The “desired salary” question is a frequent source of anxiety for job seekers, often feeling like a high-stakes test. With the right preparation and strategy, you can navigate this question successfully. This guide provides an approach to researching, formulating, and communicating a salary expectation that is both fair for your skills and strategically positioned for the best possible outcome.
Why Employers Ask for Your Desired Salary
Understanding the employer’s perspective can demystify the question about your desired salary. Primarily, companies ask this to manage their budget. Each role has a pre-approved salary range, and your answer helps them quickly determine if your expectations align with what they have allocated for the position.
The question also serves as an efficient screening tool. Recruiters and hiring managers often work with a large pool of applicants. By asking for salary expectations early, they can filter out candidates whose financial needs are significantly outside the viable range for the role.
Finally, your response gives them insight into how you value your own skills and experience. An answer that is well-researched and confident signals that you understand your worth in the current job market. It shows that you are approaching the conversation professionally, which can set a positive tone for negotiations.
How to Research Your Market Value
Determining a realistic salary range begins with thorough research. Online salary calculators are a valuable starting point. Websites like Glassdoor, Salary.com, LinkedIn Salary, and Payscale provide aggregated data that can give you a baseline. These platforms allow you to input your job title, industry, and location to see what others in similar roles are earning.
Multiple factors influence compensation, so your research must be specific. Geographic location is a primary component, as salaries are adjusted for the local cost of living. A software developer in San Francisco will have a different market value than one in a smaller city. Your years of experience, the specific industry, and the size of the company also play a part in determining compensation.
Beyond calculators, examine job descriptions for comparable roles that transparently list salary ranges. Many companies now include this information to attract qualified candidates. This direct market data can be one of the most accurate indicators of what employers are currently willing to pay. Analyzing these postings helps you cross-reference the data from salary websites and refine your market value.
Formulating Your Salary Number
Once your research is complete, the next step is to translate that data into a strategic figure. It is helpful to establish a three-tiered personal salary framework. This consists of your ideal salary, which is the top end of your researched range; an acceptable salary, which is a comfortable mid-point; and a “walk-away” number, the absolute minimum you would accept.
When deciding what to communicate to an employer, you have two choices: a specific number or a range. Providing a well-researched range is often the safer and more strategic option. A single number can be limiting; if it’s too high, you might be screened out, and if it’s too low, you leave money on the table. A range signals flexibility and opens the door for discussion.
A strategic salary range should be constructed carefully. A common approach is to set the bottom of your proposed range at or slightly above the lowest acceptable figure you determined. The top of the range should be anchored to the higher end of your market research. This method ensures that even if an employer offers the lowest figure in your range, it still meets your minimum requirements while leaving room to negotiate upwards.
How to Communicate Your Desired Salary
Your strategy for discussing salary will vary depending on the stage of the hiring process. Each context requires a slightly different approach to communicate your value and expectations.
On an Online Application
Many online application systems have a mandatory field for desired salary. If possible, entering “0,” “999,” or “Negotiable” can sometimes bypass the requirement and push the conversation to a later stage. If a numerical value is required, it is best to enter a figure from the middle to the high end of your researched range. This avoids being screened out for being too expensive while also preventing you from being anchored to a low number.
In an Early Phone Screen
During an initial phone screen with a recruiter, it is best to deflect the salary question if it comes up too early. Your goal is to learn more about the role’s specific responsibilities before discussing numbers. You might say something like, “I’d prefer to learn more about the role and the team’s expectations before discussing salary, but my research indicates a range of $X to $Y for similar positions.”
During a Formal Interview
By the time you reach a formal interview, you should be prepared to state your desired salary range with confidence. At this stage, you have had the opportunity to demonstrate your qualifications and understand the role more deeply. You can tie your salary expectations directly to your value by saying, “Based on my skills, my experience, and the market rates for this position, I am seeking a salary in the range of $X to $Y.” This frames the discussion around your contributions and market data.
Mistakes to Avoid When Discussing Salary
Navigating salary conversations requires careful footing to avoid common pitfalls that can undermine your position.
- Giving a number too early in the process. It is best to wait until you fully comprehend the scope of the job and have had a chance to demonstrate your value to the employer.
- Basing your salary request on your previous earnings. Your market value, not your salary history, should dictate your request, as many states and cities have laws prohibiting employers from asking about past compensation.
- Adopting the wrong tone. Whether you are apologetic or overly aggressive, both approaches can be detrimental, so a confident, collaborative, and professional demeanor is more effective.
- Forgetting that base salary is just one component of a total compensation package. If an employer is firm on their base salary offer, be prepared to discuss other benefits such as bonuses, paid time off, or professional development stipends.