Meaning of desired salary: How to Answer: “What Is Your Desired Salary?”

Опубликовано: December 25, 2022 в 11:21 am

Автор: alexxlab

Категории: Miscellaneous

How to Answer: “What Is Your Desired Salary?”

Career

9 Min Read | Oct 25, 2021

By Ken Coleman

What’s your desired salary? It’s a question that can make any job candidate’s stomach drop, whether they’re reading it on an application or hearing it from an interviewer. And I completely understand the stress around this—you don’t want to give a lowball answer and have to settle for less money than you’re worth, but you also don’t want to seem like you have crazy-high, unrealistic expectations.

Here’s what you need to know about answering the desired salary question in the way that will benefit you most in the long run.

What Is Desired Salary?

Desired salary is simply the amount of money you’d like to make at your new job. It’s also the realistic amount of money you expect to make at your new job based on your level of skill and experience. (Otherwise, we’d probably all have a desired salary of $10 million. )

When a potential employer asks you this question, they’re expecting an honest, realistic answer—but giving your answer too soon could actually end up hurting your chances of making the amount of money you’re worth. More on that in a minute. First, let’s talk about how to figure out your true desired salary.

How to Determine Desired Salary

Before you can even think about giving a concrete answer to this question on an application or in an interview, you should have an actual number in mind—even if you don’t reveal that number right away (or at all). You should know what you’re aiming for so you can be confident about the salary offers you will and won’t accept. But I get that it can be difficult to land on a number or range, so here are a few factors that will help you figure it out:

1. Do some research.

A quick Google search can usually tell you the industry standards for salary in your desired position, and most job search websites will let you search for the standards in your geographical location as well. Sometimes pay ranges vary depending on state or region. The size of the company you’re looking at and its level of success will also affect the pay scale.

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Another way to research is by asking other employees in similar roles what their pay is like, but keep in mind that it’s personal information that not everyone might be comfortable sharing. You could also ask any recruiters in the field (who don’t work at the company you’re applying to) if they can share the average salaries they see for the type of position you want.

2. Account for your skill level and experience.

If you know me, you know I’m a big believer that you don’t have to get a four-year degree to get a great-paying job—and I stand by that! But education and training will still be taken into consideration at many companies, depending on the role. Having more years of experience working in a given industry will usually mean higher pay too. So, even if you don’t have a ton of education but you’ve spent years getting hands-on experience in jobs that are related to the one you want now, your pay should reflect that.

Another thing to consider is skill level. Of course, you can expect to be paid less for entry-level skill than for high skill. But skill level isn’t necessarily equivalent to the amount of time you’ve spent working in an industry—some people graduate from college with a higher level of skill than somebody who’s already been working in the field for a while. Be honest with yourself about your skill level, and if you know you’ve got a competitive edge, factor that into the amount you think you should be paid.

3. Think about your cost of living.

This is a real consideration, especially if you’ve got a family to provide for. How much do you realistically need to make in order to take care of all your family’s expenses (or even just your own expenses)? How much do you need to make in order to live comfortably? How much do you need to make in order to pay off debt, save up for a car or house, or be able to put money in your kids’ college fund? Would you need to relocate if you were to take a certain job?

Of course, we all need to use any amount of money wisely by budgeting and living below our means as much as possible, but there’s no denying that income can make or break our ability to reach our financial goals.

4. Take a look at the benefits being offered.

Things like health insurance, paid time off, and 401(k) options can make a big difference in your desired salary. Maybe you want to make $75K a year, and you’re looking at a company that offers a little less than that, but they also offer unlimited PTO (yes, that’s a real thing at some places). You might be willing to adjust your desired salary because that benefit is worth it to you. Or maybe you’re looking at a company that does offer your desired salary, but they wouldn’t give you the opportunity to have a 401(k). That could be an issue for you!

Once you’ve taken all these factors into consideration, decide on your deal-breaker salary—in other words, what’s the absolute lowest salary you’d accept before walking away from the job offer? This may or may not be the same as your desired salary. It’s up to you to decide if you’re firm at one number or if there’s a salary range you’d be willing to work with, and only you can know what’s right for you.

How to Answer “What Is Your Desired Salary?”

Now that you have your desired salary in mind, the next step is to stand strong when you’re asked about it! Here are two common scenarios where you might have to answer this question, plus the best ways to answer.

On a Job Application

Like I mentioned earlier, it’s better to not reveal your desired salary too early in the hiring process because it can limit you if the company is prepared to pay more. Not all applications will ask for your desired salary, so if they don’t ask, there’s no need to give one. And if they do ask, keep things simple by saying something like “salary is negotiable” or “salary may be discussed during the interview process.”

If you’re unable to enter text into that field on the application, I’d recommend leaving it blank or giving a loose range and then adding a note somewhere else on the application saying salary may be negotiated later. It’s important to be honest here, though. If you know you won’t be open to negotiation, don’t use the word negotiate—stick to discuss. (And if you’re really not willing to budge, you might as well state your firm desired salary on the application.)

In an Interview

Interviews can be nerve-racking, so it’s a good idea to think about how you’ll respond ahead of time. Again, you aren’t obligated to give a concrete number, and you shouldn’t let a recruiter pressure you into giving one if you’re not ready. There are plenty of respectful and professional ways to answer this question that won’t tie you down to a specific dollar amount.

Here are a few example answers to “What’s your desired salary?”:

I don’t have a specific number in mind, but I’d expect to be paid what you think is fair based on the industry standard and my level of experience.

I don’t have a concrete number in mind. What do you have budgeted for this position?

My top priority is finding a job that’s a great match for my skill set at a company I’m passionate about. I’m open to talking about the salary you feel is fair as we advance in the interview process.

I usually don’t discuss salary until the point when I’m being offered the job. Would it be alright if we continue the interview process to see if I’d be a good match for this position before discussing salary?

On my application, I listed my desired salary range as $70–80K, and after further consideration, I believe that $80K would be the fair salary to ask for based on the requirements of the role, my level of experience, and the fact that I would need to relocate for this position.

Hear me on this: There’s nothing wrong with stating your desired salary or salary range if that’s the number you’ve decided on and you feel comfortable asking for that amount. This could be met with a few different responses:

The first, which is ideal, is that the company offers you the salary you want (or more) if it’s the amount they have budgeted for the role and they think your qualifications line up.

If the amount you want is on the higher end, they may ask you why you’re asking for that amount or ask you to back up your request with evidence. But luckily, you’ve already done your research on industry standards, and you can give concrete examples of the skills and experience you bring to the table, which may be enough to show them that’s the amount you deserve.

The other possible outcome is they offer you a lower amount than what you wanted. In that case, you can either choose to walk away—because you’ve already set your deal-breaker salary—or to work with them anyway. In situations like this, you could always ask about the possibility of creating a growth plan with your leader that will allow you to grow both professionally and financially as your time with the company increases.

The bottom line is, there are many ways to talk about your desired salary without putting yourself in a box. Honesty paired with standing firm in what you want and need will go a long way. You have what it takes, so don’t let this question intimidate you!

For more tips on nailing the interview process so you can start making your desired salary a reality, check out my free Interview Guide.

About the author

Ken Coleman

Ken Coleman is America’s Career Coach and author of the national bestselling book From Paycheck to Purpose and the #1 national bestseller The Proximity Principle. He hosts The Ken Coleman Show, a nationally syndicated, caller-driven show that helps listeners discover what they were born to do. Ken makes regular appearances on Fox News, and he co-hosts The Ramsey Show, the second-largest talk show in the nation with 18 million weekly listeners. Through his speaking, broadcasting and syndicated columns, Ken gives people expert career advice, providing strategic steps to grow professionally, land their dream job, and get promoted.
Learn More.

How to Answer Desired Salary Questions on Applications and Interviews

In the next few minutes, I’m going to show you what to put for desired salary on job applications, and the best answers to, “What is your desired salary?” in interviews.

Let’s start with the most important rule: The best answers for, “what is your desired salary?” on applications and interviews will AVOID telling the company your specific salary expectations.

In fact, you want to wait until you know the company is interested in offering you the position to reveal your salary expectations. Sharing desired salary before this point can cost you thousands of dollars or cost you the job, and I’ll explain why.

Let’s get started…

What to Put for Desired Salary on Job Applications

The best way to answer desired salary or salary expectations on a job application is to leave the field blank or write ‘Negotiable’ rather than providing a number. If the application won’t accept non-numerical text, then enter “999,” or “000”. Then, look for a notes section later in the job application and write, “Regarding desired salary, this is negotiable and can be discussed in the interview. ”

It is not beneficial in any way for you to write your desired salary on job applications.

Here’s why…

If you say a number that’s too high, you could scare them off immediately.

Whereas if you spoke with them and did a great job impressing them with your interview answers and interview skills, maybe they would have been able to stretch their budget to give you that number.

But at this stage, they know NOTHING about you, and they definitely don’t know if they want to hire you yet.

So they’re a lot less likely to want to stretch their budget.

And if you provide a desired salary that’s too low, it can cripple your ability to negotiate later.

When you’re filling out your desired salary on a job application, you know nothing about the job yet.

So maybe you put $40,000 on the job application, but you realize during the interviews that you feel $50,000 is much more fair because this job involves a lot more than the other jobs you’re interviewing for.

If you said $40,000 on the job application form, you’re going to have a difficult time getting $50,000 at the end of the process.

(They’ll say, “Well, when you applied, you said $40,000 was what you’re aiming at, and we’re prepared to offer you that amount.)

So it’s a lose-lose. You gain absolutely NOTHING by telling them your desired salary on a job application form, and you could potentially lose a lot (thousands of dollars, or the opportunity to continue interviewing at all).

Recap of the best options for what to put for desired salary on job applications:

You can leave the desired salary field blank, write “negotiable,” or put “999” or “000” if a number is required to submit the online application.

Then, if there’s a place to put a note later in the application form say, “Regarding starting salary, this is negotiable and can be discussed during an interview.”

