Back To Career News

3 Better Ways to Answer, ‘What Are Your Salary Expectations?’

Topics: Negotiation
Fifty-seven percent of respondents to PayScale’s survey have never negotiated salary in their current field. For the most part, that reluctance is based on fear — or at least a strong discomfort around discussing salary. It’s no wonder, then, that so many workers cringe at the thought of being asked for their salary expectations during a job interview.
salary expectations
alvarez/Getty Images

Why is this question so dreaded? Well, for one thing, it demands that you discuss what you might prefer not to discuss: money. But beyond that, there’s a sense that the wrong answer might tank the interview entirely. Ask for too much, and you could price yourself out of a job. Ask for too little, and you could get the job, only to be lowballed into a salary that will make you wish you’d kept with the job hunt a little longer.

So, how do you answer the question, “What are your salary expectations?” There are a few options:

1. Don’t.

Instead, buy some time by expressing your desire to learn more about the role.

This option isn’t about being difficult, but about a genuine desire to understand the job before you start throwing out numbers. After all, job titles aren’t the same from employer to employer. One company’s junior developer role might target candidates right out of school, while another’s might require two years of experience.

Duties vary from job to job, as well. Bottom line: you really need to know what you’ll be doing on the job, before you can determine a reasonable salary.

You really need to know what you’ll be doing on the job, before you can determine a reasonable salary.Click To Tweet

2. Focus on the role in front of you.

For some hiring managers, the salary expectations angle is just a variation on the salary history question. What they’re really asking is, “How little do we have to pay you to get you take this job?”

This is not the right way to set compensation, but we’ll leave that aside for now. When you get the job, climb the corporate ladder and become a decisionmaker at the company, maybe you can change their compensation strategy. For now, you need to get paid appropriately for the job under discussion, and that means avoiding the trap of naming your price too early in the game.

At Quartz, interview coach Josh Doody offers one potential script:

“I want this move to be a big step forward for me in terms of both responsibility and compensation.”

Elegant, right? In one line, you’re now discussing your future, instead of your past. Plus, you’re telling the hiring manager that you plan to be worth the money.

3. Give a range based on data.

Some hiring managers won’t let you get away with dodging the question or refocusing it, and regardless, you’ll need to name your price eventually. (Even if it’s just as a counter-offer.) For this reason, it’s a good idea to come prepared with a salary range, even early on when negotiations may be a long way off.

Your numbers will change as you learn more about the role, but at every stage, they should be based on data, not on what you’d like to earn or what you’d be willing to accept or what your friend in the same field says he’s earning. Take PayScale’s Salary Survey and get a free report with a range based on the job and your skills and experience. Then, you’ll be prepared to negotiate an appropriate salary — whenever the conversation comes up.

Do You Know What You're Worth?

Tell Us What You Think

How do you answer this question in job interviews? We want to hear from you. Share your tips in the comments or join the conversation on Twitter.

Jen Hubley Luckwaldt
Read more from Jen

7
Leave a Reply

avatar
5 Comment threads
2 Thread replies
0 Followers
 
Most reacted comment
Hottest comment thread
7 Comment authors
MariaNetScanrMairaki GainesJenniferLinda Recent comment authors
  Subscribe  
newest oldest most voted
Notify of
Linda
Guest
Linda

Good advice overall but number three may not be that easy. Where I live there has been a tremendous change in the market (considerable corporate downsizing, poor economy) and as such what used to be the norm regarding salaries and market data has shifted to the negative. People aren’t familiar with the “new” norm.

Nora King
Guest
Nora King

This sounds good, but does not take into account that the first portion of the application takes place online. With this, applicants are not able to advance to the next question without filling in a numerical answer. Also, online applications do not account for applicants who are pursuing a different line of work. A salary that was acceptable in the previous job may be totally off base in the new line of work.

Lou
Guest
Lou

In some areas like New York city, it’s now illegal to ask about your current salary. Unless you are entry level, you are selling the value that you bring to the table. So for an online application asking salary requirements, you can answer TBD or Commensurate with responsibilities or Competitive. If they require a number to advance, you can enter $1.00 to get past that field. If you have the experience they want, they will talk to you anyway.

Jennifer
Guest
Jennifer

I might suggest writing “Negotiable” for salary requirement questions on online applications.

Maria
Guest
Maria

This may all sound like sage advice but the reality is there is very little fair wage compensation in the restaurant world. For example, Napa CA is notorious for paying employees rock bottom wages despite the affluence of its business owners. Raises are few and far between. Receiving a living wage in this affluent community is close to laughable. Sadly, the young, hopeful employees are over-worked and taken advantage of time and again. If truth be told, most restaurants are breaking CA law regarding compensation, due to their consistent abuse of working their employees through breaks and not paying these… Read more »

NetScanr
Guest
NetScanr

If I get a phone-interview and didn’t have to provide this info during the application, I turn the question on the hiring manager by asking “What is the range you are considering”. You NEVER want to be the one putting out the 1st number! You might wind-up ‘leaving money on the table’, as they say. I’ve been in situations where I wanted $105-110k, but the manager provided a range of $95k-120k! In those instances I usually would push for about $115k ‘negotiable’. I also use the response to gauge how the company ‘values’ employees. Utah employers are incredibly CHEAP. A… Read more »

Mairaki Gaines
Guest
Mairaki Gaines

Love this article. Improvements I would offer: 1. Always lead with what you want. You alone dictate the value of your time. The job market is a tool for you and the public to use to make money that has limits. It is not a system that governs or limits you. 2. Strengthen your position by knowing the market data before you go in, but never lead with it. Use it to substantiate your time valuation if challenged. Don’t be afraid to respectfully remind the other party that they can only determine the value of their work, not the value… Read more »

What Am I Worth?

What your skills are worth in the job market is constantly changing.