able to offer?” It’s straightforward and they won’t want to be judged as being too cheap.
Wow that's a great point mark. Thank you!
genuine question tho, won't they be able to just reply with "sorry we can't disclose this information"?
@@iBenTV I would simply ask “Why is that?”. If they then reply “Our remuneration scales are confidential.” (or something along those lines), I’d stand up, offer them a handshake, say “Well thank you for your time, that’s all I need to know.” and then walk out.
If they then say “Where are you going?” just say, “If your company can’t be transparent and honest from the start of a working relationship then it doesn’t bode well for that relationship going forward.”
You keep your integrity and can walk out with your head held high and their professionalism looks poor.
You’re exchanging a very large chunk of your life by working for them, approach it professionally but with the mindset that you’re interviewing them to see if they’re worthy of you investing that amount of your life into them.
Woah, you are a real badass!!!@@mark_tolver
Just literally had this happen to me. Was put on the spot asking for salary expectations during an interview with two execs and responded with this same reply. Put the ball in their court, get all info, and don't sell yourself short.
"They don't ask for it to try to pay you as little as possible" *proceeds to explain that's exactly the reason why they ask but with different words*
Exactly 😂
There should be a "Job interview board game" so that everyone can get used to these conversations starting from middle school.
Make it an RPG with complex dialog trees. :)
Because it allows recruiters to save some money in caso they do not need to pay you the whole position budget.
Yeah this is like a mind game 🤣
Make it. There's your million dollar idea of the day.
I hope you are in process of making that board game. It would be an asset for everyone.
These strategies are so American specifically. I just went through a hiring process in Germany and there you are expected to give a specific number. German coaches coach you to state it confidently, in one sentence, without any explanations, and then just pause and wait for a response.
I'm also not German, and in my country I'd do the same. But my sister in the US did tell me that those negotiation strategies were what one should train oneself to do
nope, its prevalent in india too ( or even in the apac region)
Interesting, I've recently switched jobs and stated ranges to both potential employers and recruiters (basically following the #2 approach) and never ran into problems. I often initially got clear numbers back but most were open to some negotiation.
asian companies/ small startups won't ever do that@@falkschonfeld2370
I am also a foreigner living and working in Germany. And yeah, the interview and hiring culture is different here.
In Europe, HR does not care about anything. HR care about only profit charts. Mindset is not about employment value, is about profit from you.
“Money is important but not as important as my environment, work, or teammates.” This has paid huge dividends my whole life. I’ve never suggested a salary and their offers are always higher than I would have asked for.
agreed, getting seven figures but living cost is six figures monthly is worse than getting five figures but living cost is three digits.
also between needing to commute and buy a car or work from home and getting public transit once in a while means getting cars and its subsequent needs and costs.
Same here. I've used the same technique successfully in my last few roles. I worded it about how the salary only makes up part of the package, along with things like training budgets, flexibility around scheduling, working environment, holiday entitlements, etc... And that it's this whole package that motivates me to perform at my best. They seem to have always liked that, rather than just saying "I want to earn €xxx p/year".
@@fltfathinI feel like if you’re getting over a million dollars a month you’re probably not applying for the kinds of jobs that will be too bothered with this question in the first place…
I was specificly asked to SPECIFY the number, if I said something like this
@@soirema repeatedly refuse. And, repeat the mantra that other things are more important. I’ve declined to specify a number for weeks.
Specifying a range is exactly like specifying only the lower number in that range, because that is the only thing the interviewer will hear.
ikr? That is like saying "I will sell this car to you for between 3,000 and 8,000 dollars."
And that's why the low number is the number you are actually targeting.
If they happen to feel pressured to offer you something in the middle you get a bonus.
And employers always had an upper hand in the entire process... At times I think, is there any amount of preparation that convinces the employers...
This all becomes so scripted that you know through your instincts that the employer is not going to get convinced with what you quote. And poor needy employees have to agree with what the employer offers..