Each Online Application Form is Different

I’ve had a few readers email in recently saying, “Biron, I can’t put what you said for desired salary because the form won’t let me. ”

I’ve also heard reports of employers asking for desired salary in your cover letter, too (not cool!)

Anyway, my point is: You may have to get creative and adjust this on a case-by-case basis.

No two online applications are the same. You may able to leave a few blank. Then you might find an application that says you must enter numbers only.

Test different things. If it won’t let you leave it blank or enter “000”, then try “999”. Or if you must, enter a range. That’s better than giving a single number. I’ll explain more about how to provide a good range instead of a single number later in this article.

Now let’s talk about what to do if they ask about your desired salary in an interview…

Answering “What is Your Desired Salary” in Job Interviews

The best responses for “what is your desired salary” in an interview will inform the interviewer that you’re focused on finding the best-fitting position for your career and you don’t have a specific salary target in mind yet. This will prevent the interviewer from “pushing back” and continuing to pressure you for a desired salary.

Once you know they want to offer you the position, then you have some leverage to negotiate with! But don’t share your desired salary before then.

Now let’s look at examples of how to avoid telling employers your expected salary…

One tactic you can use is to share your most recent salary instead. This is a good option if you feel you were highly-paid or fairly-paid in your most recent role.

You’re giving them some information about your compensation so they can tell you if the company can at least afford to pay you an increase over your last role. But you’re not putting yourself into a corner by telling them the exact number you’re targeting.

Desired salary example answer #1:

“I’m currently earning a base salary of $45,000. I don’t have a specific number in mind that I’m targeting for this next position, though, and I’m willing to consider an offer that you feel is fair. ”

It’s also possible to answer questions about desired salary without revealing your last salary, either.

Desired salary example answer #2:

“At this point in my job search, I’m focused on finding the position that’s the best fit for my skills and career. Once I’ve done that, I’m willing to consider an offer that you feel is fair for the role.”

If you feel you were not well-paid in your last role and don’t want to be held back by that salary, you can respond like this.

This is a great answer because it’s polite, professional, and makes it unlikely they’ll try to “push” you further… because you’ve said that you don’t have a number in mind.

If they push back or insist on getting a number from you, just repeat:

“I really don’t have a number in mind yet.”

They can’t push you for a number if you don’t have one!

Example interview answer #3:

“I don’t have a specific number in mind yet. At this point in my job search, I’m focused on finding the position that’s the best fit for my career. Once I’ve done that, I’m willing to consider an offer you feel is fair.”

This is just one more way of phrasing the same idea above. You can choose the sample answer that sounds best to you. They’re all good options for how to answer desired salary questions in a job interview.

There’s also one more way to answer desired salary questions in the interview…

You can also redirect the question back at the interviewer by asking what they’ve budgeted for the role.

This is a bit more direct but can work (while providing you with some useful info about what they’re willing to pay!)

I like combining this tactic with some of what we covered above. You’ll see this in the example coming up below. You’re deflecting the question by saying you don’t have a specific desired salary in mind yet, AND you’re asking what they’ve budgeted.

Example answer #4:

“At this point in my job search, I’m focused on finding the best-fitting position for my career and I don’t have a specific number in mind yet. What range did you have budgeted for the position?”

If They Ask for Desired Salary in a Second or Third Face-to-Face Interview

Maybe you’ve gone on a few interviews and they waited until now to ask about desired salary.

For cases like this, there’s a different type of answer you can give.

Example answer if you’re near a job offer:

“I usually reserve salary discussions for when I know I’m being offered the job. Is it alright if we discuss the role further to determine if this is a good potential fit first? After we know it’s a good match for both sides, I’d be happy to talk about compensation.”

Or maybe you’re not sure if they’re offering you the job or not when they ask, “what is your desired salary?”

Example answer if you’re not sure whether they’re offering you the job:

“I usually reserve salary discussion for when I’m being offered the job. Is that the case here?”

If they say “yes,” then you can negotiate.

If they say, “no”, then you can respond:

“Perhaps we can finish discussing the role and then discuss salary after we’re sure it’s a good match. What else can I answer to help you determine if the job is a good fit in terms of my background and skill set?”

2 More Tips for Answering Desired Salary Questions

It’s better to state a desired range than a number

If pressed, or if you believe that you must provide a figure to proceed to the next stage in the hiring process, you can state a broad range rather than a specific desired salary.

This is preferable because you’re less likely to rule yourself out and get eliminated by going too high, and you’re less likely to limit your job offer later by going too low.

So before going on your interview, be prepared to state a range. Research the rate of compensation for the role you are aiming to fill. You can do this by looking at job sites, industry newsletters, and salary surveys, or by using a salary calculator. In addition, research cost of living in the area.

If you decide to share a range for desired salary in the interview, always make it a broad range, like $40,000-60,000.

And state your desired range boldly. Don’t be tentative, or offer the range in the form of a question. Then, immediately shift the conversation back to the skills and value you will bring to the role.

Use your contacts

Another effective way to avoid being pressed about salary expectations too early in the process is to sidestep the preliminary screening process entirely.

Whenever you see a position that interests you, check your network to see if you know anyone in the organization who can forward your resume directly to the hiring manager.

Remember that your goal in the early stages of the hiring process is to sell yourself in the role. If you do this well enough you will be negotiating from a position of strength and your next employer should be willing to pay you what you are worth.

The Goal: Save Salary Discussion Until You Know They Want To Offer You Their Job

Remember the main goal of everything we’ve covered above… whether you’re deciding what to put for desired salary on an application, or preparing to face the topic in your interview.

Before you know the company wants to hire you, you have no leverage to negotiate with or make demands with.

So when employers ask about desired salary on applications and interviews, the best thing to do is to delay the discussion until they want to offer you the position.

Re-focus the conversation on your skills and their job responsibilities, to determine whether it’s a good potential match. (That’s the whole point of going on a job interview).

Ask them questions about the job. Share examples of your past work. Tell them one or two things about the job that excite you.

But keep the conversation focused on their job and your skills/abilities (as they relate to the job).

Then, when they decide to offer you the position, you can discuss salary and bonuses with them knowing they are interested in hiring you and are likely to meet some of your demands if they’re reasonable.

How to Answer Questions About Desired Salary – Quick Instructions

Delay providing a specific number until you’re sure they want to offer you the job
On job applications forms, leave your desired salary blank, put “negotiable,” or “999”. Then include a note saying that base salary is negotiable can be discussed in the interview
If the employer asks about your desired salary in the interview, tell them you don’t have a specific number in mind yet, but you’ll consider any fair, reasonable offer
The goal is to delay discussing your desired salary until after you’re sure the employer wants to offer you the job, because then you have leverage to negotiate with
If you’re in an interview and not sure if they’re ready to offer you the job, say, “I typically reserve salary discussion for once I know a company is interested in offering me the job. Is that the case here?” (And if not, go back to discussing the job).
Be firm and don’t let an interviewer or recruiter bully you. If they keep pushing you, just repeat, “I really don’t have a specific number in mind yet. I’m focused on finding the job that’s the best fit for my career.”

You know what to put for desired salary on applications and how to handle questions about desired salary in the interview. This will help you get more interviews and stay calm all the way through the process – up until you receive an offer!

Previous Post Not Getting Job Interviews? 11 Likely Reasons Why Next Post Quitting A Job Gracefully – How To Resign From a Job

How To Answer “What Is Your Desired Salary?” (With Examples) – Zippia

What Is a “Desired Salary”?
Why Employers Ask About Desired Salary
How to Determine Your Desired Salary
How to Answer “What Is Your Desired Salary” on Job Applications
How to Answer “What Is Your Desired Salary?” in an Interview
Example Responses for Your Interview
Tips for Discussing Your Desired Salary
Common “Desired Salary” Mistakes
Frequently Asked Questions
Final Thoughts
Sign Up For More Advice and Jobs

One of the most critical questions you’ll, either whether you’re applying or being interviewed, is the one about your desired salary. It’s vital that you know the appropriate answer, so you don’t either sell yourself short or come across as cocky and ignorant.

With the proper research, you can provide a salary in the right range, which will help you get a job that can compensate you appropriately for your skills and experience.

Key Takeaways:

Know your desired salary before applying for a job as it may come up during the application process.
Research the average salary of your position while considering your own experience and cost of living.
Don’t sell yourself short but remember that employers are trying to find a candidate at the lowest cost.
Try as much as possible to avoid placing a desired salary in a job application. Save it for the interview.
Wait until you’ve gathered enough information (or a job offer) before answering the question “what is your desired salary?”

What Is a “Desired Salary”?

A desired salary is the compensation that you would like to receive for a new job. Technically, anything you want is your “desired salary.” However, it’s important to be more reasonable and calculating with your answer. Remember, everyone would love to have a million dollars an hour, but that’s not exactly realistic.

More commonly, many people are unsure of what to put for desired salary when they’re submitting their applications or asked at interviews. Unfortunately, if you respond with a number that’s too low, your employer may be delighted to accept the suggestion and pay you less than you’re worth. On the other hand, if you quote a desired salary that’s too high (like a million dollars an hour), you may just risk losing the job opportunity.

For these reasons, doing your research and brainstorming a smart strategy for approaching your desired salary will pay off big time. Ultimately, the more information you gather, the more likely you’ll be able to quote a number that’ll get you fair compensation for the job.

Why Employers Ask About Desired Salary

Employers ask about your desired salary to help them find the best candidate for the lowest cost. If you give a number that’s too high, you’ll remove yourself from the candidate pool, and if you put a number that’s too low, the company now has leverage over you in salary negotiations.

Remember that this question serves to help the company, not you. There are very few occasions when divulging your desired salary before hearing a job offer is a good idea.

That being said, it’s important to make a mental note of your desired salary as you enter the job market.

How to Determine Your Desired Salary

Now that you know the specifics of the question you’re tackling, here are some crucial tips that will help you determine a balanced ideal salary.

Research. Before anything else, you should research the position and the company you’re applying to or interviewing for. When you research the company, you can often find the average salary given to employees, which may even be listed in the job description.

