Salary requirement? Do companies ask this?

[Anonymous]

I have a job interview this week at a company. What do people respond when asked about salary requirements. I currently make about 60k working for the government. I am interviewing at a company (Fortune 500) and would love to make 75k. It would be a jump in responsibility, frankly I may be under qualified. I looked on glass door and the one reported salary for this position was 85k. Do you think I'll be asked or does the company just have a salary and say here you go take it or leave it.

[Anonymous]

Generally they will ask during the initial screening so that they don't waste time.

[Anonymous]

Does it come off worse to undersell or oversell. Like if I said 60k but it's an 80k position

[Anonymous]

If you undersell they may offer you that and then you'll be unhappy. You should request a salary that is appropriate for the expectations of the role. Your experience can be a factor, but ultimately the job is worth what the company is willing to pay (e.g. You apply for a Staff Account position and you have 20 years of experience. The experience doesn't necessarily make the job worth more than 65k.)

Have you done a job search on Indeed or Salary.com for the salary range for the role? Like Glassdoor, those ranges are self reported but they are generally close to what the expected range should be.

If your research points you to 85k then ask for 85k. Don't focus so much on your current salary - you focus on what the requirements of the role are. You can also provide a range that is based on benefits that you'll receive. For example you may be happy with 70k because you get free family health insurance and a 10% match on your 401k.

[Anonymous]

maybe its different for fortune 500 companies, but I applied for a position recently that asked salary requirement, but I did not put one down because I need to know more about the job, it would require moving our entire family, different cost of living, and there is no standard for my position across the country (i'm in a very specialized role, and people at my level make anywhere from 50k to 150k, depending on location and institution). I always thought that you could negotiate salary in the interview process--after an initial offer--which is why I didn't put one up front. I'd want one more than I'm making now, because its more responsibiilty, but I didn't want to get into details unless I get interviewed. I also know that they can pay me at least what I'm maknig now, since its close to what the person who left the positin was making.

[Anonymous]

Anonymous wrote:Generally they will ask during the initial screening so that they don't waste time.

I wish - I had multiple interviews and WRITTEN TESTS!!!! with a huge multinational company's lobby shop downtown - when they offered me the position at the end of my 4th interview (seriously, I had to go there that many times AND take tests), they asked what I was looking to make - I told them what I currently made and would like to earn x% above that. They went, "oh....we are in the 50-55k window. Maybe we should have asked this first". NO SHIT!!!

[Anonymous]

Anonymous wrote:

Anonymous wrote:Generally they will ask during the initial screening so that they don't waste time.

I wish - I had multiple interviews and WRITTEN TESTS!!!! with a huge multinational company's lobby shop downtown - when they offered me the position at the end of my 4th interview (seriously, I had to go there that many times AND take tests), they asked what I was looking to make - I told them what I currently made and would like to earn x% above that. They went, "oh....we are in the 50-55k window. Maybe we should have asked this first". NO SHIT!!!

You are also interviewing the company during the hiring process. Why didn't you ask what the salary range was when they first expressed an interest in you? As a hiring manager I get this out of the way immediately because my time is important and so is the candidate's. I do not want to waste someone's time if their salary request is going to be more than I can pay. I take the same approach when I'm cold called by companies.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Generally they will ask during the initial screening so that they don't waste time.

I wish - I had multiple interviews and WRITTEN TESTS!!!! with a huge multinational company's lobby shop downtown - when they offered me the position at the end of my 4th interview (seriously, I had to go there that many times AND take tests), they asked what I was looking to make - I told them what I currently made and would like to earn x% above that. They went, "oh....we are in the 50-55k window. Maybe we should have asked this first". NO SHIT!!!

You are also interviewing the company during the hiring process. Why didn't you ask what the salary range was when they first expressed an interest in you? As a hiring manager I get this out of the way immediately because my time is important and so is the candidate's. I do not want to waste someone's time if their salary request is going to be more than I can pay. I take the same approach when I'm cold called by companies.

I'm also a hiring manager, and I completely agree.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Generally they will ask during the initial screening so that they don't waste time.

