question for hiring managers

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Anglewannabe

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I know it is too late since I already answered this question. However, I still would like some (name removed by moderator)ut from HR workers/hiring managers.

I applied for a job and I was sent a questionnaire. It was a preliminary screening and based on candidates answers, they will proceed to the interview. I was asked what my salary expectations are. I am very flexible and willing to accept a low salary for a position that is in-line with my career goals.

I never know how to answer these questions since I don’t want to go to high and disqualify myself. But if I go to low, I look like I have no self-esteem.

So I basically answered 'This is always a challenging question since there are several factors to consider such as benefits and working conditions. My research for this type of positions is a salary between x and y. What I did is I went on the payscale website, entered the title of the position and took the median salary. Then I put the range to be the next lowest and next highest multiple of $5,000.

So, my question is 'How important is it that I guess the exact range?

Angie
 
I’m sure what you wrote is fine, and I think on applications it’s good to answer all the questions. I like that you gave a range.

When I was searching for jobs, my career center advised me not to give any numbers when asked about salary expectations, because the person who says a number first is usually at a disadvantage during negotiations. I was told to say something along the lines of, “I can be flexible for the right job, and I’ll consider the total compensation package. What did you have in mind?” and then let them give me a range. Of course, if the interviewer was insistent that I provide a number, I’d offer a range based on research I’d done, just as you did, so long as I was comfortable accepting the low end of the range.
 
Angie, that sounds like an excellent response. Unless your estimate is way off, I can’t imagine that answer penalising you.

There may or may not be an exact range up front anyway. So sometimes your answer should not merely reflect what you think the salary for the position should be, but what you see as your own value in that position. But that’s more something to discuss later in the interview process (usually second or third interview). The answer you gave is a good starting point.
 
Your answer was just fine. You at correct that compensation as a whole includes more than just salary and impacts where in the range you can accept.

Also, never be afraid to give your actual salary expectations, a range is fine. If your range is higher than their pay scale, it’s not fit for you.
 
Having been of the table, I learned years ago that “he who names a price first, loses”.

When a prospective employer asks, “What are your salary expectations”, the answer that has served me well is, “Gee, I’m not sure…what do you feel is appropriate compensation for the job and a person of my qualifications?”
 
nodito said:
I’m sure what you wrote is fine, and I think on applications it’s good to answer all the questions. I like that you gave a range.

When I was searching for jobs, my career center advised me not to give any numbers when asked about salary expectations, because the person who says a number first is usually at a disadvantage during negotiations. I was told to say something along the lines of, “I can be flexible for the right job, and I’ll consider the total compensation package. What did you have in mind?” and then let them give me a range. Of course, if the interviewer was insistent that I provide a number, I’d offer a range based on research I’d done, just as you did, so long as I was comfortable accepting the low end of the range.
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It can be a disadvantage in some cases, or an advantage in others. Being the first to state a price/salary (or price/salary range) is known as anchoring and can be benefitial. And when that anchor is realistic and based on good research, it can be very powerful.

And if Angie is way off - in either direction - it was not the right job anyway and it saves her time and stress.

I do agree though that if you give a range, you’d better be comfortable accepting the low end of it.
 
In my experience as a former hiring manager, the question is there primarily to advise the hiring manager if they can afford you. People frequently want a lot more than even the top payscale for a particular position. Rather than go through the entire interview process only to find out at the time of job offer that the candidate wants $20K more minimum than you can offer, it’s nice to know up front “Oh, I can’t afford this one.”
 
Anglewannabe said:
I know it is too late since I already answered this question. However, I still would like some (name removed by moderator)ut from HR workers/hiring managers.

I applied for a job and I was sent a questionnaire. It was a preliminary screening and based on candidates answers, they will proceed to the interview. I was asked what my salary expectations are. I am very flexible and willing to accept a low salary for a position that is in-line with my career goals.

I never know how to answer these questions since I don’t want to go to high and disqualify myself. But if I go to low, I look like I have no self-esteem.

So I basically answered 'This is always a challenging question since there are several factors to consider such as benefits and working conditions. My research for this type of positions is a salary between x and y. What I did is I went on the payscale website, entered the title of the position and took the median salary. Then I put the range to be the next lowest and next highest multiple of $5,000.

So, my question is 'How important is it that I guess the exact range?

