"What are Your Salary Expectations?"

Salary negotiations can be scary and frustrating, but they don't have to be. Follow these 3 simple steps and get the compensation you deserve.

1. don't say That number!

In early stages of the interviewing process, recruiters often ask for salary expectation. Companies set a salary range for each job before they start recruiting. Part of the reason for asking about salary expectations is to eliminate candidates that are falling outside their salary range. So, in order to stay in the loop, do not say a number, but try this approach instead:

• “At this point, I don’t understand the job well enough, and I’d like to know more details before sharing what my expectations would be… “

• If they insist and still prompt you for a number, continue like this: “Given this is an approved position, I’m sure you have a salary-range defined. Would you be able to share that range with me?” If they do, just say “that’s fine with me” for the time being.

• If they don’t give you a range but still want a number: Give them a broad range. Not one number, but two, far apart from each other. Something like “Oh, I guess i’ll be expecting something between 40 and 100… .” (you can research Glassdoor for salary ranges for specific roles beforehand, then make it broader)

Alternatively, a really good statement is to say “Look, I’m really interested in this position, and I’m sure that if I’m the right candidate for this role, we’ll find an agreement regarding my compensation.” Make sure you don’t sound needy, but confident.

2. Think Like a Consultant

Forget that you’re applying for that job, and put yourself in the shoes of a consultant, looking at this position from the outside: What are they looking for? What are they trying to achieve? Why do they need that role? What’s the business value of that role? Etc...

Of course, start by researching them online (their website, their LinkedIn, find them on Glassdoor, check-out their annual report online, etc).

Throughout all the interviews, don’t just be busy shining as the perfect candidate, but also gather as much information about them and their needs as you possibly can. This is a two-way conversation, and talking to them at an eye-to-eye level will not only make you look more confident but also show that you’re interested in understanding them as an organisation.

Don’t just try to be interesting to them -- be interested in them!

Practice active listening: Pay attention to what the employer is saying and ask clarifying questions to understand their perspective. This will not only help you tailor your negotiation strategy later, but it will also demonstrate your communication and problem-solving skills.

On a piece of paper, make two columns. On the left hand side, write down all the needs you understand the company has (regarding the position), and what they are looking for. Include all the key words and jargon they've used.

3. Sell Your Value

On the right hand side of that paper, for each need, write down what you can offer. This will ideally be accomplishments from your work experience that you can share a story from (not sure how to tell a story about your achievements? Check this out).

Your professional value is not absolute, but relative. Relative to the needs of the employer.

In the conversations, keep referring back to what you understand they need, when you share your experiences. The more they see your value, the easier any salary conversation will be. In fact, them seeing your value in response to their needs is the only thing that matters.

As mentioned above, companies have salary ranges for positions. They usually try and hire new staff into the lower quarter of that range, so there's still room for improvement without having to promote someone after a year, if performance is strong.

If you can convince them that your skills and accomplishments match their needs, and you stand-out against your competition due to some experience they might not have inside the company yet, they will be willing to rethink their approach and hire you at a higher salary.

Negotiation is not about the numbers. It's about the value that drives the numbers.

Before you go into a conversation about salary, compare your expectations with what you can find on Glassdoor (their salary range). If your expectations are within that range, aim for the top quarter of that range. If your expectations are above that range, make sure you're really well prepared to sell your value, but also be ready to compromise. Salary negotiation is a two-way conversation. Be willing to consider alternative compensation packages, such as additional vacation time or flexible work arrangements, if they align with your priorities.

In the conversation, in order to make your points, start with their needs, then add your value proposition: "I understand that you’re looking for someone who is really good at ABC, especially DEF. I have over 3 years of experience in delivering ABC, and have exceeded expectations with DEF at XYZ company. I'm very confident I could make a difference at your company."

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