You don't want a job that is going to keep you in poverty. A 3% raise won't always cover the rate of inflation. If a company can't pay you a wage you can PROSPER off of , they are not worth your time.
More than once you've advised saying you don't fully understand the role in order to dodge the question of salary expectations. Can't imagine this sounds very good to the interviewer.
Because the interviewer doesn't give a shit to your misunderstanding of whatever else is kinda bothering you. Everything they want from you at the moment is the lowest number to be put into the offer. That's exactly how they use it later on.
I guessed that this video is for their new graduates.
@@Eagle-gl7bq I think so. It also depends who the interview is with. If this is rando from HR hiring for an Engineering gig then they're most likely not going to understand the nuance, scope or specific requirements for the role. I've said this with non-technical people and it's fine. *USUALLY* how it goes is there's a job listing with expectations/requirements. Interview states things that are similar but other areas that are tangentially related but expand the scope of someone that typically operates under that title. I then have to explain the expanded scope depends upon a number of factors that aren't related to the core functions listed and then ask if there are subsequent interviews for this position. If so, I say I'll wait until I have an interview with the actual team or supervisor of this role. If not, I'll tell them the typical scope for the expanded requirements/expectations and then leave it open ended stating, "assuming that's it and not more;" and give them the upper end of my salary expectations for that type of work. This is usually appreciated since I find it shows the interviewer that I have a fairly good grasp of role expectations and what goes into that role, even with the "curve balls". I find that typically in tech the roles are Role.5, meaning they want a cloud developer + "some security ops" scopes, which is not typically in the purview of a cloud developer. This also makes it a perfect opportunity for you to ask what the desired expectations are for that role in 1 year, 2 years, etc...assuming it graduates to greater responsibility/scope of responsibility outside the immediate requirements, you can ask for that higher salary range since it's an investment for both of you as you'll be expected to expand your skill set while working.
I so love that meme:
-Your salary expectations are very high giving your low experience.
-Of course, it will be a very hard job for me, since I don't know what I'm doing 😂
😂😂
That's a C-suite move.
What would be the best way to answer this tho 😂
Two words. Salary. Transparency.
Exactly. This.
When they ask my salary expectations, I always give them this line --- which has doubled my salary: "I just want an offer that's fair. One that reflects my skills and experience." You will be surprised at what they offer you. You nailed the interview. They love you.
You nailed it but it wont work everywhere, I believe its always better to have an Ideal number and an Okay to settle number when it comes to defining the range for our role in the prospective company.
About the comment at 1:27 "typically, hiring managers and recruiters want to make sure they can afford you". I am not sure I agree with that. I think it is more typical --no matter a company's budget-- that they will pay as little as a candidate allows. Few companies will pay out one cent more than they absolutely must. If it weren't largely true, wages would be more openly disclosed.
My two cents is, it comes down to a candidate knowing their worth and pitching it plainly and with pseudo-nonchalance. Desperation is just as bad (or worse) than being too rigid or aggressive!
I'm halfway through my career and I don't take that shit anymore. Now I'm the one who asks that question of potential employers if they dare post a job offer that doesn't come with a number. It's time to end that BS.
You said it yourself: every position is budgeted and they know the budget, I dont.
exactly, if they can't answer, they aren't serious, and/or they're trying to lowball you in which case I don't want to work for them. I just shut it down immediately. if they are actually serious, they'll come back with an answer straight away, usually higher than you thought. If not, I've saved my time.
I’m confused. Why would you solve this issue yourself with a simple question when you could just complain until government, solver of all problems and salver of all wounds, handles it for you?
@@cisium1184 I'm French. We solve our own problems, including the government when it becomes one.
The: In fact the budged will be a range; it is up to you to ensure that the offer to you is near or at the top of that range.
I understand her perspective on the discussion of salary as an interview question response, but, let's face it, a number or range is generally expected once you've been made an offer. I live in California, where certain employers are required to advertise a salary range, so that helps me weed out positions that don't pay what I would potentially be asking. Personally, I took ALL my expenses for living, added my reasonable yearly savings goal, and that became the low end of my range. I then multiplied that number by 1.5 and took the median between my number and that product as the high end of my range. This makes sure I've got everything covered to live and thrive and I'm only negotiating on how big a cherry is on top.
nice method. Hope you are doing well.
isn't your high number just your first number x1.25 ?