Angie
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You did fine-next time write “salary negotiable”.
 
AKDee said:
In my experience as a former hiring manager, the question is there primarily to advise the hiring manager if they can afford you. People frequently want a lot more than even the top payscale for a particular position. Rather than go through the entire interview process only to find out at the time of job offer that the candidate wants $20K more minimum than you can offer, it’s nice to know up front “Oh, I can’t afford this one.”
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Exactly this. When hiring we often do not wish to offend or waste anyone’s time.
 
AKDee said:
In my experience as a former hiring manager, the question is there primarily to advise the hiring manager if they can afford you. People frequently want a lot more than even the top payscale for a particular position. Rather than go through the entire interview process only to find out at the time of job offer that the candidate wants $20K more minimum than you can offer, it’s nice to know up front “Oh, I can’t afford this one.”
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I agree with this.

I was told once that the response, during a conversation, to the salary question is to respond with a question of what the salary range for the position is. Tells you how organized and process driven the organization is.

I’ll add to this that when I hire, at all levels, I look for people who are decisive and will get things done. Tell me what you want.
 
Neofight said:
Having been of the table, I learned years ago that “he who names a price first, loses”.

When a prospective employer asks, “What are your salary expectations”, the answer that has served me well is, “Gee, I’m not sure…what do you feel is appropriate compensation for the job and a person of my qualifications?”
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Unless the position is something very unique, it is not difficult to obtain basic compensation data. Companies do salary benchmarking all the time. One can also ascertain salary ranges by industries (i.e. consulting pays more than non-profit sector, oil and gas pays more than other sectors, etc.)

You know what you believe your skills to be worth, what your target salary is, what range you can and cannot accept.

Companies with compensation plans aren’t going to pay someone outside their pay grade range for that title. They aren’t going to low ball and pay below minimum, that just creates problems in their comp plan, and they aren’t going to pay above max.

Companies without comp plans and professional HR practices aren’t companies you want to work for anyway.

You state your compensation requirements and/or they state their compensation range, it’s either a fit or its not. In our HR screen, we do both-- tell our range and ask expected salary.

I see no need to play games.
 
1ke said:
Unless the position is something very unique, it is not difficult to obtain basic compensation data. Companies do salary benchmarking all the time. One can also ascertain salary ranges by industries (i.e. consulting pays more than non-profit sector, oil and gas pays more than other sectors, etc.)

You know what you believe your skills to be worth, what your target salary is, what range you can and cannot accept.

Companies with compensation plans aren’t going to pay someone outside their pay grade range for that title. They aren’t going to low ball and pay below minimum, that just creates problems in their comp plan, and they aren’t going to pay above max.

Companies without comp plans and professional HR practices aren’t companies you want to work for anyway.

You state your compensation requirements and/or they state their compensation range, it’s either a fit or its not. In our HR screen, we do both-- tell our range and ask expected salary.

I see no need to play games.
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Its not a game, its the system.

Its beyond naive as hiring manager for a large corporation (I’m not talking retail, or small business) not to understand and work the system…And, its nothing personal, its business.

it is my job to bring on the highest quality individual at the lowest possible cost. “Low balling” does not meet those ends, I will admit, but there can be a huge swing in range allowed, even within well structured compensation plans.

I have seen many people, especially those entering into professional executive positions willingly accept $120 K when they could have easily countered and gained an additional 10-20K.

Just as it is my responsibility to hire the best for the least, it is the personal responsibility of the applicant to received the highest for what he/she has to offer. Thoughts of many of my colleagues is that if an applicant, especially for a management or executive position does not come in already knowing the value of his/her services, that alone might be in indication I don’t want to make the hire…and the hiring manager and corporation is not going to make corporate ranges readily public.
 
I think your answer was spot on. I would think that a person reviewing your questionnaire would see that you gave some thought and research to the position while acknowledging that salary is only one component of compensation – others being benefits.

While it is perfectly acceptable to write “negotiable,” I think your answer would stand out as someone who’s paying very close attention to the questions asked and giving thoughtful responses and not just putting something down to answer the question.
 
First I want to thank the people who said ‘negotiable’. That was what I was looking for but could not think of.

Usually in an interview (in person or on the phone), I would say something like ‘there is flexibility depending on the whole package, would you be comfortable giving me a range’. But this was a written questionnaire and there was no room for a discussion.

