Part 1 of 2
Aside from "Why did you leave?" the question "What are your salary
requirements?" is probably the one that causes job seekers the most
discomfort. The company holds all the cards, and they're not letting
you peek. You know that if they don't like your answer, you might
easily kill any further discussion.
As if the question isn't awkward enough at any time, it's usually asked
at the beginning of the process during a phone interview or a quick
intro screen by HR to see if they want to bring you in for an interview.
Worse yet is when you're told to put the number in your cover letter.
You feel as if you're walking through a minefield, because you're tossed
if you don't follow their directions, and you're tossed if they don't
like your answer.
In actuality, the question isn't what's unreasonable, but rather when
it's asked and how the answer is weighed. The purpose is to weed people
out. Remember you're selling and the hiring company is buying. Give
buyers a reason to say no and they will. People look for concerns,
because that helps them believe they're eliminating problems.
So although it's not a problem question, the sooner it's asked, the more
of one it becomes. What the company is attempting to determine is if
you're realistic about what you're looking to make in relation to their
range and your experience. But when your number is unrealistic, however
they define that, they generally remove you from consideration.
Unfortunately, especially when they require the number in your cover
letter, the number isn't taken in context with your skills, so your
resume rarely gets even a cursory glance.
To complicate that further, if a company were to glance at
your resume to see if there might be a reason to set a phone interview
and ask you if you're firm on that figure, almost every person's resume
fails to communicate their skills as strongly as should be done. In
those instances, the job seeker has further contributed to his own
demise. Either way, the company ends up making a decision about you
based on a number instead of your capabilities.
But with so many people applying for one position, especially in the
last few months, a company feels they need some way to cull it down as
much as possible. As a previous recruiter for 22 years, I know well
there are other ways to do this more effectively, but in the meantime,
let's discuss how you can handle the problem, which is a far easier
task.
Since that question is going to continue to pop up frequently either too
early in the process or without being put in context, you're going to
have to handle it. When you're told to put it in your cover letter,
ignoring it will only result in your being eliminated for not following
directions. The best way to keep yourself in control of the outcome is
by answering the question, but without answering the question.
Not only will this keep you from being pigeon-holed, but you have the
opportunity to make a very sensible point, which one hopes will resonate
with the hiring company. In any case, it's not a point with which they
can argue and when your tone of voice is professional and respectful,
you won't be viewed as contentious.
The best stock answer, both verbally and for your cover letter is, "I'm
interested in a fair and equitable offer for the right opportunity," or
your own equivalent of that message. Salary requirements are only a part
of the total picture, as is the salary offered. No matter from which
side it's being viewed, a number alone doesn't - and shouldn't - define
the full scope of what's being discussed.
IN PART TWO: There's a catch to using that answer; something for which you must be prepared or it will backfire.