It is, in fact lol@@happily_blue
Ambiguous question equals Ambiguous answer. "You said we are a groundbreaking industry leader with top pay and benefits. I would say that a salary in the 90th percentile for this area for this position is perfect."
You are a genius!
That sounds very soothing to say and feels like it gives a sense of power, however we all know that it doesn't work this way in the real world where hiring managers think they are so intelligent and entitled to be ambiguous in asking such questions but at the same time they are too dumb to understand a similar ambiguous responses therefore they insist on a clear, specific figure which is also easier for them to process and decide upon 😜
"What are your salary expectations?"
*heist music intensifies
"What's your budget?"
"We don't have a budget."
"What's the market range?"
"A little down at the moment."
"I believe I bring a lot to the table."
"Possibly. But this is a pretty standard role."
"Can I get back to you on this?"
"We'd rather have an initial number to start with. What was your salary in your previous job?"
"CAN'T SAY! SIGNED AN NDA."
yeah, this sounds more realistic than the bullshit mentioned at least in the first part of the video 😂
If they corner you, do a Doctor Evil. "One MILLION Dollars !"
LOVE that TikTok
I wish she had a comment for the VERY COMMON reality that this question is asked in the online application process. You HAVE to answer. The answer HAS to be ONE number, not a range (although some do offer ticky boxes for ranges). It's awful, esp when they have offered no salary range in the description.
I would input 0 or 12345 or some other clearly fake number just to submit the form
@@timewarptrio11 yep I just put "1". If that disqualifies me, I didn't want the job.
This is tricky! I recommend writing "negotiable" into the field if possible. If it demands a number, then you can write "0" and in a comment elsewhere mention that you would like to learn more about the position before naming a salary. Another option is to choose a number based on the information you do have and that you'd feel comfortable being paid, adding some wiggle room for negotiation. This field typically isn't meant to lock you into a specific number but to weed out applicants whose desired salary is outside their budget.
Yes I put 0 or 1 and still got call backs it’s letting them know I like to discuss salary
@@timewarptrio11that would show that you cant comprehend a simple question and its off to the next candidate. Well played 👍
My previous company had salary brackets attached to levels 1 through 8 for the different career paths within the company. My answer would be to ask whether the interviewing company has such a system in place, and based on my qualifications and experience, where do I fall into their level system, and what salary bracket applies to that level? If they do not have such a system, my next question is what system do they use equitably pay their employees....
"Equitably pay their employees"?? Since when is that an employer's goal? They want to fill the seat and retain as much profit for the shareholders as possible. Shareholder primacy, after all...
@@catatonicbug7522 In an engineering firm, you fill those seats with the most talented and dedicated individuals you can find and make the employees themselves shareholders. That's how you build a successful company over 60 years...that is where I chose to work for 20 years....
At my company, we always list the salary band on the job description. However, sometimes it is quite wide, so, after the initial 30 to 45 mins, I will also ask what they (as a candidate) expect. At this point, we will already have determined principal role and contribution level fit, so a discussion along the lines of "let me talk more about my skills/contributions" would not work well there.
However, I explicitly invite candidates who are not satisfied with the band we propose to ask the question "what do I have to do to reach salary xxx". We can then discuss how they could get there. I really enjoy these discussions, as they are focused on value, and not cost.
Very helpful context and advice! I wish all companies posted a range. Not sure if anyone else thinks this way, but I tend to see it as a red flag if they don't post it in the job description, and a no-go if they won't at least state it in the interview. I never thought about approaching it this way.
The entry level catch 22 where a person would need experience to land an entry level role, say help desk, and in turn...that same person would require having worked to gain experience doing the entry level thing that they'd need experience to be accepted into doing.