I wish - I had multiple interviews and WRITTEN TESTS!!!! with a huge multinational company's lobby shop downtown - when they offered me the position at the end of my 4th interview (seriously, I had to go there that many times AND take tests), they asked what I was looking to make - I told them what I currently made and would like to earn x% above that. They went, "oh....we are in the 50-55k window. Maybe we should have asked this first". NO SHIT!!!

You are also interviewing the company during the hiring process. Why didn't you ask what the salary range was when they first expressed an interest in you? As a hiring manager I get this out of the way immediately because my time is important and so is the candidate's. I do not want to waste someone's time if their salary request is going to be more than I can pay. I take the same approach when I'm cold called by companies.

I'm also a hiring manager, and I completely agree.

I told them what my GS level was. And every time I was interviewed, it was with a different person - so I had one round with one person, a test, a round with the other lobbyists (who wouldn't be in charge of pay anyway), then the VP I'd be under...and then the original woman who told me the pay range and knew my GS level. I'm personally not comfortable saying "I want to make X - can you do this? If not, no interview". Also, I was looking for more than a raise - money is one thing, but a huge private sector company's lobbying shop opens other doors for me. but once I told them "I make X, but even so, I'd love to see the total compensation", they withdrew their offer.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Generally they will ask during the initial screening so that they don't waste time.

I wish - I had multiple interviews and WRITTEN TESTS!!!! with a huge multinational company's lobby shop downtown - when they offered me the position at the end of my 4th interview (seriously, I had to go there that many times AND take tests), they asked what I was looking to make - I told them what I currently made and would like to earn x% above that. They went, "oh....we are in the 50-55k window. Maybe we should have asked this first". NO SHIT!!!

You are also interviewing the company during the hiring process. Why didn't you ask what the salary range was when they first expressed an interest in you? As a hiring manager I get this out of the way immediately because my time is important and so is the candidate's. I do not want to waste someone's time if their salary request is going to be more than I can pay. I take the same approach when I'm cold called by companies.

I'm also a hiring manager, and I completely agree.

I told them what my GS level was. And every time I was interviewed, it was with a different person - so I had one round with one person, a test, a round with the other lobbyists (who wouldn't be in charge of pay anyway), then the VP I'd be under...and then the original woman who told me the pay range and knew my GS level. I'm personally not comfortable saying "I want to make X - can you do this? If not, no interview". Also, I was looking for more than a raise - money is one thing, but a huge private sector company's lobbying shop opens other doors for me. but once I told them "I make X, but even so, I'd love to see the total compensation", they withdrew their offer.

Do they hire a lot from the government? If not, then you telling them your GS level is meaningless. I've only worked in the private sector, and until my DH started interviewing for government jobs two years ago, I would have had no clue what you meant when you said "I'm GS [x]". For your comp, you don't have to state a number (i am not comfortable doing that, either, because it usually is the total comp and not just a salary that’s important), but either a general range of what you currently make or what you want to make should be disclosed. Because if you don’t, then you can find yourself in your exact situation of having wasted your (and their) time. Also, if it's true that you were looking for more than a raise, you should have really emphasized that during the interview. I recently interviewed someone who was making close to 300K, for a position that would be in the 100-120K range, and he went out of this way to try to point out how this made sense for him. GL!

[Anonymous]

the PP here - don't want to hijack...but I purposely didn't want to emphasize it because, honestly, I was on maternity leave and interviewing and didn't want them to know I had a newborn. After I told them I wanted to see the total compensation before making any decision, the hiring agent said, "we are going to get you an offer before the end of the day" and then, when she called back to say it wasn't ready yet (the HR office was in another state), we were talking and I said that there's more to the job than money because I have a newborn, so I want to work closer to home, for a more family friendly company, all that. And then, they withdrew the offer. So it could have been that they didn't want someone with a newborn, or they didn't want to deal with the pay issue. I don't know.

And yeah, they knew the GS levels because they were mostly former feds. It's possible they didn't hear me. It's funny, though, in retrospect....I'm making more than their lobbyists are. But it's probably the case that most of their lobbying is done by associations. Still - I find that funny.

I'm still looking to leave the government and work closer to home, and that process was a learning experience!!

