What do you do if you're asked about your salary expectations during an interview?

Data is the best way to keep a conversation about salary negotiation transactional versus emotional. Too often we hear the words “negotiate for what you are worth” which insinuates the worth of a person versus the market level salary that ties to the skill and expertise. Make sure your data is current and that it matches the role, market, level, location, and responsibilities as closely as possible to the role for which you are applying. It is also helpful to be informed about the supply versus demand of talent and skills in the market. Sought after and hard to find skills, particularly in the area of technology may be newer, in demand, harder to find, and can command a higher salary. The more you know the better negotiations will go!

When asked about salary expectations, express enthusiasm for the role and confidence in the value you bring, highlighted during interviews. Mention your understanding of market rates and the importance of a competitive offer. "I'm excited about this opportunity and, having demonstrated my potential value, expect a competitive package that reflects industry standards and my unique contributions. While I prefer not discussing specifics without understanding the full compensation scope, I'm open to a range that respects my expertise and the market, aiming for a package that stands out. My main goal is to reach an agreement that benefits both the company and myself, reinforcing my eagerness to contribute to your team."

When asked about salary expectations during an interview, it's essential that you approach the topic carefully. I recommend focusing on the value you bring to the role and the market value of similar positions. Once you better understand the job responsibilities and expectations, you can express your openness to discussing compensation. This allows you to negotiate from a position of knowledge and ensures that your salary aligns with your skills and contributions.

Do your numbers. Having a range in mind can make you calmer and more confident instead of just shooting in the dark and hoping. Also, it may make you even more comfortable if you have a dream number in your mind, a 'fair offer' and one that you feel, is the 'ok offer'.

When preparing for an interview make sure your preparation is complete, that includes the information about the job, the company and your salary expectations. Research the industry standard, the geography and if available company information. Your expectations should be based on your competence, your skills and your experience which you should present with confidence.

Ask how the total package of rewarding looks like in the organisation. It is not only about the monthly payment. So how about bonus, pension, free days, healthcare insurance etc. Since this is not easy to answer, next question can be, in what range do you reward people with my experience

There are a few ways to navigate this question so that it does not become the deal breaker in an interview. Consider the following: 1. If you are able to conduct discreet yet ethical research to determine what the salary range is that the company is willing to pay, it helps to have that knowledge. This helps you to manage your expectations and align with the company's budget. 2. If such information is not available, you can consider saying that while you are not aware of what the salary budget is for the role, you believe that a mutually beneficial figure can be arrived at and that you are open to negotiation once it is balanced and fair. Having said that you can offer a range that is reasonable based on industry standards.

I always advocate for those seeking new roles and interviewing to first do your homework. Research like/similar jobs and find out the salary range for that role you’re interested in and in consideration for. Glassdoor, mentors, peers and colleagues in and out of your network are all avenues to reach out too, to do your homework and research. This is a critical step to feel empowered and have agency AND to advocate for what you’d like to earn.

It really depends if I was asked this question a lot of things would be on a calculating arena for me . Would firstly see the company I am applying in . The broad spectrum the role has to offer me and the intensity at which I would need the job . Beside another factor is if someone has referred me to a job I would nott negotiate

Salary is usually one of many factors that individuals consider when choosing a job. So, it is important to ask yourself how important salary is or what salary means to you in the bigger picture for you because that will help decide how you approach the question during an interview. Once you know your objective around salary, my advice is always to be transparent.

Give a range based on your market research and what you’re comfortable with. Make the salary range span at least 50k… in Pharma/biotech industry, salary is only one aspect. There’s also bonus, stocks and LTI that should be considered in the total compensation.

Tell them One Million Dollars with an Austin Powers pinky glare. Works every time.

I find this approach more effective than focusing on a specific number. A range allows for flexibility, encompassing both a minimum and maximum value that one is comfortable with.

In the dance of negotiation, wielding a salary range can be a potent move. Rather than tethering yourself to a single figure, offer a spectrum that reflects both your value and market dynamics. This strategic maneuver not only showcases your flexibility but also signals a readiness for collaborative discussion. Remember, anchoring your range with a minimum threshold ensures you maintain your worth while fostering an environment conducive to finding common ground. It's about wielding market insight to shape the dialogue and steer it toward a mutually beneficial outcome.

Instead of giving this the amount or CTC i want, i can offer them a rage "from # to#" If anything comes in between is also a success for us. The range has to be a comfortable range for both the parties. The range should also be practically workable. It cannot be a biiiig range. Then it would become a joke. Even while giving a range, we need to be strategic.

I see alot of mistakes from job seekers asking employers on their budget. Salary negotiation is unlike market place negotiation. There are a few important facts you will need to focus on: 1. What is your worth? 2. Look at total remuneration instead of just guaranteed remuneration. 3. What would the career prospect be in 2 years time? 4. Align your expectation with the value you can bring to the organisation. 5. Don’t burn the bridge. If negotiation fails, thank the employer and hope they can revisit the role with you in the near future.

The salary is an equal proposition to ROI. If a person can tell what values he can offer to the company, then they can certainly think about it. The "Value adds" are very important. Here the relevant skills or certifications (like six sigma, 7QC tools or some assessments etc..,) can be the pitching point for negotiation.