Great video, but I disagree with some of the tips shared when discussing the compensation: the salary is a compensation for your time and labor for the employer. Justifying it shifts the power in their favor, when a job interview should be about learning whether the candidate and the potential employer are a match and that they agree on the value both offer to one another. If they believe the compensation you have in mind is "too high", that means there's a mismatch in the perceived value you'll bring to the table, making the candidate and the company not a match.
I am not really sure, if asking their budget is the right way. I tried and generated in two different nterviews the same response : "We are not negotiating salary". While these people think to give some HR insights, companies think about their own responses. Candidates are still several steps back left.
My current job asked me this question during the video interview with 4 managers and without hesitation I gave them the exact amount that position was going for by default. They all paused awkwardly and someone finally asked what made me pick that amount. I said "That's how much the position is listed for, so that's what I expect". They had no idea how to respond to that and changed the subject 😅
Another thing to consider is, whether the position is exempt or non-exempt (i.e. x1.5 OT)? Also, what the expected overtime will be whether is paid or especially, if it’s unpaid! I took a jib at a good salary, but worked 70+ hours a week which substantially lowered my salary? I left as soon as I could find another job immediately! Also, whether a defined benefit (pension) is offered & whether bonuses are paid & what basis is used to determine those bonuses? Benefits like quality of health insurance, vacation or PTO are offered as well? Lots to consider??!
I have a number, and it's not very flexible. It's what I need to live the life I want, without going overboard. It's also pretty much exactly what I was making years ago (inflation-adjusted) BEFORE I went and got a four-year degree. So I think it's pretty fair.
If someone asks me directly, I am happy to answer. I explain that's where I think I should be, and what someone with my skills and experience deserves, but that it's a target for the next 1-2 years. If I start a bit lower, with a very clear pathway to my desired salary, then that's fine.
And I totally agree that since salary isn't the only factor, it's fine to be vague or completely refuse to pin yourself down. WAY more important than the final salary figure is the combination of: work environment, career progression, flexibility, training & development, stimulating & rewarding duties, culture, and many other non-tangible factors. Without those, no salary is worth it.
Literally the best coaching session ever. Super practical. Great tips. The only thing I would add when you’re stating your salary range, talking about the benefit package, etc, is to state how important it is to be engaged, to learn, to work for a well connected and dynamic and fun team. Essentially highlighting EQ not just IQ.
Let’s normalize salary/salary range transparency in job listings so we can stop wasting peoples time.
Required application form field that only accepts a number: this often happens on job applications where no amount is advertised. If you attempt anything else, your application cannot be submitted. All you can do is walk away from those applications.
And walk away you should. This can't be a good employer.
I don't answer that question. Turn it around. "I'm not concerned about the salary, I care more about the role and responsibilities, and whether I'm a good fit. As long as the salary is at a fair market rate, I don't think salary will be an obstacle."
"But we need to make sure we won't disappoint you with our offer beforehand."
This is good advice - it just sucks that we're Still in a place/year where the people who supposedly need someone to do some of their work, can't solve this non-problen by just providing the salary range/budget to begin with, so then there Can be an actual negotiation ('as this role doesn't seem to match your skills/experience, we would like to offer you the bottom of this range, and see how your grow into the role', then you could negotiate from that point or not, etc)
I personally feel there should not be salary negotiation. salary budget should be clear cut.No Doubt negotiation loose Talent aquisition.They should clearly mentioned salary as per classified job profile in my opinion as a management professional.HR policies related to salary nd other benefits should be clear cut.Useful nd outstanding lecture ma'am.Thanx.
I find the American practise of not publishing salary and compensation package in the job advertisement bizarre...
Me too. Very bizarre and toxic.
even internally. it's been my experience that individual contributors can't see the salary range for internal job boards, but management can see those. i've also experienced hr not wanting to share the range when asked. then you just have to hope you have great relationships with people in management and some "friends" or mentors are willing to look up the ranges and share with you. it's such an incredibly toxic practice. why does management need to know the salary ranges of roles in a different division, but the people whose lives would be impacted by that salary aren't supposed to know??? though, i'm glad someone has access to the info and was willing to share.