[Anonymous]

Anonymous wrote:the PP here - don't want to hijack...but I purposely didn't want to emphasize it because, honestly, I was on maternity leave and interviewing and didn't want them to know I had a newborn. After I told them I wanted to see the total compensation before making any decision, the hiring agent said, "we are going to get you an offer before the end of the day" and then, when she called back to say it wasn't ready yet (the HR office was in another state), we were talking and I said that there's more to the job than money because I have a newborn, so I want to work closer to home, for a more family friendly company, all that. And then, they withdrew the offer. So it could have been that they didn't want someone with a newborn, or they didn't want to deal with the pay issue. I don't know.

And yeah, they knew the GS levels because they were mostly former feds. It's possible they didn't hear me. It's funny, though, in retrospect....I'm making more than their lobbyists are. But it's probably the case that most of their lobbying is done by associations. Still - I find that funny.

I'm still looking to leave the government and work closer to home, and that process was a learning experience!!

Wait. They gave you a formal offer, in writing, and then sent you a letter stating they were rescinding their written offer? Or did they just discuss wanting to hire you and then later said we are not going to move forward because of your salary requirements? I'm also not following why being on maternity leave impacted your communication on your salary requirements?

Btw I'm the PP at 20:26 and :18. I don't mean to be too nosey with my question above. I'm annoyed for you that this firm wasted yours and their time for four interviews! Talk about a terrible hiring process. I assume you are an experienced professional so please don't be afraid to state - and advocate - your compensation needs (which as I mentioned early, salary could be different if someone offers you a killer benefits package). It's also really important to know what the market pay is for the roles you are pursuing. There are some companies in this area that will take advantage of ex-Feds by offering them a salary larger than the Fed salary but not actually comparable to industry peers.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Generally they will ask during the initial screening so that they don't waste time.

I wish - I had multiple interviews and WRITTEN TESTS!!!! with a huge multinational company's lobby shop downtown - when they offered me the position at the end of my 4th interview (seriously, I had to go there that many times AND take tests), they asked what I was looking to make - I told them what I currently made and would like to earn x% above that. They went, "oh....we are in the 50-55k window. Maybe we should have asked this first". NO SHIT!!!

You are also interviewing the company during the hiring process. Why didn't you ask what the salary range was when they first expressed an interest in you? As a hiring manager I get this out of the way immediately because my time is important and so is the candidate's. I do not want to waste someone's time if their salary request is going to be more than I can pay. I take the same approach when I'm cold called by companies.

I'm also a hiring manager, and I completely agree.

I told them what my GS level was. And every time I was interviewed, it was with a different person - so I had one round with one person, a test, a round with the other lobbyists (who wouldn't be in charge of pay anyway), then the VP I'd be under...and then the original woman who told me the pay range and knew my GS level. I'm personally not comfortable saying "I want to make X - can you do this? If not, no interview". Also, I was looking for more than a raise - money is one thing, but a huge private sector company's lobbying shop opens other doors for me. but once I told them "I make X, but even so, I'd love to see the total compensation", they withdrew their offer.

Do they hire a lot from the government? If not, then you telling them your GS level is meaningless. I've only worked in the private sector, and until my DH started interviewing for government jobs two years ago, I would have had no clue what you meant when you said "I'm GS [x]". For your comp, you don't have to state a number (i am not comfortable doing that, either, because it usually is the total comp and not just a salary that’s important), but either a general range of what you currently make or what you want to make should be disclosed. Because if you don’t, then you can find yourself in your exact situation of having wasted your (and their) time. Also, if it's true that you were looking for more than a raise, you should have really emphasized that during the interview. I recently interviewed someone who was making close to 300K, for a position that would be in the 100-120K range, and he went out of this way to try to point out how this made sense for him. GL!

Some similar has happened to me to where a company asked me for my salary history. I presented it and they still offered me 15k less than I was making. Ridiculous waste of my time and my referees.

[Anonymous]

Employers: just post the budgeted salary in your advertisement.

[Anonymous]

I applied for a director level position for programs covering an entire continent. The job announcement stated very clearly that no applications would be reviewed that did not include salary expectations. I didn't hear a word until three months later, when I saw the job re-posted. The salary: $45K for a DC-based position with oversight responsibilities of programs spanning an entire continent.

$45,000.