Additionally, it’s worthwhile to peruse the internet for average salaries in your field. This can give you a bigger range of reasonable salaries. With all this research combined, you’ll get a better idea of what you should provide as your desired salary.
Experience. The more experience you have working in your field, the better. Usually, when you research average salaries on the web, there will be a disparity between experienced and inexperienced workers. Keep this in mind.

If you’ve been teaching for ten years, don’t sell yourself short by providing a beginner’s salary. On the other hand, if you’re brand new to the field, it can be appropriate to take that same beginner’s salary.
Education. People don’t spend a few years of their life in college for nothing. When in doubt, remember that the more education you have, the more valuable you are to an employer.

However, keep in mind that certain fields require specific majors, so if you don’t have that major, it may not be reasonable to ask for a higher desired salary. Remember your research, and look for the education requirements in a job description. In general, you can increase your desired salary with your education levels.
Cost of living. Finally, you should know what you can afford and what your bills are. It can be valuable to add everything together and determine your average cost of living per month. This will give you a better idea of the salary you need to live comfortably.

Further, The average salary for a job tends to vary by location. If you’re relocating for your new position, it’s essential to understand how much it will cost for you to maintain your current standard of living. If the new location has gas, housing, groceries, and utilities that are significantly cheaper, it can be acceptable to receive a lower salary.

On the other hand, you may find that the cost of living is notably higher in your new location. In this case, it’s appropriate to request a higher salary, and your request won’t be out of bounds.

How to Answer “What Is Your Desired Salary” on Job Applications

Some company’s online application websites will ask you either to include your desired salary in your resume or cover letter or, more commonly, ask you to fill out a field with your desired salary. Whatever directions are given, make sure to follow them closely: employers are never impressed by candidates who fail to read carefully.

It’s usually best to hear more about the job at an interview or, ideally, let the company give an offer as a starting point, so we recommend avoiding giving a concrete number too soon in the application process.

For example, if the company asks you to include your desired salary in your resume or cover letter, you could include something along the lines of “willing to negotiate salary once learning more about the role at an interview.”

However, some job postings will have strict requirements for providing a number, or a field on an application portal will only allow numerical inputs. In that case, you can type something like 000 to indicate that you’re not answering this question.

But if you do decide to give an answer, you should follow the advice given above to research and determine a fair salary for yourself based on factors like experience, education, and location.

Then, provide a range if possible. This way, you can put your lowest acceptable offer (or something slightly above it) at the bottom of your range.

If possible, also indicate that you’re willing to negotiate the number you provide. Some portals will have a checkbox asking if your salary is negotiable. Most applications also leave space for notes and additional information, so you could briefly explain yourself here as well.

To reiterate, our number one suggestion is that you do not put your desired salary on a job application. It can almost only hurt you and never help your standing in salary negotiations if you are offered the job later on. Do yourself a favor and wait for at least the interview.

How to Answer “What Is Your Desired Salary?” in an Interview

Interviews can be overwhelming and stressful, but if you can avoid being caught off guard by the “What is your desired salary” question, you’ll have one less thing to worry about. Here are some tips on the best ways to answer:

Wait until you’ve gathered enough info. If you feel as though you don’t have enough information when the hiring manager asks, don’t make something up. Instead, you should wait to answer until you have more insight. You may say, “I’d like to learn more about what this position entails before I discuss my desired salary.”
Always support your answer with research. Doing all that research wasn’t for nothing — it’s time to put that data to use. If your research brought you to the conclusion that you deserve a salary of $60,000 per year, you should have a solid argument for why you’re worth that amount. Know the details of the position you’re applying for, and use your research to sell yourself.
Consider the company’s benefits package. Remember to inquire about the company’s benefits. Your health insurance, stock options, pension, etc. add real monetary value to the position. Therefore, they may affect what desired salary the hiring manager considers to be acceptable.
Indicate if and when negotiation is acceptable. During the interview, make sure to let your employer know if you’re willing to negotiate your salary. Generally speaking, it’s best to be open to negotiations. However, if you’ve already stated your lowest acceptable salary, you should confidently stand by it.
Decline unacceptable offers. Before going into your interview, know the lowest salary you can accept to maintain your standard of living and be prepared to respectfully decline an offer if the employer cannot meet your needs. Don’t sell yourself short. Keep in mind that It’s better to keep looking for the right fit than to take a job that doesn’t pay enough.

Example Responses for Your Interview

Now that you know what to keep in mind when discussing your desired salary in an interview, here are some examples of how you might respond to a hiring manager.

Unsure of your desired salary:

“At the moment, I don’t have a specific number in mind. However, considering that I’m focused on finding a position that fits my skills and goals, I’m willing to consider a salary offer that you feel is fair.”
Requesting a pay increase:

“My current salary is $75,000, which is the average pay for someone with a graduate degree in my field. However, I recently completed my Ph.D. in psychology, which has given me the skills and expertise necessary to take on a more advanced position. Because this job has a greater number of responsibilities, I’m seeking a 10% increase in my salary and asking for $82,500. ”
Discussing relocation:

“Based on my research, the average salary for a Landscaper in the Orlando area is $30,000 to $45,000. I have 15 years of experience as a Landscaper working in New Orleans and recently obtained a Florida Fertilizer and Pesticide certification. Therefore, I believe this qualifies me for a higher salary within that range, and request compensation of $40,000 to $45,000.”

You’re almost ready for your interview. Now you just have to stay calm and remember these final tips:

Confidence without cockiness. Appearing confident without coming across as arrogant is one of the most critical tightropes to walk during an interview. Unfortunately, if you seem noticeably unsure, the hiring manager might see that as an opportunity to try to negotiate a lower salary.

On the other hand, coming across as arrogant can turn an employer away from hiring you. Present yourself in a balanced way while also having an attitude that conveys that you know what your work is worth.
Go broad. When in doubt, if you can come up with a decent range of salaries you find acceptable, you should go broad and put your most ideal salary closer to the bottom of that range. This is because providing a salary range with your targeted salary near the bottom gives both parties room for negotiation and makes it more likely that you’ll get the pay you want.
Prepare counter questions. More than likely, you’ll be asked about your salary range in an interview, and you should counter with appropriate questions of your own. You can say something like, “I don’t usually discuss compensation until I have a job offer. Is that the case here?”
Stick to a worthy salary. As mentioned previously, it’s important that you know your worth and what you can afford. Therefore, if the potential employer can’t meet your desired salary, the job probably isn’t a good fit for you. Always stick with a range that you’re comfortable with.

With these tips and examples in mind, you’re more than ready to ace the potential employer’s questions and achieve a salary that works for you.

Common “Desired Salary” Mistakes

Avoid these mistakes to achieve the highest possible starting salary:

Speaking too soon. The sooner you put your desired salary on record, the earlier the employer has leverage over you during the hiring process. It’s almost always best to let the employer speak first in a salary discussion, whether that’s verbally indicated or put in writing in the form of a job offer.
Thinking it’s time to negotiate. This question isn’t the start of salary negotiations — it’s just another piece of info that the hiring manager stores away to use when evaluating the best value per candidate, which can only hurt you.
Providing your last or current salary. By getting you, as a candidate, to think about this new job in relation to your old job, you’re being duped. Your current or most recent pay is certainly important to consider when budgeting and planning for your personal finances, but it’s neither here nor there when it comes to salary negotiations.
Failing to consider things long-term. If there’s a regimented system in place for pay raises, promotions, commission, or bonuses, then you might miss the bigger picture by simply focusing on the base salary you’re being offered. This will take some math and a degree of trust in your potential future employer, but these factors should be a part of your considerations.

Frequently Asked Questions

Why do jobs ask for desired salary?

Employers ask for desired salary to see if the candidate fits within their budget. This is important to remember. Although some jobs may be willing to negotiate, you also have to be cautious that you do not price yourself out of an opportunity. That is why it is crucial to do research and know your value ahead of time.

How do you answer salary expectations?

Whenever possible, be vague and flexible until you have a job offer. A concrete desired salary amount can box you in too soon. However, do not be annoyingly aloof about your answer. Keep it professional and make it clear you are willing to do what’s in the best interest of yourself and the company.

Is being asked about your desired salary normal?

Yes, it is very normal to be asked about your desire salary. Do not consider the question a red flag. Companies have their own agenda and have to consider their hiring budget during the process. Remember that this discussion is a two way street, so while they consider their needs, be focused and know your worth.

Final Thoughts

While it’s good to have a desired salary in mind throughout the interview process, it’s usually best to keep that to yourself. While it’s one of the most common interview questions, it’s one that we don’t actually recommend answering in a straightforward way.

As an interviewee, you don’t know if you’ve been offered a job yet, and giving a number that’s too high might count you out of the running for the job, while giving a number that’s too low might land you in a job where you’re not fairly compensated. It’s a big moment in your career, and therefore not the time to be playing The Price is Right.

Instead, do your homework, impress the hiring manager with your skills and experiences, and let your interviewer be the first to introduce a number. Saying something as simple as “I’d prefer to wait for a job offer before discussing salary” is a perfectly acceptable and professional approach.

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How to Appropriately Answer a Desired Salary Question

Answering a desired salary question

In the final stages of a job interview, an employer may ask you about your desired salary. This is the amount of money you would hope to make in this position. When determining what a fair salary is for a position you apply to, there are a few factors you need to consider. Here we explore how you can successfully answer a desired salary question and provide example answers you can use as inspiration.

Why employers ask about your desired salary

Employers ask about your desired salary to learn what kind of salary you’re anticipating. If they feel that what you are asking for is too high, they may try to negotiate a lower number. That’s why it’s important to know what your salary range is. You should start off with your desired salary and then mentally set a minimum salary. During this negotiation, you should be polite but also firm if you truly cannot accept a lower offer.

How to answer a desired salary question

Follow these steps to answer a desired salary question in an interview:

1. Research the position

Prior to your interview, learn as much as you can about the position and the company. Get to know your responsibilities, job requirements, and if they provide any information about the salary or benefits they may offer. Also, look up how much other professionals with the same job title are making. You can use Glassdoor’s salary and compensation search to learn what an average salary is in your area. Keep in mind that a salary for a specific job title can vary by geographical location, industry, and company.

