The question everyone dreads.
WHEN IT ARRIVES
Usually in the first screening conversation.
WHY EMPLOYERS ASK
To avoid processes that cannot conclude.
WHAT TO PREPARE BEFORE ANY CONVERSATION
A researched range, and the figure you would accept.
WHERE THE RESEARCH COMES FROM
Advertised ranges for similar roles People doing the work Salary surveys, treated cautiously
WHY CAUTIOUSLY
They aggregate widely differing markets.
WHAT TO SAY WHEN ASKED
A range, with a brief basis.
WHY A RANGE
It leaves room without appearing evasive.
WHAT TO ASK FIRST, IF POSSIBLE
What range is budgeted for the role.
WHY
Whoever names a figure first constrains the discussion.
WHAT TO DO IF THEY INSIST
Give your range, and move on.
WHY NOT REFUSE
Prolonged evasion irritates, and it rarely helps.
WHAT TO AVOID
Naming your current salary where you need not Naming a figure with no basis Naming a low figure to seem reasonable
WHY THAT LAST ONE MATTERS
It becomes the ceiling for the whole process.
WHAT TO DO IF THEIR RANGE IS BELOW YOURS
Say so, and ask whether there is flexibility.
WHAT TO DO IF THERE IS NONE
Decide whether to continue, knowing the outcome.
WHY THAT IS VALUABLE
It saves weeks.
WHAT TO REMEMBER
Ranges are frequently wider than stated.
