When asked about your salary requirements or expectations during the job application process, it can be tricky to know what number to provide. You want to give a range that accurately conveys your value and desired compensation, without pricing yourself out of consideration or leaving money on the table. In this article, we’ll look at how to determine an appropriate salary range to provide when asked.
Should you provide a salary range?
Some experts advise declining to provide any salary information early in the hiring process and waiting for the employer to make the first offer. However, this isn’t always realistic – most companies expect applicants to name a target salary or range. Providing a range gives you room to negotiate later on. It also shows the employer that you have a sense of your worth and have done your homework on competitive pay rates.
Research market rates
Don’t name a number arbitrarily. Do some research first on pay rates for similar roles in your location and industry. Some ways to find this information:
- Check salary comparison sites like Glassdoor, PayScale, and Indeed’s salary tool.
- Search job listings to see the salary ranges employers are offering.
- Connect with professionals in your field and ask what the typical pay range is.
- Look for industry association surveys and reports on compensation.
This will give you a sense of the market rate for someone with your experience and skills. Remember that salary ranges can vary significantly between companies, industries, and locations.
Consider your experience level
Your experience should have a direct correlation to where you fall within a typical salary range. Entry-level candidates would be at the lower end, while senior-level candidates would command the higher end. Think about:
- Years of experience in similar roles
- Level of education and training
- Knowledge of industry and technical expertise
- Leadership experience managing teams or projects
The more experience and qualifications you have that make you uniquely suited to the role, the more leverage you have to ask for higher pay.
Factor in your location
Salaries can vary dramatically between geographic areas, even when comparing the same job title and responsibilities. Some major factors that influence pay rates by location:
- Cost of living – salary levels tend to be higher in areas with higher housing costs, taxes, transportation costs, etc.
- Labor supply and demand – pay rates tend to rise when there is a shortage of skilled workers in a region for a particular role.
- Industry concentration – salaries tend to be higher in metro areas that are established hubs for certain industries like tech, finance, healthcare, etc.
Research typical pay ranges for your role specifically in the city or region where you hope to work.
Know your worth
Ultimately, the salary range you provide should reflect your market value – what other employers would likely pay someone with your abilities and background. Remember that salary is about more than just numbers. It represents your skill set, experience, education, and overall value that you will bring to the organization if hired. When deciding on a range, think about:
- Your expected duties and role responsibilities
- Unique qualifications that make you suitable for the job
- Ways you can add value and help the company achieve key goals
Have confidence in the expertise you would bring to the role, and let the salary range reflect that.
Leave room to negotiate
Name a range, not a single fixed number. This gives you space to negotiate if an offer comes in at the lower end of your range. A good rule of thumb is to have your minimum salary expectation be at the lower end of the typical market rate range, and the maximum be at the higher end or even slightly above. For example:
| Typical Market Range for Role | $60,000 – $80,000 |
| Your Target Salary Range | $65,000 – $85,000 |
This allows room for a reasonable offer within market rates, while still leaving space to negotiate up towards the top of your range.
Practice explaining your range
It’s not enough to just name a range – you should be prepared to explain your reasoning and how you arrived at those figures. Think about how you’ll respond if asked follow-up questions like:
- “How did you determine that salary range?”
- “Why do you feel that is an appropriate range for this role?”
- “Would you be willing to consider a lower offer of $X?”
Practice discussing your range out loud so you can clearly, confidently explain your rationale when asked.
When to give a range
Be prepared with a target salary range before interviews so you aren’t put on the spot. But don’t volunteer exact figures too early. Here’s when in the process you should reveal your expected pay:
- Initial application – Leave salary expectations blank on written applications if possible.
- Recruiter screening call – Give a wide range like $60,000 – $90,000 if directly asked.
- Early interviews – Again, give a wide range if asked for numbers.
- Final interviews – Now you can provide a tighter range, like $70,000 – $85,000.
- Receiving an offer – Negotiate up from the bottom of your range if offered less.
This gradual approach prevents prematurely getting ruled out while still allowing room to adjust your range as you learn more about the role throughout the interview process.
Be flexible
While you want to advocate for fair pay, try to maintain some flexibility vs. stubbornly sticking to a single number. Consider factors like:
- Job security and growth opportunities the role offers.
- Quality of benefits package, like health insurance, retirement contributions, and PTO.
- Ability to work remotely, have flexible schedules, or other perks that improve your quality of life.
Sometimes it’s worth compromising slightly on salary if the overall package and chance to gain experience at the company are appealing.
What if you’re asked for current salary?
Many experts advise against revealing your current or past salaries, as employers may anchor their offer based on your prior pay. However, some recruiters insist on knowing this info. In that case, you can say something like:
“My current salary is $X, however, I’m targeting a range of $Y – $Z for this role based on the increased responsibilities and market value of my experience.”
This shows you know your worth for this new position may exceed your existing compensation.
Are salary expectations negotiable?
Salary expectations are not necessarily set in stone. As you learn more details about the role through the interview process, you may adjust your range. And if an offer comes in lower than your minimum, indicate you are open to negotiating to find mutually agreeable compensation terms.
However, don’t provide drastically different ranges throughout the hiring process, as it may signal to the employer that you don’t actually know your own value.
What to do if they won’t reveal a range
Sometimes recruiters won’t provide salary info upfront and insist applicants name the first number. In this case, give a broad range based on your market research. Make it clear this is negotiable depending on specifics of the role and total compensation package.
You can also tactfully try asking questions like “Do you have a target range or budgeted amount for this position?” or “What salary range has this position typically fallen within?” This may prompt them to reveal more details first.
Focus on selling your value
The conversations about salary expectations allow you to make your case for why you deserve compensation at the higher end of the range:
- Emphasize key assets like education, certifications, and experience that make you exceptionally qualified.
- Share examples of quantifiable accomplishments and value you added in past roles.
- Ask about bonus potential and growth opportunities in addition to base salary.
- Inquire about non-monetary perks and benefits that you find attractive.
With some strategic preparation and practice explaining your rationale, you can provide a salary range that gets your foot in the door and sets you up for negotiating the pay you deserve.
Key Takeaways
- Research market rates for someone with your experience and qualifications.
- Consider factors like location, industry, role responsibilities and your unique value.
- Give a range rather than a single number, leaving room to negotiate.
- Wait until later in the hiring process to reveal your exact range.
- Be prepared to confidently explain your reasoning for the numbers provided.