I‘m really surprised how progressive California is with the law of having to advertise the budget for the position.
Here in Germany they are just starting verrrrry vague with some blurry salary range informations here and there.
And internal salary informations are absolutely unusual between employees.
Just experienced how getting to know that your equal-role-colleague is been paid 17% higher than you for years escalates to a real showstopper.
Great advice. I’ve found that over time, in my own career, I’ve built up a list of value services I can provide so there are tiered responsibilities that afford certain salary ranges. For instance, working on a single project for a role may not warrant a 6 figure salary right away, but as you climb and gain responsibilities and can start managing other products and people, you will start to recognize money as time and how fast you can accomplish the set of tasks for the money negotiated. Once you realize you can complete certain tasks in a set amount of time for a good business value, you will have unlocked the power potential of your salary earning ceiling and the power of negotiation.
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IMO the question is a power play based on the negotiation mantra of "whoever speaks first, loses". Any organisation of any significant size and governance structure will have salary ranges and benefits aligned to the employment grade. These ranges are largely immovable, whereas personal expectations may have a far greater degree of flexibility. There are potentially genuine reasons for asking a tough question (how does the person react to pressure ? can they negotiate confidently ?) BUT ultimately the organisation has (far) greater negotiating power and I believe that there is far more to be gained where the organisation discloses the salary range. There is a major problem in the UK currently where organisations are 'inflating' the role title (Head OF; Director; CXO) but hiding salaries that are only suitable for FAR more junior positions. As a strategy this just doesn't work, on multiple levels.
Here's a simple solution to save everyone time. The employer puts the salary range (depending on the experience) in the job ad.
No! They rather invite you in, THEN, twist your arms!
What?!? Impossible! Too complicated!
I can’t count how many interviews I’ve done in my career at this point, but what I will say is I’ve only asked this question of candidates I intend to offer and don’t want to low ball them on the first offer pass. I also want to know this so I don’t have to go back and forth fighting HR/Recruiting about what to offer. I find out what they’re expecting, form my argument for why we should meet it or go a bit higher, and basically let them know I really want this candidate and why we can’t afford to lose them by offending them with an offer well below their worth for the sake of saving the company a few dollars every payroll. Works every time!
This helped me SO very much today when I had phone interview. My 1st in 15 years!
It's clear that this person hasn't looked for a job in a while. Applications for job postings ask for expected salary as a required answer on the website that is accepting the application. You have to answer at the same time that the resume is uploaded, or the application isn't even accepted by the system. You simply CAN'T type in a range or "redirect the question." This content was relevant in the 90's but not today.
I usually put 1 dollar and they can inffer that I mean that I am probably already towards the top.
1 is a valid answer
her first sentence was..." in a job INTERVIEW..."
Not all applications ask for expected salary, it depends on the company and state. Regardless the question still comes up during interviews so a job seeker needs to be ready to answer it properly and negotiate.
More states and countries should sign onto legally requiring employers to post the salary range. Colorado, New York, Washington, and California are a few states that have strong pay transparency laws. Internationally, England does a decent job at posting ranging while it is rare in the Netherlands. Pay ranges are the best way to waste no ones time. It is time pay ranges become standardized in job postings.
I’ve been “priced out” and told that a job isn’t for me when I was in desperate need of income. I’m priced correctly for my desired job, but others that have come up along the way
So
@@AzharMehmood-q7h ?
I'l use strategy #2, specifying my initial expectation between 150% and 250% of my current salary, while mentioning that it is my initial expectations and can be flexible as it is just one factor, and I would be happy to consider other factors such as work environment and othrr benefits.
Then proceed to ask them what are their budget for this positions.
If they refuse to answer their budget after I provide my answer, then most likely it wont be a good fit for me.
Key thing to remember from a great job coach I once had-The first party to state a salary, is the loser in the negotiation. Make sure it’s not you.
