"Expected Salary" Question on Application

[Anonymous]

Hi everyone,

I am preparing an application for a job opening, and one of the requirements is that the cover letter should include expected salary. Now, I have tried to do some research on how much this position pays at this particular organization, but there is nothing either on Glassdoor or elsewhere. I am wondering if I must put down a number, or if there is a phrase I could use to express that I am open to discussions regarding salary. Any advice is appreciated.

[Anonymous]

I always wrote "negotiable."

[Anonymous]

They use this to sort applications. Unfortunately, if you must give a hard number, then just give a +20% figure. If they want your current Comp, give that too. Any company that quibbles over paying you more to move isn’t worth your time.

[Anonymous]

If it’s a non-profit or association, you can pull the 990 and extrapolate a reasonable salary for the position.

Or give a range, and say you can be flexible, based on total compensation.

When I have been on the hiring side, I’ve trashed letters that get cute with salary requests. I don’t want to waste my time or the candidate’s time if they are way out of my range.

[Anonymous]

I typically respond that my salary requirements are negotiable depending on the total compensation package.

[Anonymous]

Anonymous wrote:If it’s a non-profit or association, you can pull the 990 and extrapolate a reasonable salary for the position.

Or give a range, and say you can be flexible, based on total compensation.

When I have been on the hiring side, I’ve trashed letters that get cute with salary requests. I don’t want to waste my time or the candidate’s time if they are way out of my range.

Serious question, if you don't want to waste your time, why don't you share the range you expect to pay?

[Anonymous]

It depends on the application form / materials how I handle this.

I usually say something like, salary negotiable, dependent on the full compensation package.

A few times, I have had them call or e-mail me as a preliminary to an interview and ask me to give an actual salary range. So then I have given one at that time. So I have gotten to the interview without giving a hard number in my cover letter.

On some job application sites, you HAVE to fill in a number or you cannot complete the application. Then I have to strategize and decide if I am trying to go for what I really want, or what is how low I might go -- it depends on if I think I'm a bit overqualified and need to lowball it to get considered (and I would accept that lowball number).

I hate it when they ask for salary history. If the work or the role is different than my current job, I may expect a higher or lower salary to do the job they are hiring for, rather than comparable to what I have been making.

[Anonymous]

Don't write negotiable. Ok to put a range (be honest about what range you would accept). I come from nonprofit world, and we were once hiring for an entry level position, and found a great candidate. She aced the phone interview and first round. At second round, we asked her what salary she was looking for. Her response was $80,000. Our mouths hit the floor - entry level for us was $25-$28k. So while she might have been negotiable, she wasn't even close to our ballpark. From that day forward, 15+ years later, we REQUIRE a salary range, and if you don't put one, you are not considered (you didn't follow directuons).

Esp. if it's nonprofit, they don't want to waste their time, or yours. Might be different in for profit world....

[Anonymous]

Anonymous wrote:Don't write negotiable. Ok to put a range (be honest about what range you would accept). I come from nonprofit world, and we were once hiring for an entry level position, and found a great candidate. She aced the phone interview and first round. At second round, we asked her what salary she was looking for. Her response was $80,000. Our mouths hit the floor - entry level for us was $25-$28k. So while she might have been negotiable, she wasn't even close to our ballpark. From that day forward, 15+ years later, we REQUIRE a salary range, and if you don't put one, you are not considered (you didn't follow directuons).

Esp. if it's nonprofit, they don't want to waste their time, or yours. Might be different in for profit world....

So stop playing games and have people guess and just state the range in your ad. Goes both ways.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Don't write negotiable. Ok to put a range (be honest about what range you would accept). I come from nonprofit world, and we were once hiring for an entry level position, and found a great candidate. She aced the phone interview and first round. At second round, we asked her what salary she was looking for. Her response was $80,000. Our mouths hit the floor - entry level for us was $25-$28k. So while she might have been negotiable, she wasn't even close to our ballpark. From that day forward, 15+ years later, we REQUIRE a salary range, and if you don't put one, you are not considered (you didn't follow directuons).

Esp. if it's nonprofit, they don't want to waste their time, or yours. Might be different in for profit world....

So stop playing games and have people guess and just state the range in your ad. Goes both ways.

This x1000! You must have a salary in mind: tell us what the range is and we can decide whether or not to apply. That great candidate above wasted your time and her time

[Anonymous]

Anonymous wrote:Don't write negotiable. Ok to put a range (be honest about what range you would accept). I come from nonprofit world, and we were once hiring for an entry level position, and found a great candidate. She aced the phone interview and first round. At second round, we asked her what salary she was looking for. Her response was $80,000. Our mouths hit the floor - entry level for us was $25-$28k. So while she might have been negotiable, she wasn't even close to our ballpark. From that day forward, 15+ years later, we REQUIRE a salary range, and if you don't put one, you are not considered (you didn't follow directuons).

Esp. if it's nonprofit, they don't want to waste their time, or yours. Might be different in for profit world....

How many quality applicants are you missing out on for not putting down their salary range? Why don't you share it first?

[Anonymous]

Anonymous wrote:

Anonymous wrote:If it’s a non-profit or association, you can pull the 990 and extrapolate a reasonable salary for the position.

Or give a range, and say you can be flexible, based on total compensation.

When I have been on the hiring side, I’ve trashed letters that get cute with salary requests. I don’t want to waste my time or the candidate’s time if they are way out of my range.

Serious question, if you don't want to waste your time, why don't you share the range you expect to pay?

THIS! Tell people how much you are willing to pay the right person to do the damn job and stop making the applicant play some guessing game as to what number it is you want them to submit!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If it’s a non-profit or association, you can pull the 990 and extrapolate a reasonable salary for the position.

Or give a range, and say you can be flexible, based on total compensation.

When I have been on the hiring side, I’ve trashed letters that get cute with salary requests. I don’t want to waste my time or the candidate’s time if they are way out of my range.

Serious question, if you don't want to waste your time, why don't you share the range you expect to pay?

THIS! Tell people how much you are willing to pay the right person to do the damn job and stop making the applicant play some guessing game as to what number it is you want them to submit!

I cannot +1 this enough. Why can't you be honest with your range? You have a range ... you act like you don't and won't share that information, but then you want the candidate to share really personal information?!

[Anonymous]

This is always frustrating because the compensation package can completely change what salary you need. My husband was at a job that paid $100K PLUS 15% salary into 401K, full medical for the entire family and 5 weeks vacation. When he was looking to change jobs he interviewed for a company that was willing to pay him the $100K. Seems great. Until you find out the company has no matching for 401K, gives 2 weeks vacation and only pays 90% of medical for the employee and 20% for the rest of the family. Do you see how different a $100K salary can be?

[Anonymous]

https://www.marketplace.org/2017/10/25/world/new-laws-ban-employers-using-salary-history-hiring

"Multiple cities and states have passed laws recently banning employers from asking a job candidate for their salary history during the employment screening and interviewing process. The goal, advocates said, is to redress the persistent gender pay gap in America."

Agree salary ranges should go both ways if they are going to be used in screening...