Salary Requirements
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Aside from "Why did you leave?” the question "What are your salary requirements?" is probably the one that causes job seekers the most discomfort. The company holds all the cards, and they're not letting you peek. You know that if they don’t like your answer, you might easily kill any further discussion.

As if the question isn't awkward enough at any time, it's usually asked at the beginning of the process during a phone interview or a quick intro screen by HR to see if they want to bring you in for an interview. Worse yet is when you're told to put the number in your cover letter. You feel as if you’re walking through a minefield, because you’re tossed if you don’t follow their directions, and you’re tossed if they don’t like your answer.

In actuality, the question isn't what's unreasonable, but rather when it’s asked and how the answer is weighed. The purpose is to weed people out. Remember you’re selling and the hiring company is buying. Give buyers a reason to say no and they will. People look for concerns, because that helps them believe they’re eliminating problems.

So although it's not a problem question, the sooner it's asked, the more of one it becomes. What the company is attempting to determine is if you're realistic about what you're looking to make in relation to their range and your experience. But when your number is unrealistic, however they define that, they generally remove you from consideration. Unfortunately, especially when they require the number in your cover letter, the number isn’t taken in context with your skills, so your resume rarely gets even a cursory glance.

To complicate that further, if a company were to glance at your resume to see if there might be a reason to set a phone interview and ask you if you’re firm on that figure, almost every person’s resume fails to communicate their skills as strongly as should be done. In those instances, the job seeker has further contributed to his own demise. Either way, the company ends up making a decision about you based on a number instead of your capabilities.

But with so many people applying for one position, especially in the last few months, a company feels they need some way to cull it down as much as possible. As a previous recruiter for 22 years, I know well there are other ways to do this more effectively, but in the meantime, let’s discuss how you can handle the problem, which is a far easier task.

Since that question is going to continue to pop up frequently either too early in the process or without being put in context, you’re going to have to handle it. When you’re told to put it in your cover letter, ignoring it will only result in your being eliminated for not following directions. The best way to keep yourself in control of the outcome is by answering the question, but without answering the question.

Not only will this keep you from being pigeon-holed, but you have the opportunity to make a very sensible point, which one hopes will resonate with the hiring company. In any case, it’s not a point with which they can argue and when your tone of voice is professional and respectful, you won’t be viewed as contentious.

The best stock answer, both verbally and for your cover letter is, "I'm interested in a fair and equitable offer for the right opportunity," or your own equivalent of that message. Salary requirements are only a part of the total picture, as is the salary offered. No matter from which side it’s being viewed, a number alone doesn't – and shouldn’t - define the full scope of what's being discussed.

When your cover letter has your current salary, that’s generally sufficient. As long as your title and experience are in line with what they’re looking for, the numbers should be roughly comparable. If your salary is substantially less, chances are either that your employer frequently underpays, or there’s a problem with your abilities.

While providing only your current salary doesn’t tell the company if your expectations are reasonable, it at least gives them a number to measure against their range, and that’s where your resume comes in. If there’s nothing off-putting about it visually, it will be looked at with your current salary in mind. The hiring authority or screener is going to be looking for justification of your number. Does your job description exceed your salary? That might indicate a problem.

Even before the market turned, salary was used as a way to screen people out. Companies falsely believe that adhering to some formula or profile will ensure a good hire. But screening by salary doesn’t take into consideration a person willing to take a cut in pay, nor one who is underpaid. Since the company isn’t likely to stop and consider these possibilities or the reasons why they might exist, your best bet is to explain it in your cover letter. The alternative is that they’ll assume the worst, and withdraw your resume from consideration.

On the other hand, should you be invited in for an interview, chances are good that you’ll be pressed for your expectations. Stick with your answer. Depending on with whom you’re speaking, you might have a little dance take place. They press, you demur. They press harder, you demur more. Smile to make sure you’re not coming across as argumentative, and paying attention to your tone of voice, explain that you don't intend to be difficult, but you're there to learn more about the company, the opportunity, and whether you’ll fit well together, and you’re not expecting some pie in the sky increase.

If you're sticking within your industry and field, chances are you're in their range, so assuring them that your expectations are reasonable should suffice. So now a word to the wise. If you’re expecting anything more than 3%, you’re being unrealistic. Although most companies are laying people off, one look at any of the job boards will tell you many are still hiring. It’s an employers’ market, so be realistic lest you price yourself out of consideration.

Often I hear from job searchers who don't want to tell a prospective employer what they're making and steadfastly believe that that information is none of the company's business. Wrong.

Usually it's because people fear they'll be lowballed and keeping their salary confidential will prevent this. Actually, the only thing that keeping your salary confidential will prevent is your getting an interview. The company has a right to know what you’re making, and no, they don’t have to tell you the range. In any case, if you think the company will undercut you, why are you interviewing with them?

Interviewing isn't supposed to be a game, but it probably always will be. While everyone else is playing it, you concentrate on being real and respectful to both yourself and the company with whom you're interviewing. Tell them what they ought to know - your current salary - and sidestep what's unnecessary. By the time you get far enough into the process where the salary requirements make a difference, it will have become more of a meeting of the minds rather than a tool to possibly boot you out of the picture.