2. Consider your lifestyle and expenses

When deciding what a fair salary is for yourself, think about what you can afford to live on. If one of your goals in finding a new job is to be paid more, also make that a part of your decision. Along with paying your monthly bills and other expenses, it’s best to have enough money to put into your savings account and hopefully have some left over for leisure and entertainment purposes.

3. Include your level of education and qualifications

The more education and experience you have, the more leverage you may have for negotiating a higher salary. When applying to jobs, make sure to look for ones that you are qualified for. If you apply for an entry-level job but have a master’s degree and five years of experience, you can’t expect an employer to be able to pay you a fair salary. Try to set your sights high rather than underestimating your value.

4. Create a salary range

Choose your desired salary and then create a range of salaries that you would accept. Remember, if an employer can’t meet your minimum salary requirement, then you may need to walk away. When creating this range, also consider the benefits the company offers. For example, you may be willing to accept a lower offer if they have outstanding healthcare coverage.

5. Negotiate their offer

When it’s time to finally answer the question, use all of your research and personal reflection as talking points. Explain why you deserve the salary you are asking for. If you feel that the job application didn’t give you enough information to determine your ideal salary, politely let the employer know. They will likely be open to answering more questions about the position. It’s okay if you let them know you need to think this information over and get back to them.

If you’re ready to give them a number, you can begin to negotiate. They may accept this number or they may shoot for a lower one. You need to decide what is best for yourself before accepting an offer. Too low of a salary may make it challenging to support your current lifestyle.

Example answers for a desired salary question

Use these example answers as inspiration when answering a desired salary question in an interview:

Example 1

In my current role, my salary is $45,000. Since starting this position, I have earned my master’s degree and developed my skill set. With these additional qualifications in mind, along with the more advanced responsibilities of this new position, I am asking for $60,000. I feel that this is an appropriate salary for someone with my credentials in a mid-level management position.

Example 2

As you know, I would have to move from San Antonio to Dallas for this position. Between the higher living expenses and moving expenses, along with my credentials, my ideal salary is $55,000. While researching salaries for this job title in the Dallas area, I found this to be a reasonable figure for someone with my experience and situation. The average range I found was $53,000 to $63,000, which makes my number feel fair to me.

Example 3

When applying for this role, I selected the salary range of $50,000 to $60,000. Upon learning more about this role and its requirements, I believe that $58,000 is an appropriate salary to ask for. I have the skills and qualifications for this role, I know that once I got acclimated to the company, I have even more room to grow. Along with this, I see that your application mentioned a potential sign-on bonus for employees willing to go on an annual company retreat. I would be quite interested in such an opportunity.

Example 4

My ideal salary is $60,000. I think this is fair compensation for the work I will be doing and for the experience I have. I am aware that this number is a bit steeper than the range you listed, which is why I am open to negotiation. Having a lot of flexibility is important to me as a parent, which is why I would possibly take a lower salary for additional paid time off. Feel free to think this request over, and we can discuss more of the details.

Desired Salary Meaning & How to Answer What Is Your Desired Salary?

You frequently talk about your target pay in the hiring process or write it down on a resume. And we realise the anxiety that comes with this—you would not want to offer a small monetary response and have to accept lesser pay than you deserve. However, you do not want to appear to have unrealistically higher expectations. It’s critical to understand how to respond to this topic. Giving a desired pay in the suitable range can assist you in obtaining a position that will adequately recompense you for your talents and expertise.

Did you know?

You may immediately scare them away if you say too high a figure. Furthermore, providing an unrealistically low desired salary can limit your potential to negotiate later.

What Is Desired Salary?

Let us first look into what is desired salary meaning? The sum of money you want to earn in your new work one can refer to as the target wage. This is also the sum of money you should earn in your new work, depending on your degree of qualifications and expertise. Whenever a prospective employer poses this question, they’re looking for an authentic, practical response—but offering your response prematurely could hinder your likelihood of getting what you deserve. Let’s start with how to calculate your genuine desired pay.

How to Determine Desired Salary?

You must have an exact figure in mind before you could even consider delivering a definite solution to this question around a resume or in an interview—even when you don’t divulge it straight away. One must understand what you want to achieve so you may be confident throughout the wage proposals you accept or reject. But, because we know how tough it may be to agree on a value or bracket, below are some variables to consider:

Also Read: What is the Meaning of Salary Structure?

Do Some Research

A fast Internet search can eventually show the sector compensation norms for the target position. Many job-hunting services will also allow you to look for norms in your geographical region. Salary bands might vary depending on the state or location, and the compensation scale effects by the dimension of the organisation and its degree of achievement. Another option to find out about salary is to question other workers in comparable positions, but please remember that it is sensitive details that not everybody is confident in revealing. You may also request any consultants in the industry (who aren’t affiliated with the firm you’re going to) to provide the average salary you have seen for the sort of employment you’re seeking.

Many people firmly believe that one doesn’t need a 4-year degree to receive a good job. However, as per the position requirement, many firms will always evaluate qualifications and training. Additional years of expertise in a certain sector usually translate to greater remuneration. So, even though you may not have a lot of schooling but still have years of expertise in positions similar to the one you desire currently, your salary will match that.

Another factor to take into account is your level of expertise. Entrance-level talent will earn you less money than high-level skills. However, skillset does not always equate to time one spent functioning in a sector; many individuals finish college with a better degree of skill than someone who has been previously working in the profession for a certain period. Be truthful to yourself about the skillset, and then if you feel you have a competitive advantage, add that into your payment estimate.

This is an important concern, particularly when you have a family to support. How much money would you require to earn to cover the whole of your family’s (or perhaps even your individual) expenditures? What kind of income do you require to live a decent life? How much income do you require to repay a loan, save for a home or vehicle, or contribute to your child’s education financing? Would you have to transfer when you took a specific job? After all, everyone is required to budget and live within their limits to the greatest extent, but one thing is for sure: no doubt your earnings can either create or break the path of reaching your financial targets.

Medical insurance, full pay leave, and more possibilities can all play a role in determining your ideal pay. Perhaps you’d like to earn ₹85K every year, and you’re searching for a position that pays a bit less and still gives you limitless PTO (yeah, that’s a genuine condition at certain companies). You could be willing to reduce your target wage in exchange for that advantage. Perhaps you’re considering a firm that pays your ideal salary but does not provide you with a medical insurance plan. It may be a problem for you!

After you consider all of these considerations, agree on the agreement pay—that is, what is the lowest acceptable wage you’d take before actually turning down the job proposal? It may not have to be similar to the pay you seek. It’s your choice to decide whether you will already determine on one figure or are willing to do the job within a pay range, and therefore only you can realise what’s best for yourself.

How to Answer “What Is Your Desired Salary”?

Now that you’ve decided on your ideal pay, the next phase is to be firm whenever they ask you about it! Below are two instances in which you may require to face this question and the best methods to respond.

As we previously said, it’s best not to divulge your ideal compensation too soon in the recruiting process since it might restrict your options if the firm is willing to offer more. Because not all forms may inquire about your ideal income, there’s no requirement to provide it if they do not want it. When they inquire, say anything straightforward like “pay is flexible” or “You will discuss pay in the interview session.”

In Interviews

Because interviews could be nerve-wracking, it’s a smart option to plan your response ahead of schedule. Remember that there is no force to provide a specific figure, and you needn’t feel it necessary to do so in case you’re not comfortable. There are numerous polite and courteous responses to this inquiry that do not require you to give a precise financial sum.

Example Responses

I do not have a precise figure in mind. However, I’d anticipate that you will pay what you believe is reasonable considering the company standard and my degree of expertise.

I do not really have a certain figure in mind. How much allotment have you kept aside for this role?

My highest focus is to seek employment that matches my level of expertise and is at a firm that I care for. As we progress through the interviewing process, I’m willing to discuss the pay you believe is appropriate.

I normally don’t talk about money until the company offers the job. Can it be okay that we finish the hiring process to check if I am the best person for this role before talking about compensation?

My ideal pay range on the resume was ₹80–90K, and now after more research, I think that ₹90K will be a reasonable pay to negotiate for, considering the position’s demands, my depth of expertise, and the reality that I will have to relocate.

Also Read: How to Negotiate Salary After You Get a Job Offer?

Tips for Discussing Your Desired Salary

Among the most difficult rope bridges to tread throughout an interview seems confident without striking across as condescending. Regrettably, if you appear hesitant, the recruiting manager may take advantage of this to attempt to settle a lesser compensation.

Go Broad

Whenever in doubt, if you can arrive with a fair band of incomes that you consider appropriate, go broad and place your dream pay below that band. Offering a compensation band with your desired pay close to the base allows both sides to negotiate and increases the likelihood of you receiving the income you desire.

Conclusion

There are numerous methods to discuss your ideal wage without confining yourself. When combined with a deep belief in whatever you want and require, integrity will always go very far. Now we hope that this question is no more frightening.

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How to answer “What’s your desired salary?” (with 8 best responses)

“What is your desired salary? What is your target compensation?” These are common questions job candidates and seekers likely have or will encounter on a job application or in an interview question when speaking with a hiring manager.

How do you respond? What if you share a salary that is too high? Or too low? How do you even come up with a number in the first place?

In this guide, we break down everything around the dreaded but inevitable desired salary question. 🌟

We’ll go over:

Why employers ask about your salary expectations and when to expect the question.
How to be prepared when you’re asked to share compensation expectations.
How to fill out the desired salary question on an application and how to respond in a live interview.
Exact phrases you can use when the question comes up, and strategies to prepare for the conversation.

Why do employers ask about desired compensation?

There are several key reasons potential employers will ask for your desired salary or salary expectations.

