Discussing Salary During an Interview
How and When to Approach Pay in the Interview Process
Jul 2, 2009
After landing and nailing that perfect interview, it might be enticing for an applicant to rush right into the money talk – eager to discuss the potential salary. Candidates should understand the repercussions of making this move too early, as well as have a few tactics ready to handle negotiations should it come to that.
When to Discuss Salary
In any interview, there are a few topics that candidates can expect to cover. From questions surrounding job experience to thoughts about company policy, there are many opportunities for an applicant to shine or to fall flat. One of the biggest mistakes a person could make is to start off an interview asking about salary.
One of the many things that could cause a resume to be rejected is an feeling by the recruiter that the candidate is consumed with money. There are exceptions to that rule, however. For positions where an ambitious nature is needed for success, an interviewer might overlook this move, but don't chance it.
In a perfect world, a recruiter would address salary requests some time during the meeting. In the case that this doesn't happen, a candidate could ask at the end of the interview, but it would be best to wait until an offer is made. Better yet, applicants could ask about pay when they call to follow up after the meeting.
Negotiation Tactics
After a grueling resume and interview process, the impossible has happened – an offer is made. With the economy in its current state, the applicant may wish to accept immediately, but hold off. It's custom to take a day to two to think on the offer. That being said, never request more than three days. This leads the recruiter and department to feel led on, and it is not very good interview etiquette.
If the salary offered is not up to par, a candidate can attempt to negotiate, but be cautious. The market an interviewee is in determines if this is feasible. According to "Slow Economy Impacts Job Seekers' Salary Negotiations", a September 2008 SHRM article by Stephen Miller, reports show that the salary expectations for potential employees in certain markets have remained flat or decreased. This means that negotiating for a higher salary wouldn't be prudent at this time.
If the candidate would like to make an appeal, he or she should come prepared with facts and reasoning to back up the request. This could include years of experience within the field, specialized experience the company might need, any leadership and management roles held, and education gained throughout the years. Regardless of the employer's decision, candidates should always give a response as soon as possible.
One last resource at this stage of the employment process is to have an idea of what the pay scale is before the offer is made. Using products such as Salary.com would enable the interviewee to move forward in the process with accurate knowledge and expectations.
Discussing salary expectations can seem like an arduous task, but with some planning and preparation it can be easily maneuvered by any candidate.
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