What about online job applications where you are forced to enter some number in a field?
nope, they said that if I dont have a " base salary range" they cant keep me shortlisted and invite to the 3rd round of interviews..,however, they have mentioned the salary at Glassdoor already....
You might quote few references from john lees or from tori dunlap but it doesn’t work in india. I managed the same in recent hr call. when asked the same question I said i’d like you to go first. Since this is an approved position, I’d like to know the budget. For which she replied in a hard voice saying i know where you’re coming from. I don’t reveal my budget. Period. I also said I don’t know the shift timings. I don’t know the rules or responsibilities. I don’t know the level of expertise you’re looking for but still she said she doesn’t reveal the budget.
I don't get why this needs so much attention. I just answer honestly with what I want my salary to be for the advertised role. Of course, it's not JUST about the salary either but this is just one of the topics that come up during an interview.
So we have to talk to them like we're talking to a child who's no clue what it does. Gotcha!
On a serious note: How did we end up having to fight for our value when we have applied via a cover letter, listed our skills and then even talked about it in the interview?? At this point we are doing the brain work for the employer.
I think it is abusive, psychological warfare!
They very well know what the budget is for the position, but want to play mind games.
@@beigenegress2979 just had an interview last week where HR tried to evade that question. Laughable really and exactly like you said its just abusive communication strategies...
Just ask right back. "What are you offering?". No less of a valid question than theirs. I'm not a pro at job interviews by any stretch,but I've never left an interview without knowing what they would be paying me for my skills and experience.
Very helpful information. Thank you so much to Amy and the production team!
Ask for 5%-10% above the advertised salary. 1) It "frames" your value on the top end. 2) If they ask "Why?", Say you like this company so as long as the offer is on the high end you will accept below your expected salary. If they keep asking "Why?" so high?, be honest, "I like money/I have financial goals that I need to meet".
Depends on the situation and how good you are. In my last job more than 10 years ago I told the company that they could not afford or deserve me at all. I retired at age 42 because they offered me a fortune at the time.
What if you ask more about the role and salary budget first? Before they have a chance to ask you
They may retort with asking you salary expectation.
You say:" I'm not aware of the full scope that's why I asked you" and redirect back to them.
Any thoughts ?
This approach can definitely work. I like the idea of putting it in their court before they have a chance to put it in yours. My only hesitation is that many of the experts I've spoken to about this caution bringing up money too early in the process since you want the hiring manager to decide you're the best candidate for the job before that conversation.
Great clear communication. Simple to acquire the information. Thanks a lot.
If you or your recruiter is located in the state of California, we are legally required to give you a range if you ask, and its illegal for us to ask your current comp. As a recruiter, i ask expected salary so i can understand your leveling, and set you up with the right level of interview to help you get the job. If i have multiple openings in multiple levels, i am not going to give a $100k level candidate $150k level questions, because it would be unfair to the candidate.
expectations :D lol. I name my price. Take it or leave it. Don't let corporations push you around. Don't swallow whatever they giving you. Have some self dignity. Value your time and skill.
For every interview I’ve always just said, “market rate”. Answers their question and spins it back to them. IMHO, I think this is the most over emphasized part of the hiring process in the States.
And no one ever asked you to define what that is?
I'm glad my thoughts at the beginning were similar in reference to what the employers budget for the role was.
Such a lie that asking salary expectation is to help you both find a mutual agreement. If you'd disclose your budget first that'd make everything easier. The only reason recruiters ask this question without wanting to give the budget range first IS because they want to cut you short! Stop pretending it is out of any other reason! You will at least earn some respect by being honest
Oh wow! I didn't know that Nevada has an active salary history ban for prospective employers to ask. It didn't dawn on me that there was any legality to it at all. My company was really good about it and didn't ask, but good to know. I've been with them for 7 years now and the starting salary was actually higher than I expected anyway and the bonuses are really good.
I love this woman, the clarity of her ideas and how forceful they are. without so much fuss.
Know your worth. Ask 50% higher. Hold your ground!
