How Much Will You Pay Me For The Job?

So, I have been job hunting. My dream job of writing on films came to an end this June, and I am searching nooks and crannies for new wondrous opportunities. I have attended a few interviews around the city and received my pile of rejections and acceptances. But the one thing that has repeatedly put me off is the fact that, in the modern world, nobody is telling me what are planning to pay.

Let's be honest! We work for money. Passion comes a close second. Very few lucky ones have perfect jobs that also them amply. When I apply for a job I first try and understand the role in detail. The next thing I want to know is what they will pay me. Let me be clear - I don't want to know the EXACT amount, but an approximate bracket which lets me decide if I would like to apply or not. Since "wanting to know what the pay is" makes me sound mercenary, I refrain from asking, praying to the cosmos that the company tells me. 

Not one has, till now. (Note to self: Maybe, you should start asking!)

The usual spiel I hear is "what is your CTC and what are your expectations?" 

Now, let's not get to my expectations. If I had my way, I would expect to get paid for merely existing! But the world isn't - sadly - an ideal place.

When it comes to my CTC, let's understand that the role on offer may be different in terms of context, timing, etc. If the industry followed a perfect chart of increments, I think this is a legitimate ask. But then it doesn't. Also, there are many bad negotiators out there - including myself - who find the whole concept of having to fight for one's worth, awkward. Shouldn't a job already have a price tag to it? Also, if a candidate is worth it, shouldn't a company try and pay them what they deserve? Instead, why do we all end up bargaining like we are buying vegetables from the market! 

Bottom line, I would rather hear an approximate salary bracket that the company is considering for the before one gets into the second round of interviews. 

In case the company and you don't see eye-to-eye, shrug shoulders and do not waste one another's time. Or maybe the two of you can find a mid-way of collaborating on projects. But, having two-three rounds of interviews only to still not hear what a company's budget is, is just frustrating for any candidate. So here's why it is important to tell/find out what a company offers for a role: 

Interviews are not easy!

Every interview is nothing short of an interrogation into your professional life. Why did you quit in six months? What was your role? How would you tackle this situation? It is only normal to come out exhausted after such a session. If you are trying for a job while working another, it becomes more complicated to even find time to schedule interviews. So, wouldn't we all rather figure out if this job is what we are looking for financially before we apply? 

Time

An average interview takes at least 20 minutes of time. Travelling to and from the interview takes about another hour, to say the least. Since, we as a world, are still so stuck to dressing formally for an interview, that takes about another 15 minutes of time. Waiting could range anywhere 5-30 minutes. And this two hours towards merely one round of interview. Unless attending interviews is your obsession, isn't it a colossal waste of time to spend it on a financially mismatched job?

From the point of view of a company as well, interviewing takes up a lot of time and energy away from actual office work. Scheduling interviews are a hassle for everyone - from a secretary to the interviewer. Lining up candidates, allowing for delays, etc., make this whole process so intensely complex. So, can we not be straightforward at the beginning?

Losing Out On Actual Opportunities

While one is busy attending an interview that comes with a low pay, one might be missing out on other relevant opportunities. Very often you hear that a company "just hired" for the role you had coveted. To avoid such situations, it is always better to know in advance. 

Interviewing the Right Candidates

An interviewer would much rather be asking questions to the right candidates who are genuinely invested in the role than someone who is on the fence. This is simple logic which can only come in place if the company is upfront about its intentions regarding pay.

Many may still disagree with me by saying that pay is fixed based on the experience and skills of a candidate. But I am pretty sure, a company will not go beyond its budgetary constraints to hire a person, or cut corners and hire someone just because they come cheap. Fixing an approximate bracket is not the most difficult thing to do, and I urge all business heads and recruiters to make this a less awkward part of the interview process. Tell us the range (based on competency) that you are ready to And then, let's talk. Saves us both a lot of heartbreak! And who knows, maybe we are already a match! 

(Anyone with freelance writing/strategy/film scripting opportunities, feel free to mail me on [email protected].)

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This is the third article in the series on jobs and work life, called ' '. Read the first, second, fourth, fifth, sixth and seventh articles for the whole picture.