Ensure they have enough budget to hire you. If your expected salary is well above this role’s average salary range, the company will likely not be able to hire you in any case. If the hiring manager can know that sooner, they do not need to waste their time and your time in continuing the conversation. If your salary expectation is right on the edge, advance notice helps them get to work cutting out more budget to offer you a role at your desired salary.
Ensure your priorities are aligned with theirs. Salary is not the only reason people take on a job. Earlier stage startups, bootstrapped companies, and impact-oriented organizations are usually looking for people who are motivated by more than salary and instead motivated by mission. By weeding out people with overly high salary expectations, they can better determine who is solely or mostly incentivized by salary and who is more inspired by the mission and doing meaningful work.
Ensure they are hiring at the right seniority. Salary expectations are closely tied to seniority level and job title. More senior people are paid more. By understanding your salary requirement, companies can also better gauge where in the hierarchy you are aiming to be and what level of leadership you are targeting. If they are looking for a very junior hire but you share a senior manager level salary target, they can clear up this misalignment earlier on.
Be prepared to negotiate. If you give a salary target on the higher end of the role’s range but still in the ballpark, the company can be prepared to negotiate with you, should they anticipate getting to the job offer stage with you.

What is your desired salary?

Do your research before the job interview process. Regardless of if the company asks or if you choose to share, you should still have a desired salary range in mind. Here is how:

Find salary survey data. Use data points on the average salary for your desired job: your department, company size, company stage, industry, and geography, seniority level. Triangulate between these different data sources to get a gauge for what others in similar situations are making. Know what is a fair salary, what is a realistic expectation, and what is a typical salary. An Elpha member shared more about how they conducted salary research prior to negotiating . However, it is important to note that crowdsourced market data sites like Comparably, Payscale, and Glassdoor are notoriously inaccurate for tech salaries in particular, so do take these data points with a grain of salt. Only incorporate this information directionally and as just a very rough approximation, a general ballpark, instead of taking them precisely at face value.
Project your expenses. Will you have a car or need to buy or rent one? How much will rent be? Will you have roommates? How much is the cost of living in the city you are in or will need to move to? Will you have relocation expenses? Or other one-time expenses? Are you expecting higher expenses moving forward (if you are expecting a child or getting married or supporting parents)? Build a spreadsheet to estimate your own expenses to back into what you would ideally like to target for your annual salary.
Understand your experience. Within reason, if you have more experience than the average person applying for the role, you may have more bargaining power to ask for a higher salary. Do research on what the average years of experience is for other people at similar levels in the company and industry.
Know your worth and your walk-away number. Have a concrete number in mind that is your absolute threshold, your minimum salary. Anything below that number, you should walk away. Negotiation is always a possibility but never a guarantee. An Elpha member shared more about the power of knowing your worth and how to show strength during challenging processes where companies negotiate near your walk-away number. Also read more tactical advice for negotiating as a woman of color , and how to believe and show your value in the salary negotiation process , from Elpha members.
Ask your trusted friends and family for feedback. Sometimes we underestimate our own worth. When you have a sense of your range, ask your trusted friends and family members to share their honest feedback on your range.

What should you put for your desired salary on an application?

Sometimes online job applications ask for your desired compensation even before you speak to anyone from the company. If it is a free text desired salary field, default to writing “salary is negotiable. ” If a number is required (i.e. if the field does not recognize plain text), enter “000.”

How do you answer the desired salary question in an interview?

It is usually in your best interest to have your prospective employer share their range first. If their offer is at a higher salary than what you would have proposed, you just captured a surplus. If their offer is at a lower salary than what you would have proposed, that is still good to know, and you can negotiate to what your target was (if they are unwilling to negotiate up to your target, it would have been useless to share your target anyways).

An Elpha member shared several salary negotiation stories that speak to the power of getting companies to share their range first. Another Elpha member shared best practices for getting the company to share their salary figure first .

Here is suggested language for when you’re asked the desired salary question:

“I would love to better understand the job so I can share more appropriate salary expectations further along in our conversation”
“I am flexible for the right role”
“I’m willing to consider an offer you think is fair”
“I usually reserve salary discussion for when I’m receiving a job offer – is that the case here?”

Here is suggested language to encourage the company to share their number first:

“What is the budget allocated for this role?”
“I’d like my compensation package to be in line with what you would pay someone with my experience at your company. What does that range look like here?”
“I am flexible – would love to hear what you had in mind”
“Do share what you had in mind, and I can share my feedback”

Beyond the base salary itself, consider the entire offer (paid leave, equity, bonus, healthcare, commission, location flexibility, etc.) and try to get the company to reveal more about it by saying something like “salary alone is less important to me than the whole package – would love to better understand what else you offer.”

When and if you are ready to share, ideally in the offer stage and ideally after you have heard the company’s number first, support your range with the evidence and research gathered above. Mention that you are willing to negotiate (if that is indeed the case!)

What are other best practices?

Practice, practice, practice. Practice speaking in a confident tone before the actual conversation. If scripting out talk tracks for different scenarios makes you feel more confident, do so! Practice in front of a mirror to notice your facial expressions. Practice with a trusted friend who can give you feedback. Watch other people role-play negotiation scenarios, as an Elpha member recommended .
Be firm. The recruiter or interview will try to press you to share or reveal more information. They are used to and instructed to be persistent, but they cannot force you to share. As long as you are polite, stay adamant and push the desired salary question out for as long as possible.
Start high and give a range. Give a range to show flexibility and create optionality for yourself and the company but make sure you start high, at least above your walk-away number. If you do share a range before the company shares theirs, the range you share becomes an anchoring point for later conversations. Negotiation will only bring your number or range lower if you are the first one to share your target, so start as high as reasonably possible.
Negotiate, negotiate, negotiate. It can never hurt to negotiate. If a company thinks less of you or takes your offer away for negotiating, you dodged a bullet in not working there anyway. Elpha members shared lessons learned on negotiation from men and general negotiation tips .

This article is from Elpha.

What is the best way to discuss the salary at the interview? Work.ua

It is necessary to discuss the future salary at the interview. How to answer a recruiter if you were asked about the desired level of income and how to independently start a conversation on this topic, tells Work.ua.

In the vacancy, the employer may indicate :

a clear salary level;
wide range of salaries;
amount with clarifications, bonuses, interest;
contractual salary.

But whatever salary conditions are specified in the vacancy, the question of income should be raised during the interview. Work.ua will tell you which scenario for discussing this topic will be advantageous.

Who should start a conversation about salary

It is not recommended for anyone to start a conversation immediately with a financial question – neither a candidate nor a recruiter. After all, an interview is a negotiation, as a result of which an agreement will be concluded or not. Therefore, first of all, the candidate needs to interest the interlocutor and “sell” his professional qualities, and the employer – not to scare the potential employee.

It is for this reason that the conversation about salary is postponed until the end of the interview . If you feel that you are interested in a recruiter during an interview, do not ask for the salary yourself. Because of your impatience, you can show yourself on the wrong side. Rest assured, you should definitely be asked about salary expectations.

If you are not sure during the interview whether you want to work in this company, and the interviewer is not particularly enthusiastic, it would be appropriate to ask about the potential salary.

How to ask about the level of salary

If no one touched on the topic of salary, and the interview is coming to an end, then the candidate will have to ask. But here, too, there are different approaches.

Bad options :

“How much do you pay?”;
“What do you suggest?”;
“And what is the income?”.

Good option : contact the recruiter by name and politely ask what motivation system is provided for the position you are applying for . So you take care of yourself and generally ask.

Such a wording will definitely not alienate the employer, and you will learn not only about the salary, but also about the bonus program and corporate culture.

If after this question you are told all possible methods of motivation, but not about wages, then you should definitely add: “What is the financial component?”

How to answer your desired salary level

✅ Start a salary discussion at the last stage of the interview

Work. ua advises you to carefully learn about your future duties in the position, about all kinds of bonuses and expenses that the company plans: a work car, a work laptop, medical insurance, paid lunches, social package, flexible schedule, career growth guarantee, conditions for revising wages fees and so on. And only at the last stage of the interview, discuss the salary.

✅ Carefully raise or lower salary expectations

The main thing to remember when negotiating a salary is you can neither overestimate salary expectations nor underestimate them too much . Unreasonable expectations can put an end to a successful interview.

If you lower the cost of your labor, show incompetence or that you do not value your work. Remember that your employer will not pay you more than you ask for . So don’t enter a modest amount.

You can ask for a much higher salary if :

the company contacted you through “head hunters”, that is, specialists who look for the best candidates and lure them into the customer company;
you have experience of working in a large company or a foreign company, know several foreign languages, have outstanding diplomatic skills, etc. ;
you have additional education or a prestigious certificate;

Position

provides for an irregular work schedule, frequent business trips, and work with hazardous materials.

Psychologists recommend tell the employer a figure 10-20% higher than what you really expect . It is by this percentage that your interlocutor will try to reduce your salary appetites. As a result, you will receive the required salary, and the employer will not consider that he overpaid.

✅ If there are no salary targets set in the vacancy

A little analytical work will have to be done. With the help of open sources, similar vacancies with a specified salary, professional sites and social networks, you can understand what level of income corresponds to similar positions in companies in the desired industry. By researching this information, you will get an idea of the situation in the labor market and estimate your future income level.

If the analysis did not really help you decide, start from your previous job and add a bonus to this amount.

✅ If you know the salary targets

If you were asked about the desired salary level, and you are familiar with the employer’s approximate guidelines and agree with them, name a specific figure (adding 10-20%, of course, to leave room for maneuver).

It happens that during a conversation it becomes clear that the auction should be continued. Say: “__ thousand is a fixed part / excluding bonuses / excluding taxes / for a trial period. And when I work overtime (or some other option), then…”

✅ If you are offered a salary that you do not agree to

Discuss options with your employer if you like the position, but the salary level does not suit you. He may not increase the amount, but he should offer bonuses or special conditions that interest you (for example, flexible hours or remote work). Another option is not to accept the highest salary, but to find out that you expect to prove your worth to the company and increase revenue. Such a responsible approach may appeal to the employer.