Thank you Harvard Business teaching how to waste everyone's time! Every company has a budget range of the position they are hiring. If a company finds the right candidate and the candidate find the salary range acceptable, why the necessity of the song and dance!?! There's work to be done. Business should post salary range, don't bother apply if that's not what you are looking for. Save the hiring business and the candidate time and energy. As a hiring manager, I don't have time to keep interviewing. It's not productive.
I use to give them a minimum amount but I am at the same time straightforward that it only represents the absolutely lowest level I am willing to discuss about, and that what I perceive as a fair level I will be able to express after hearing more and understanding the role better.
If they don't want to waste anyone's time, isn't it best to put the salary in the ad so nobody's time will be wasted by applying in the first place. I suspect there's another reason why. Maybe data accumulation?
In Germany you get asked for the salary expectation already during the first application steps: you upload your cover letter, your cv and need to fill a field with your desired salary. How would you overcome that?
If you don’t want to waste anyone’s time better advertise your salary from the beginning!
But that way you won’t be able to underpay those who unknowingly lowball themselves!
@@whyamiwastingmytimeonthis We advertise low ball salaries where I am at and that way we get people like me who lowballed themselves ;)
I wouldn’t recommend that negotiate before you just throw something out
Valuable information, Amy, for both sides.
Thank you for sharing the valuable information
What to do if they asked for a figure in the job application form instead. I gave a range and now I am ghosted. Didn't even get an interview appointment. Wasted my time filling in the form
"Can we afford you?"
Not only is this important for the hiring company, it's also important to the candidate to know if the company is in range.
A few years ago I interviewed for a job. Surprisingly, the hiring manager provided the salary range during the initial interview, with caveat that it could go higher if needed. Their upper was close enough to my lower that I maintained interest.
After the second interview, I received the written offer, which was well below consideration. I provide current salary and PTO days and asked if what they could do. They increased salary offer to what they said was the max (well below the numbers provided during the initial interview) and bumped vacation time to meet what I was getting at my current job. As much as I wanted the job because of the work being done, I couldn't afford the pay cut and had to decline the offer. Had they provided the accurate numbers during the initial interview, we could have ended right there and saved us both time and disappointment.
In my experience, many recruiters get angry if you don't give a number, and they directly throw you out of the process. It's unfair, but that's the job market
😂
"What is your expected salary?". "I am a lead UI developer with X years of experience, I would like to be paid the same as an equivalent lead UI developer who is employed at your company". The reason. I don't want to go in a job doing the same work as someone at my same skill level but getting less pay. They can ask what I am currently earning but I won't tell. As long as I am not being undervalued I will consider if it is "within MY slary range"
(Interviewee knew that the region I was leaving gave $$$$$ + other expat benefits) "I am realistic that the new opportunities I am pursuing will find it challenging to come within 50% of my current salary. Regardless, I am ready to move on. I will consider offers that are principled."
Got the job. But also negotiated an extra pay 5% plus other benefits and allowances that wasn't originally offered.
I always start off by saying I don't want money and that the work is my passion -- my true calling! They then respond by saying they legally have to pay me something. I then say 'Ok fine. How about just throw $500k at me for expenses.' They will then believe they have stumbled upon the greatest engineer to ever walk the earth and trip over themselves to give me an offer.
Remember, most of those states with laws saying you don't have to give a specific answer also include that the employer must give a specific answer. It is illegal in many states to post and interview for a position without upfront salary transparency. If you redirect and ask what the job pays and they aren't forthcoming, you have grounds to sue since that is breaking the law. I wouldn't do that, but it is your right to know what they are offering. You shouldn't be the one to have to answer that question.
"As the job candidate, I don't make compensation demands of employers. I consider the scope and complexity of the position, then determine whether the employer's offer is suitable for the role. What is the maximum rate being offered for this position?"