In salary negotiations, intertwining your expectations with the value you bring is paramount. Elevate your unique skills, experiences, and achievements to substantiate your desired salary range. This not only validates your request but also strengthens your candidacy for the position. When employers see a clear correlation between your contributions and the proposed salary, they're more inclined to entertain higher demands, recognizing the potential impact you can make on their organization. It's about articulating your worth in a way that resonates with their objectives, fostering a win-win scenario in the negotiation process.

Prepare yourself to be able to clearly and concisely structure your value proposition, the value you bring in for the specific role you are being interviewed for. Highlight the knowledge and skills you have again for the specific role. Support your value proposition with past achievements and accomplishment expressed through KPIs (i.e. "20% sales increase in 1 year" vs "an important increase in sales"). This should be combined with salary market data research you have done prior to the interview about role/industry.

"I'm not able to give you a dollar amount at this time because the most important thing to me is the opportunity to join your team. I know when you make me an offer, I'm certain it will be fair." That's what I prepared over 3,500 candidates to say if asked what they are looking for during an interview. If it's future state, do not provide a number or range. Let the company make an offer in writing for your review. Then you can ask about specific areas you'd like to negotiate prior to accepting. Always remember, if you don't ask, you won't get. Be appreciative of any offer, however, ask before you accept.

In salary negotiation, cultivating a strategic approach is essential to master. When faced with an offer that doesn't meet your expectations, resist the urge to outright decline. Instead, pivot the conversation towards exploring avenues of flexibility within the compensation package. By delicately probing into areas like bonuses, enhanced vacation allowances, or opportunities for professional development, you not only showcase your adaptability but also subtly assert your value. This nuanced approach transforms the negotiation process into a collaborative dialogue, where both parties work towards a mutually outcome, transcending mere monetary figures to create a holistic package reflective of your worth and potential contribution.

Nobody likes making the first move, but I respected people who put their cards on the table first. It shows a degree of confidence and an understanding of your worth. Watch their non-verbal reactions carefully. Very carefully. I focus on eyebrows and eyes. I can't tell you how you'll know, but you will know where things stand regardless of what first thing comes back in reply. Sense hesitation? Reframe it. Come up with a list of other perks, concessions, or even delayed perks too. For example, you could counter with something like "I will deliver this value and I also understand you are taking a chance on me without having seen my impact." How about some 6-month goals that could prove this impact. (be sure to get it in writing)

More than the negotiation towards the common subject, other factors which aid negotiation is also noticed which are Progressive body language Radiating confidence Better choice of words Professional grooming Strong data Influencing skills Creating an impact Even after the person leaves, the panel should think about her/him or talk about him/her (btw in a positive way) Then the negotiation has worked wonders

One of my key takeaways from the Book Never Split the Difference is that empathy, understanding, and human connection are powerful tools in negotiation and applicable across various contexts. Drawing some inspiration from that, here is what you may consider doing: a. Before you begin negotiations, understand your employer's perspective. Acknowledge your understanding of their goals, constraints, and priorities b. Clearly communicate the value you bring to the company c. Anchor yourself with Research d. Stay Calm and Patient during the process e. While it's crucial to be flexible, it's also essential to know your bottom line and be prepared to walk away if necessary

When asked about salary expectations in an interview, view it as a test of your negotiation prowess and understanding of your market value. Remain confident yet not overly aggressive; this discussion is just one facet of your potential role. Your objective is to strike a balance: ensure your compensation reflects your worth and meets your financial requirements while nurturing a positive rapport with the employer.

There are many valid approaches here. My recommended strategy is to: 1. Begin with knowing the range you and your family need, and... 2. Couple that with the industry standard for those with a comparable portfolio. 3. Do not be afraid of overshooting their compensation structure. 4. Deliver your range with confidence, void of justification. 5. In addition to delivering this range confidently, mention that on the annual review you would like to renegotiate based on performance, industry fluctuations and possible revisions to the scope of service being rendered.

Consider reframing the question by emphasizing your value proposition and what you bring rather than only focusing on salary. It will allow you to redirect the conversation towards your skills, experience, and the contributions you can make to the organization.

When it comes to being asked your salary expectaions in an interview, you need to be specific. Know your worth and what vakue you can offer. Yes you will do your research of the market but also the company and position you are applying for. Don’t let the previous job dectate your requirements.

Here is the thing that people often make a mistake with: focusing ONLY on salary range. Instead, think about all the benefits, all the parts of a total compensation package you would wish for. Number of vacation days, pension, other perks, bonus, subsidized learning opportunity, etc. Think of what is important to you and what is less so. It is easier to negotiate when you know what is easy to 'give up' on for you and what is crucial.

This is a credible approach with valuable comments. An important consideration is that money alone will not make an employer worthwhile working for. Therefore use all conversations, including this one as fact-finding about the company, those who will manage you and their values. Remember you'll negotiate again as an employee. More specifically, move away from the money, to discuss their expectations of you and the impact these would bring. For most, the job would likely have resulted from an introduction or professional relationship. Any figure you mention is likely to be less than the organisation can pay you anyway, even if a salary range had been provided. Establish your value in the conversation by what you say and how you say it.