Many people find it psychologically difficult to discuss financial matters with a potential employer. Talking about money can seem somehow uncomfortable and even a little obscene. But this barrier must be overcome.

We are not asking for money, but we are negotiating the sale of our services.

Take into account Work.ua’s tips and don’t forget about the most important condition for successful negotiations – presenting yourself. Be calm, confident, positive, and the employer will meet you halfway even in delicate financial matters.

How to answer the salary question correctly: the politicians’ method

In one episode of the popular American show Tim Feriss, Ramit Seti explains what exactly is the catch in the salary question and gives some lessons on how to properly negotiate with an HR .

Most job seekers run through the possible questions in their heads before the interview. You can’t predict everyone, but there are a couple that the HR will definitely ask: “What salary do you expect?” and “How much are you getting now?”. According to the Network, experienced recruiters have a specific goal – “not to offer the applicant more.” When negotiating a salary, the winner will be the one who names the number last. But that doesn’t mean the recruiter’s question should be ignored, Seti says, because it will give the interviewer a bad impression of you.

Quite often politicians, when answering journalists’ provocative questions, evade a direct answer – they cover it up in such a way that no one will understand anything (nevertheless, everyone understands: the answer has sounded). So, Ramit Seti recommends using their method. If at the interview HR asked you a salary question, then try to answer it like this: “I am glad to discuss the working conditions, this position is interesting to me. Now I am trying to understand what conditions will be interesting to both of us. I am sure you are trying to do the same “.

This answer, according to the Network, is capable of instilling a sense of confidence in the interviewer, in addition, he may assume that you have offers from other employers. With the “silence tactics” your chances of winning will increase, Seti is sure.

Experimenting is not recommended

When creating a resume on any of the Russian job search sites, you will see a box for specifying the desired salary, and, according to Superjob, filling it out increases the likelihood of viewing a resume by 5%. The Russian employee has already been convinced that almost the first thing he should do when starting to look for a job is to decide on the size of the salary and be ready to name it to the first person who is interested. Therefore, the idea of using “tactics of silence” in interviews looks somewhat revolutionary for Russians. Or maybe in vain?

No, say the recruiters we interviewed. Russian practice has developed in such a way that an HR, having met a candidate who uses the advice of Ramit Seti in an interview, is likely to react negatively. Russian specialists disagree on only one thing: when is the best time to announce their salary expectations.

First learn about tasks, then about money

Both parties will have a fairly clear idea of what remuneration can be discussed only when they get to know each other well, Marina Vishnyakova, managing partner of RM TEAM, expresses her point of view. She does not recommend discussing salary issues at the first meeting with the employer – it would be more appropriate to talk about what the candidate should do within the company. According to Vishnyakova, the “price tag” can immediately become the main content of the conversation only if the work is simple and routine. But then there is nothing to bargain about: there is an average market price. Candidates for such positions as “driver”, “maid” and “security guard at the store” can immediately and boldly talk about the expected earnings, because here the spread is small, convinces Vishnyakova.

— If a recruiter immediately asks a qualified specialist: “What income do you expect?” Without discussing the tasks in the company with him, then I’m not sure that it’s worth making a choice in favor of such an employer. There is a feeling that such firms are recruiting non-professionals, and it does not matter at what price. With non-professional people, any pro will howl pretty quickly, regardless of the “salary salary”.

If the parties are interested in each other – it’s time to discuss the conditions: the candidate can say something like “I would like to discuss the conditions for this position.” Moreover, such a maneuver can be used both as a candidate’s initiative and as an answer to a recruiter’s question about salary.

Money in the morning, chairs in the evening

Coleman Services Account Manager Valentina Pakuleva disagrees: the main thing is that both the employer and the applicant should agree on a specific amount that the candidate intends to receive. Otherwise, both parties will waste their time. No one wants to conduct several stages of an interview with various participants in the process in order to eventually find out: the offer for the applicant turned out to be obviously uninteresting, Valentina Pakuleva confidently declares.

The candidate should immediately announce to the company the maximum level of desired income (within reason, of course), but it is also necessary to indicate their readiness to discuss lowering the salary bar – so he will not miss an interesting offer and will take further participation in the competition for the position.

– In today’s market realities, the applicant is forced to compromise. In practice, salary expectations often have to be reduced in order to get a position with the desired employer, Pakuleva warns.

Catch, interrogate and draw conclusions

Dmitry Mikhailov, consultant in the field of sales and negotiations, personnel management and personal effectiveness of the Russian School of Management, invites the applicant to predetermine three different amounts, which he will discuss during the interview. The first option is realistic, that is, how much the candidate, in his opinion, is actually worth on the labor market. The second is the maximum amount. This option should be left in case the applicant feels that he made a very good impression on the employer, and he agrees to pay him a salary “above the market”. The last option is the minimum amount, but with a huge perspective. That is, the candidate dreams of working in a company that has such a policy: to pay a little money at first, and then steadily index wages. The main thing is not to make a mistake and choose the company that is interested in the professional growth of its employees. Otherwise, you can get a job where only “breakfast is served,” warns Mikhailov.

How to discuss salary at an interview and not be embarrassed to talk about money – Snob

For many years they have not been working at all on the conditions that they expected. How not to become a hostage of such a situation and get the salary you want, says Olga Lermontova, founder of the Karyerum career platform

Photo: freepik. com

Salary is one of the most important conditions for applicants, however, most people do not discuss money at the interview, believing that this can spoil the impression of them and the employer will consider them mercantile. The reason for such thoughts lies in self-doubt, inability to negotiate money or exhaustion in the search process, as well as ignorance of the potential opportunities for such a discussion. In addition, the situation is significantly influenced by the Russian mentality, which is characterized by dislike for those who “stick out” and who “need it the most”, the desire to put public interests above personal ones, and to be “satisfied with little”. With such deep-seated attitudes, a person initially puts himself in the position of a victim.

First of all, it is important to understand that at the interview, the applicant and the employer are on an equal footing: the first needs a job, and the second needs an employee. Therefore, the negotiation process is equally important for both. The applicant is afraid of rejection, and the employer, in turn, is worried that a suitable candidate will not be found or will not agree to his conditions. Everyone has their own conditions: for the applicant, this is the level of payment below which he will not agree to work, and for the employer, this is the maximum amount above which he cannot pay. In the West, this negotiating strategy is called BATNA (Best Alternative To Negatiated Agreement) – the most profitable alternative that a negotiator can accept if they are unsuccessful and an agreement cannot be reached.

An interview is a game in which the goal of both parties is to get to know the BATNA of the interlocutor. The art of negotiation comes down to doing it first and finishing the game on favorable terms. Here are some tips to help you:

Don’t give the first number. If you are the first to voice your wish regarding salary, then, most likely, this is the salary you will receive, maybe a little more or less. Until you understand the full range of your responsibilities and what you have to work with, you should not name a specific amount so that you do not have to change your mind later. In turn, at the beginning of the conversation, your expectations may seem too high to the employer, because he still does not know what competencies you have and how you can be useful to the company. Perhaps later he will change his mind about the salary in your favor.

Don’t give a single amount. There are situations when a recruiter persistently asks a direct question about salary expectations. Then you can answer: “I will be able to accurately determine my expectations when I more specifically understand my workload and the content of the work”; “I expect a fair market average compensation.” You can ask a counter question: “Do you have a specific budget for this role?”

If you still have to name a figure, determine the “fork”, where the minimum figure is the one for which you really agree to work. Remember: this minimum will remain in the memory of your interlocutor, and it should be quite acceptable for you so that later you do not feel that you have sold too cheap.

When you receive an offer, bargain. This is appropriate if you have not discussed money before. As a rule, the first offer made by the employer is lower than possible, so bargaining is quite appropriate. However, this must be done with reason. You can refer to arguments in your favor:

— Realities of the market. Operate with information about salaries in your field. Say that you have studied the market and know the real value of your skills.
– Your value as an employee. For the company, it is measured not only in money, but also in what benefits a new employee can bring. For example, how much it will help to save in purchases or production costs, how much it will bring new customers or whether it will be able to optimize work processes.
– A unique combination of skills needed by the employer. For example, once, I got a job in a company where they were looking for a person with strong marketing and affiliate experience to manage an affiliate channel for Software Asset Management in Western Europe. This direction includes 14 countries, Italy was a priority. At the same time, it was important for the employer that the person had experience in IT. I was the only candidate with such experience and knowledge of the Italian language. This determined the decision of the employer in my favor.

Think in terms of total compensation, not just wages. When looking for the best deal for you, don’t get hung up on salary – there are plenty of other compensation options. For example, the subject of negotiations may be one-time bonuses (in Russia this is most often the “13th salary”), sign-on bonus (bonus when signing a contract), profit-sharing (an equal percentage of profit for all employees, provided that the company achieves certain goals ). The standard social package may include payment for kindergartens, compensation for babysitting services, payment for sports, training, meals, a corporate car, and so on. All of this is worth asking, as it can also be advantageous for companies to offer something from a social package instead of a salary increase.

Do not negotiate salary in writing. Many people receive the final offer from the company by e-mail and in the response letter they try to substantiate their position on this issue as competently, beautifully and logically as possible. However, this approach is obviously failing. Written communication is appropriate only to consolidate the agreements already reached. If you would like to discuss a proposal received in writing, arrange a personal meeting or call.

Sometimes, in spite of all efforts, the applicant, over and over again, receives an offer at an interview that is much lower than he expected. What could be wrong?

Weak summary. If you are offered a range of responsibilities that you have long outgrown, then you have not clearly and profitably reflected your real work experience, skills, and achievements in your resume.

You don’t understand your value as a professional and therefore don’t know what you’re looking for. Perhaps you yourself choose the wrong roles for yourself according to the level and / or area of \u200b\u200bresponsibility. You need to gain a deeper understanding of your strengths and weaknesses, as well as your desired professional path.

You have not studied the market. The salary of the same specialist can vary significantly depending on the field of activity and the size of the company. Explore the job market with information about salaries in the field you need, look at salary sites such as glassdoor.com, look for people you know in companies that you are interested in and check their functionality and approximate salary range.