The best answer. It's hard to translate pay scales company to company. You might also be applying to roles with higher seniority than what you currently have and at that point your current base could be much lower than what they might offer. Because of inflation and lack of bonuses, I actually found myself in an interesting position. I applied for a role of lower seniority at a different company but the total compensation actually comes up to be more that my current base pay. And this role requires some technical knowledge I did not have but the company trusts that I can ramp up fast. I proved that I can do that in previous roles. The way I see it, the more valuable thing for my career is developing expertise in areas that I think will benefit me in the future.
2:30 - all jobs i applied for I had to submit my orevois paycheck as proof.
This was helpful
Thanks!
I don’t do the salary question dance. I just give my number. If they get a good deal on my labor, everyone wins since I set the price at something I’m happy with.
Thanks for the great tip. I will be attending an interview in the next two weeks. The employer has requested me to fill in a pre-interview form which also demands me to reveal my current salary. Is it oky to disclose? will this have any negative implications on my next negotiation?
Some companies ask what your salary expectations are in the application. It's a required field
to be honest, is best to speak with specialized recruiters or head hunters and they can give you great advice, even for free, on your salary expectations, in that area
Once I was asked in a German firm working in south asia, and it was the first time of my career I refused to tell my current salary and also apologize any specific range and told them I dont wanna be judged by what I'm taking right now. Moreover, they still insisted (a non german HR), but I again told them that I have had bad experiences in past so dont wanna go for that. I was rejected the same day evening through email. 😂
What about when the job application requires you to fill this information? What do you put there? Some online application systems even don’t allow you to put in texts and you are forced to leave a number.
Harvard Business Review giving business tips adequate to the level of first year barista. I started reading it when I wanted to go to business school in middle high, quickly realized what a nonsense that would be.
Great video and information. My only other comment is kind of snarky - but the bubble necklace was extremely distracting. It took me awhile to figure out if was a real necklace or something added on virtually like a cell phone app that adds cat ears, etc. So I kept going back to looking at the bubbles until I finally saw it had a chain. Sorry if that's stupid on my part... Again - great information though!
😂😂 You're a clown 😂 Now I'm noticing the necklace too 😅
Yes it seems to move independently of her body language. I would say leave the bubble necklace at home when applying for that high salary job you’re after.
Why would you want to indirect it you’ll have to talk at some point anyway and recruiters don’t want it to be the beginning of a lengthy process, they just want to get headcounts and be done. I usually go with “I’m expensive because I give everything. At minimum XXX I’ll consider. Let me know your counter, for the next week I will make sure to keep other competing offers on hold for you” and just close it.
HR don't want to waste their time. But they are potentially wasting my time by not posting the salary range together with the job description. If they post the salary range applicants save the trouble of applying for low-paying jobs.
Schools sometimes ask this question and I simply tell them the state has already decided what you are paid!
The business is not at all worried about “affording you”. They want you to low ball yourself so they can pay you less. Businesses and bosses are not your friends.
Exactly! It's the unnecessary brain game they like to play
Blah blah corporate speak, 60-90k is a range I'm comfortable with and feel what value I can provide.
55k, no overtime, take it or leave.
Okay.
What about those LinkedIn forms that don't even let put a range or even a letter?
Thanks RUclips for recommending me this video.
Great tip, I feel a bit more comfortable thinking about the salary question now, thanks.
I already know the answer - simply none, no expectations. Jo bhi dega chalega, bas main apni marji ka malik hona.
or.... companies pay show price range on job description
My answer: “When I consulted, I charged $###/hr, so the question is, how many hours would you like me to work?”
This allows them to fit me in their budget and if the hours are low, pick up an additional job.
Good information. Thanks
It’s a bit silly to suggest that the salary expectations depend on the job responsibilities. Personally I only have one full time job so if it doesn’t pay what I’m worth I’m not going to take it because of what the job is…
I have recently realised this is actually a big deal to some people. What I don't understand is why you can't just give a figure. If you want 100k say 100k. Why all the mind games. If they can't afford me they can't. If you get there and are underpaid, then review the salary during trial period or just leave.
At least recently, I’ve noticed that very few companies include salary range in their job descriptions.