What Are Your Salary Expectations?

Interviewing? Get the Salary You Deserve.

The interview’s just about over. You’ve done well, you think. Your heartbeat’s slowly returning to normal. Your interviewer’s glanced at their watch, and is packing up their notes. You follow their cue.

They pause, cock their head, look you straight in the eye while at the same time feigning a casual approach. You know what’s coming next. It’s that dreaded, seemingly innocent but in reality often a final make-or-break question.…

“What are your salary expectations for this job?”

You know this question will likely come up. Instead of feeling like a deer caught in the headlights, what can you do to use this loaded question as one more way to cinch the deal?

Follow this two-step formula for sailing through this tricky question with ease.

Step 1. Research the market, research the company, determine your value

A. Research the Market – Know the market supply and demand

Review industry publications, professional organization data regarding your specific job function. Answer these questions.
- Is the industry is in a strong growth phase or is highly profitable?
- Does your field require special industry expertise or skill that’s tough to find?
- Is your level of experience in high or low demand?
- Is the employer looking for talent outside their geographic area to meet their needs? How does the ROI for living there compare to your current salary/benefits package ROI where you currently live? About.com suggests these tools to check salary and benefits packages.

B. Research Company Policy and History

Peruse Glassdoor.com, PayScale.com as well as the interviewing company’s website for benefit package information
Consider non-salary benefits. which may be worth significantly more from a personal or career perspective. For example, workload expectations, time off, bonuses, track records of internal promotion offer less measureable yet real monetary value. Employers known for employee job satisfaction are worth noting. Glassdoor.com and Vault.com often offer employee insights on this. Take them with a grain of salt, as companies periodically go through phases that elicit disgruntled employee reviews.
Compare the job you’re applying for to the salaries at companies competitive to the interviewing company (Hoovers is a good place to determine competitive companies).

C. Determine your value

What’s your current salary/benefits package and how does it relate to the new opportunity? Odds are the new opportunity offers a better job for near your current salary, but don’t expect more than a 5-10% increase. You get paid based on what you’re currently earning because that’s what the market has determined. Your offer will be based on your current earnings, what’s happening in the local market and how well you interview. Period. Do the math, know your numbers.
Ask yourself these questions. List, polish and memorize your answers.
- What specific, quantifiable relevant accomplishments, skills and experience can you point to that will most benefit your prospective employer? For example, what efforts of yours can you directly link to company revenue, cost savings, establishment of market or technical leadership, etc. Or, what high demand, unique skills or experience can you offer that will take your prospective employer to the next level?
- Do you currently work for a company that is known for paying below the market but offers some other great reason for working there that could be of value to the hiring company?

Potential Time-Saving Bonus:

If you’re working with a good outside recruiter*, they will likely be able to provide insights regarding

Actual or probable salary range
Other compensation and benefits info
Advancement potential
Work culture, possibly even potential work/life balance

*Note: For general pre-interview preparation, click here. For a nifty interview prep pocket guide, click here. If you’d like to contract with Dorigan & Associates for interview coaching, click here or call (503) 635-8565.

Step 2.

Answer the Salary Question with ease when it’s asked.

Here’s a basic script to follow:

It’s your company and opportunity that is appealing, because

[fill in the blank, succinctly]. I’m confident the compensation package will be competitive and I will seriously consider it when you’re ready to make an offer.

My track record of [fill in your quantitative and qualitative relevant value add], strikes me as critical at this time when [the company you’re interviewing with] needs to [fill in what seems to be the most critical factor in how this position will make a difference in what the hiring company most wants to accomplish].

Local competitive compensation research indicates the range is [$XXX-XXX]. Hopefully, that’s what you’ve budgeted. It’s the whole package that’s most important. Given what this position is expected to accomplish, what seems appropriate is [$XXX – $XXX] range. Given my ability to [reiterate your relevant value add], I’d hope to come in at least mid and would prefer higher end in the range.

There you have it! Much like any relationship, employers are looking for a good, long-term relationship based on more than just money.

“We need money for daily living and upkeep. But money isn’t everything.”
― Lailah Gifty Akita, Think Great: Be Great!

Connie Dorigan, Founder and Director of Recruiting, sees the food processing industry as the link between good living and good people. She’s the west coast’s most experienced and trusted food processing recruiter. She also provides Executive and Career Coaching and lots of free job search tools. Once you’ve connected with Connie, you’ll always be connected.

This is a general interest article and does not constitute specific or legal advice.

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