You didn’t talk about salary at the screening. It makes sense to clarify approximate salary expectations at the first phone call, but after discussing job responsibilities.

In general, during the interview process, you must prove to the employer that your skills and experience will be useful to the company. Remember, an employer is just as human as you are, and negotiating money can be inconvenient for everyone. It is important not just to ask for more money, but to build a trusting relationship throughout the conversation. The desire to understand the problems of the company and a sincere desire to respond to them will serve as the best evidence that you are a valuable employee who is ready to play in a team, and then the decision on compensation will be made in your favor.

The best answer to the question “How much did you earn at your last job?”

To tell the truth or embellish reality? How best to answer the question about the amount of compensation at a previous job? You name a real figure – a potential employer will think that you were paid too much or too little. Underestimate – in the end they will offer as much as you already have at the moment. If you overestimate it, they will decide that such an expensive specialist of the company cannot afford it. In general, this is not an easy thing to tell the employer about the previous salary, especially if you want to get more at the new job. How to answer a key strategic question so that the answer suits everyone? Article on E xecutive . en experts provide the necessary professional advice.

The essence of the matter

The employer has very good reasons to be interested in the amount of the interlocutor’s previous compensation. According to Natalya Marchenko , head of Corporate practice at Luxoft Personnel , recruiters ask this question in order to identify two important points regarding the candidate, and in many ways – to protect him from possible disappointment in the future: it is necessary to determine what level of salary the candidate previously had in order to correlate it with the capabilities of the current employer. If the offer of wages is significantly lower than this specialist previously had, then he will “by default” be in a situation of discomfort. Even if, according to him, he is ready to go down in the matter of material motivation, he will have to “learn to live” on a lower salary. This implies that the company accepts in advance a “dissatisfied”, “offended” employee who, purely psychologically, may have less desire to work. This demotivation will negatively affect both the specialist and the employer. It can be overcome if it is agreed in advance that at the end of the probationary period, after a certain time, the employee will receive an increase in wages in accordance with his expectations.

In addition, Natalia Marchenko notes, the recruitment specialist checks whether the candidate’s salary expectations are adequate and correspond to his/her professional level. If the salary expectations of a specialist are not justified, most likely, he will be denied employment. “An example of unreasonable salary expectations is an excessive increase compared to the previous job,” the expert explains.

In addition, recruiters ask this question to understand how salaries in the company correspond to salaries in the labor market.

According to Natalia Marchenko, this question is often accompanied by a number of additional ones. “For example, they may ask, what was the level of your salary at the previous place of work (salary, bonuses, bonuses)? What did your salary depend on? Could you influence him? How? And so on. These questions, firstly, help to determine the level of responsibility of a specialist – whether he was effective and aimed at making a profit, and secondly, they help to find out how this employee can be stimulated with the help of material motivation – bonuses, percentages of profits, and so on ” – says the expert.

“In general, it cannot be said that candidates have particular difficulty answering this question or are actively hiding information about salary expectations. This may be a problem for individual specialists, but not for the labor market as a whole,” sums up Natalia Marchenko.

How to answer?

Leading consultant of the banking practice of the recruiting company Marksman Anna Benko notes that the answer to the question about the salary in the previous job depends on the current goal of the candidate. “If a candidate is not in active search and came to the interview with the aim of getting to know the prospect, then the most logical thing would be to simply announce the amount that he actually receives. Why not? If the candidate as a whole is satisfied with everything at the current position, then, most likely, they will be able to motivate him to move or the essence of the position (higher grade, expansion / change of functionality or interesting projects), and then the employer / recruiter just needs to understand the level below which they simply cannot it would make sense to offer positions to the candidate,” says Anna Benko. – If the candidate refuses to disclose his salary, then there is a risk that the employer / recruiter will misinterpret it and in the future will not offer an interesting project for the candidate in terms of tasks, because they consider it too “expensive”.

Anna Benko notes that if a candidate is actively searching, then the answer depends on the reason why he is looking for a new job: “If it is not related to dissatisfaction with the level of compensation, then real numbers can be voiced. If the candidate is looking for a new job, because he is not satisfied with the current level of income, it makes sense for the employer to voice the desired numbers and say that they contain a small “increase” in relation to the current level. For example: “I would like to consider NNN gross offers. This is about 15-20% above my current level.”

“I would like to note that it makes sense for “outside” recruiters (employees of recruiting companies) to always speak openly about the current salary level, since they are consultants to the candidate in the market. They work with different clients and have an idea about the levels of compensation in companies, about how it is better to present information about a candidate’s salary to whom, and how flexible this or that client is in discussing the “incrisis,” Anna Benko concludes.

Natalia Marchenko also recommends betting on honesty: “It is in your interests to answer as honestly as possible. In the event that at the moment you work in a company where one of the working conditions is non-disclosure of information about wages, you can outline what your salary consists of (salary, bonus, bonus), and then indicate the approximate amount that is obtained when adding these figures. In addition, it is very important to clearly indicate what salary you would like to receive in a new job. It’s sort of a filter for future job offers.”

The expert also recommends that as the desired salary, not the minimum and not the maximum level of compensation that you agree to receive, but the amount that seems most optimal and comfortable. “You should not drive yourself into a corner with “lower” and “upper” boundaries, it is better to focus on prospects and growth. If in the future you are counting on a salary increase, the employer must be warned about this in advance. The most correct wording in this case would be: “I am comfortable with such and such a level of wages, in the future I am ready to consider an increase by so much,” advises Natalia Marchenko.

Consultant of the “Banking and Investments” department of the headhunting company Cornerstone Ivan Belov when talking with a potential employer recommends remembering the following important points: employer). Secondly, the employer almost always has the opportunity to check information about your official income (2NDFL certificate, tax base, insider information). In addition, if you intend to become an employee of the organization where you are interviewing in the future, you should not start cooperation with omissions.

According to Ivan Belov, today the market is growing at a slower pace than it was ten years ago, and in many professional fields there is no longer a shortage of qualified specialists. Accordingly, there is no such acute struggle for personnel and employers are not ready to “overpay”, “outbid”: an increase of 25% to the current level of income is the maximum that one should count on.

“Large organizations always have a fairly clear grading system, so regardless of your current financial compensation, the employer will not be able to offer more or less than the appropriate level of payment,” warns Ivan Belov.

“Based on these points, we recommend that you describe your current compensation level in as much detail as possible. You should not be afraid of this question and avoid a direct answer to it, because any arguments about the impossibility of providing this information will cause nothing but bewilderment in the interlocutor and may become an obstacle to continuing a productive dialogue, ”concludes Ivan Belov.

Announcement photo: pixabay . com

Salary negotiations – how not to burn out It’s still Batman!

Let’s play!

You did a good job with the phone in preparation. The interviews at the office this morning were interesting. After a general lunch, an employee of the personnel department sat down at the table across from you. He asked: “What salary would you like?”

What should you do? What are you to do?!

Whatever you do, don’t give him a specific number. Once he has a number, he can set the tone for continuing negotiations. This figure will be the ceiling – the highest offer you can get at this place. But most likely you will get less.

Or maybe he’ll try a different approach to get you to say the number: “What’s your current salary?”

This question sounds quite reasonable. Shouldn’t this be the answer?

There is no need to answer this question! And you don’t have to answer it. Employers know that basically anything above your current salary will be an improvement for you and they will adjust down the offer they were planning to give you accordingly.

What is the best way to deal with these questions? Simply say, “I’m not comfortable sharing this information at the moment,” then bring the discussion back to the job you’re being interviewed for. If the question is repeated, then also repeat your answer until the interlocutors leave you alone with this question.

At some point in the process, you end up with what I describe as “Yes if…” or “No, but…”. “Yes, we are willing to work with you if we can come to a mutually satisfactory salary agreement,” compare: “No, actually, we are not ready to work with you, but perhaps we could if it turned out that you accept low wages. After you have heard an agreement in principle: “We are ready to work with you here. What is required for this? Then, and only then, start talking about money. — Patrick McKenzie

Remember, you have this information. They dont have. Your knowledge of your current and expected salary is, in principle, your only informational advantage in pay negotiations.

And trust me, you will need any and every benefit you can get.

In the process of negotiating a job, you have a fundamentally weaker position from the very beginning

HR has an incredible amount of information about you at its disposal. At the very least, they have your CV, LinkedIn posts, your job description, and your GitHub profile that you gave them earlier when you submitted your CV. They may also have looked at your social media profiles and called former employers (and not necessarily just the ones you referred them to) with questions about you.

Not only do HR employees benefit from huge information asymmetries, but they are also professional recruiters who earn their living doing it. They are professional negotiators. They probably already lowered the salary expectations of other candidates earlier in the day before they started talking to you. And tomorrow they will wake up, come to work and again and again will bring down the salary expectations of candidates.

What do you know about them, besides the name and position they give when introducing themselves? You don’t know how your interviewers pre-evaluated your performance, let alone the department’s budget for hiring you.

Your goal should be at least as much as possible to even the odds on this playing field. One important way to do this is to translate personal salary negotiations from real-time to email correspondence.

E-mail has two advantages: it gives you written documentation of offers that makes it harder for the employer to refuse them (“Oh, John didn’t have the authority to make such a high pay offer”). But more importantly, it gives you the freedom to think about offers and even use them as a means to get other higher paying seats.

Negotiate for higher pay regardless of the offer

What if you switch from a low-paying job like teaching to a higher-paying job like software engineering? The initial offer you receive may be significantly higher than what you or your colleagues have ever earned.

Your first impulse might be to jump up and down in your chair and shout “Yes!”

But keep a straight face. There is almost always leeway to negotiate higher pay.

Of course, there is a danger that the employer will refuse a job offer if you take too long to consider his offer or fight too hard for higher pay. Employers know that people, in their depth of choice, prefer the reduction in the risk of loss, rather than the potential for higher wages. And employers are ready to use your desire to avoid risk against you.

Let’s suppress now that fear of losing a job offer, and instead think practically about the circumstances an employer has to take into account when it comes to hiring.