Also, as far as game playing/negotiating is concerned, I am just no good at it and I think I would end up putting my foot in my mouth and do more harm than if I give the wrong range.

Lastly, I TOTALLY disagree with ‘the first to give a number is anchored’. I was told by an employment counscellor after the second interview they have invested a lot of time in you and don’t want to start over. Once the offer is on the table, is when you have the most power. I am totally free if they offer me the lowest end of my range to say 'Having attended 2 interview, I now realize the extent of the responsibilities and having considered the package, I think the top of my range is more realistic. Or instead I could negotiate for more holidays or something else. The reality is, I don’t HAVE to accept the offer even if it is great. But then again, who are we kidding, I would jump at it in a heart beat 😛
 
Anglewannabe said:
Lastly, I TOTALLY disagree with ‘the first to give a number is anchored’.
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It’s strange that you disagree, because it is exactly what you’ve just done! 🤷

Anyway, there’s a sea of research that shows the (potential) power of anchoring effects in negotiations. And next to no research that supports the old understanding that “the first to name a price loses”. You can google this and find out for yourself…or not…

Angie, for someone who is admittedly not good at negotiating, anchoring the conversation can certainly work in your favour. Worth looking into.
 
underacloud said:
It’s strange that you disagree, because it is exactly what you’ve just done! 🤷

.
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hhmmmm perhaps I am misunderstanding what ‘anchoring’ means. I though it meant you automatically loose. Am I mistaken?

And yes, I agree I need to develop my negotiating skills. However, that will take months if not years. I have to go with baby steps and if I do get this interview, I will hopefully take a few risk and negotiate, however, I doubt I will be an expert within 2 weeks
 
I do agree that negotiating the best salary up front is really important. I’ve seen people negotiate salaries up front that other people in the same position for years weren’t making yet. Most companies limit annual raises to 3-5% so if a person negotiates a salary at 10-15% higher, that’s 2-5 years of annual raises right there, and you’ll still get your raises. 🙂 You’ll never have better negotiating power than right then.

There’s web sites where you can research salary ranges for certain positions, which I highly recommend. And if you learned of the job opening through networking, it’s also a good idea to ask your contact if they have any idea what the position might pay.
 
Anglewannabe said:
hhmmmm perhaps I am misunderstanding what ‘anchoring’ means. I though it meant you automatically loose. Am I mistaken?
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Yes, you have misunderstood what is meant.

Anchoring simply means that the first price given (by either side) sets a parameter for the rest of the negotiation that is hard(er) to move away from. And this has been proven regardless of whether people are aware of anchoring, or whether the anchor is even reasonable (but an unreasonable anchor may cause other problems).

Whether you win or lose is hard to evaluate, since you will never know exactly where the other party would have come up to, but anchoring will ensure you stay reasonably close to your pre-determined goal, if a deal can be made. If your price - the anchor - is agressive but not unreasonable, you optimise your chances of a favourable deal.

Anchoring let’s you set the parameter, not them. For people not great at negotiating, it can offer a good level of control that works in their favour.

Think about buying a car. Cars always have a price shown, and then you negotiate down with the dealer. The dealer sets that starting price - the anchor - high enough that they can come down a bit and still make good money. And they know that once that anchor is set, it’s hard for the customer to psychologically move too far away from it. They set the parameters. You’re far more likely to pay $20K for a car marked at $25K than if the car had no price and the dealer lets you make the first offer.
 
underacloud said:
Yes, you have misunderstood what is meant.

Anchoring simply means that the first price given (by either side) sets a parameter for the rest of the negotiation that is hard(er) to move away from. And this has been proven regardless of whether people are aware of anchoring, or whether the anchor is even reasonable (but an unreasonable anchor may cause other problems).
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Ok, thanks for explaining. The main reason I gave a range in the first place is because I googled every question they asked me and then based my answers on the advice given in the articles I read. One article said that if they ask for a salary range on a job application or via email, it was best to answer it since they may not want to pursue someone who just wouldn’t give an answer. That is why I did it.
 
No problem Angie. And as I said, I see no issue with your response. It’s well considered, reasonable, honest, and direct, and many (good) employers will value these traits highly.

Best wishes and prayers for you.
 
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