First of all, a lot of money has already been spent on preparing all these interviews and – often – on air tickets to take you to the city where the main office is located, to put you in a hotel.

Take Google as an example. Google makes an offer to only 1 in 7 candidates who make it to the on-site interview. Think of the dozens of highly qualified interview hours spent on interviews—and the tens of thousands of dollars in airfare and hotel bills—just to make one offer.

If you reject their offer, they must again spend all the same time and money trying to find another candidate who meets their standards.

Therefore, if you receive an offer, then you have a certain opportunity to manage the situation.

Know the market

Of course, you could find someone on LinkedIn who works in a similar position with the employer offering you the job and ask them, “How much do you get paid at Microsoft?” This may give you one data point.

But, who knows, maybe this employee did not insist on a salary increase during the negotiations. Maybe he’s underpaid and he doesn’t even know it.

Instead of trying to determine a reasonable salary by asking sensitive questions about the salary of different people, go straight to the underlying data. There are three main parameters that matter here: location, company and title .

In Mumbai, a salary of 100 thousand dollars a year will provide you with a luxurious life. And in San Francisco? So-so. If you are moving to another city for a new job, be sure to consider the cost of living in that city. There is a calculation of the cost of living for most of the largest cities in the world.

Some companies pay better. For example, Netflix is known to pay its developers much more than the market average. Therefore, try to compare the offer made to you with the salary of other specialists in the same position in a similar company. You could use a tool like GlassDoor to do this, but there’s a much more objective approach: get the data straight from the US Department of Labor.

But wait, does the US government provide data on how much companies pay their employees? “Yes” is valid for employees arriving in the US on an h2-B work visa. Such employees are required to report their earnings.

And some genius put all this data into one big, searchable database of over 1. 6 million payroll records. You can search by company, city and position. Access to the database is free; there are even filtering and charting options.

Given that non-US citizens require a visa—and thus have lower negotiating power than US citizens—these salaries likely represent the bottom line for people who can already legally work in the US. Therefore, make sure that whatever you are offered to ultimately accept at least matches these averages, taking into account location, company and position.

Stock options can be empty. Focus on cash

If a company is offering you shares as part of your remuneration, but the company is not yet public (with a liquid marketplace to sell the shares), then the shares are probably worth nothing.

Many large companies issue their stock options to employees, which eventually become the property of employees, helping to secure them at work. If you can profitably exercise these options and then sell the shares themselves on the open market, then everything is fine. They are then in many cases almost the same as cash.

But the vast majority of new companies fail and their stock price goes to zero. The graffiti artist who now has $200 million worth of Facebook shares worth $2,000 worth of Facebook shares for his 2005 murals on the walls of the company’s Palo Alto, California office, has many thousands of employees of other startups who have their stock options are literally worth nothing.

Even if you’re in a successful startup, tax issues can prevent you from exercising your options. Uber uses this tactic to keep employees firmly attached to itself. Through this reward structure, they are essentially saying, “Stay with us until we go public, and then you can eventually become rich. Get out, but then you’d be better off with a multi-million dollar line of credit so you can pay the backbone of all your tax bills.”

Keep in mind that if an employer is willing to offer you stock in a company instead of just paying you more cash, it says a lot about their own vision of the company and their expectation of how much the stock will ultimately be worth. .

If you’re still interested in spinning the wheel of fortune in the form of stock options, there is a database that can help you figure out how much equity to expect on top of your underwhelmed salary.

Yes, the high starting salary really deserves all this effort.

My friend has been haggling with Apple for several weeks on his starting salary. After six counteroffers, he finally got his desired salary, and he and his wife were able to afford a house in Silicon Valley. His salary nearly doubled Apple’s original offer.

And another friend of mine was able to get offers from several different companies over the course of a few weeks and then had the employers play against each other. Even though he knew from day one which company he would ultimately want to work for, he continued to be interviewed. And he used these extra offers as a means to maximize his starting salary at his dream job.

If you have time for a long, riveting read, Hasib Qureshi, a professional poker player-turned-developer, wrote a detailed account of how he negotiated like crazy and pitted employers against each other, eventually earning a payoff. $250,000 package in his first developer position.

“But these are exceptions,” you might think. “All this requires a lot of work, going through interviews and interviews in many places, doing a lot of preparatory investigations. And I have bills that need to be paid right now.”

The reality is that your future promotions, and to some extent your salary in future jobs, are highly dependent on your starting salary at for that next job.

Starting with a lower salary – as happened to, say, most Americans who graduated from college during the Great Recession – will greatly affect your life salary potential. This is partly because salary growth is usually defined as a percentage of your current salary.

What is the difference between a salary of 100 and 120 thousand dollars a year will accumulate in five years? Assume a salary increase of 10% each year (which is a bit of an underestimate for the US software industry):

$100K salary: 100k + 110k + 121k + 133. 1k + 146.4k = 610.5 thousand dollars of total income
With a salary of $120k: 120k + 132k + 145.2k + 159.7k + 175.6k = $732.5k total income

That’s right – adding just $20,000 to your starting salary can add up to more than $120,000 in extra income over five years. To put it realistically, that amount is more than most Americans spend on their entire college education.

Are you willing to spend weeks poring over databases and exchanging e-mails if it could lead to the return of all the money spent on college by you or your children?

Yes. Salary negotiations deserve it.

What to think about before looking for a job or getting a job offer

Irina
Molodtsova

Author articles

So, you are going to look for a job. The resume has already been drawn up, the only thing left is to post it online and send it to companies of interest to you.

Or maybe you have already been invited somewhere. The vacancy is interesting, the salary is not bad, the skills are enough to cope with all the tasks. Looks like it’s time to accept the offer…

The mood is good, but we advise you to first take a few minutes and answer six important questions. The main thing, honestly, depends on whether your working days will be happy. And what’s the point in lying to yourself?

Quiz: Which Unusual Job Is Right For You?

Let’s digress for a moment from the position and the desired salary: let’s remember the values. Every person and every company has them, and it is important that internal guidelines coincide when hiring.

For example, a healthy lifestyle advocate is unlikely to feel happy and contribute to the world in an organization that sells alcohol or cigarettes.

An opponent of loans is unlikely to be able to effectively sell banking services to customers (many of which are just in the lending industry).

An introvert may be happy to play with children once or twice according to his mood, but he will quickly run out of steam if he starts working as an animator: after all, he will be forced to communicate a lot and organize entertainment every day.

And an extrovert will simply be bored all day working with papers and putting things in order in the archives.

Make sure that you enjoy what your company does and that the responsibilities that await you do not make you longing and dreaming of Friday night. Speaking of weekends, your ideas about work-life balance should match those of the company. Otherwise, unpleasant surprises are possible.

Who should not go to work in a large company

After university I got a job as a lawyer in a large corporation. It was incredible – they noticed me among the rest, they chose me, I passed the competition. The salary was good, I worked in a specialty that I chose myself and love very much, but I was unhappy. The work did not leave a minute for the personal, a fixed-term contract could arrive at any time, and in response to attempts to defend their right to rest, the management rolled its eyes wearily. I had to leave, since then I have been working in smaller, but more sensitive to human needs firms.

_{Olga S., lawyer}

If you are looking for a job for the first time (or are about to start), make sure that you will have the opportunity to ask questions, ask colleagues for help and no one will reproach you for your inexperience.

Over time, the question will arise as to which direction to grow. It can be horizontal – step by step honing your skills and abilities, but not getting promotions – or vertical – trying to change the noisy open space for a separate office and the boss’s chair as soon as possible.

Both options are good. The main thing is that the one that suits you should be implemented in your new job.

Try to find out in advance how your career in the company can develop. And at the same time, how does the management relate to the development strategy you have chosen: somewhere they are waiting for specialists who will work in the same position for years, and in other places it is customary to raise personnel and your refusal from a leadership position after a few years can be taken with hostility.

You can’t predict everything – that’s understandable. List the most obvious ones for yourself. For example, you might want to take out a mortgage or start renting, so you need to get at least a certain amount of money every month to both cover your rent or mortgage and save money for life. Or you want to send your child to study in a private school – these are also regular payments.

Consider: Will your potential employer be able to provide you with a suitable salary level and stability for at least a few years? For example, it is quite risky to go to work in a startup for a percentage of monthly revenue if you are not 100% sure that the product or service is in demand, but at the same time you must transfer a certain amount to the bank every month.

How to save up for a dream if you’re not making millions

Got a job in a newly opened company selling educational services. We agreed that I would develop and maintain the site. They promised to pay on time, in the first months it was so. Then the contracts ran out, new ones were difficult to find, money began to be transferred irregularly. And I have a rented apartment and the owner does not care much about the difficulties of the company. I had to leave, now I work in a large enterprise – I still can’t learn the names of all my colleagues, but stability.

_{Alexey S., programmer}

Perhaps you would like to work in the office from 9:00 to 18:00, you are fine with the need to wear business clothes every day, the main thing is to leave work at 18:01 and forget about her until the morning. Or maybe you prefer a flexible schedule and remote work, but sometimes you agree to answer calls and letters after hours.

Decide – and look for a schedule and format to your liking: talking about a floating start to the working day and full or partial remote work will not surprise anyone now. Employers have become more flexible and loyal in this matter, especially if you are a good specialist.

The ideal job and where it lives

Difficulties during adaptation, periodic conflicts with colleagues – anything can happen. But you need to understand where the boundary lies for you personally, after which it makes no sense to continue cooperation.

For example, it is critical if the salary is regularly delayed.

Or if top managers themselves do not understand what they want from an employee, bombard him with ill-conceived tasks and cannot answer the question, what is the purpose of the work in general.

Or maybe it will seem unbearable to you when it is customary in a team to discuss everyone behind their backs and weave intrigues against each other.

Promise yourself not to endure if you encounter this, but immediately post your resume on Rabota.ru and find another place. Nerve cells and health are more expensive.

I am a technical specialist, I like to work remotely, I combine work with study and I appreciate employers who give me this opportunity.