237
Hi,
I've been asked a lot lately, towards the end of the interview,- this just happened actually- what my salary range is/ I feel like, since I didn't get a formal offer I shouldn't have to answer that. I also feel that they should have been transparent about the salary up front.
Are their any labor or Hr related laws pertaining to that/ I just think, if I did a good job or they decide they like me, but then leaving that to the end lets them decide to rule me out as a candidate
I tried throwing the question back at my interviewer when she did this, but she wouldn't budge, so I ended up giving her a range, I told her this is what I'm expecting, based on my qualifications yeas of experience and going range for this position. But still, she didn't tell me the range. I don't think I should be expected to ask and be transparent if they won't be.
I heard it's better not to make a number until HR officially hires you. There is too much to this, so any advice? Please keep it respectful and remember that all have different opinion and experiences. I'm venting.
Lucy Keoni
15
04/14/22 at 11:40PM UTC
I used to skirt around the question. Now I tell the recruiter up front during a phone screening up front that based on my experience and market value, my range is $x. Saves me a lot of time. Know that you are worth every penny and take no less!
Crystal HowellJust Do You!
2.79k
03/19/22 at 1:09PM UTC
I had this happen, and the talent acquisition clerk went back and forth. I decided to be a detective, contacted HR myself and asked for the range, or tried to find out who the hiring manager is, usually the manager of the dept. Google the company, look up the "Our Team," and find the person. Yes, they will be off guard. I got the answer on my terms and got the job! I found the Talent Acquisition person is the gatekeeper, and they know the range going in and are trained not to say. If they don't want to be upfront, then why work there? What are they doing with their customers? Good Luck
Anonymous
03/28/22 at 10:06PM UTC
Thanks, this place is so small they do not have a talent Acquisition person
Nicole Elmes
23
03/09/22 at 2:55PM UTC
You asked for the range. They wouldn’t provide. Simply let them know without knowing their range you are unable to gauge if you are on the same page. If they still won’t give it to you then you don’t want to work there. You want to make sure their range isn’t 2x your range!
Joanna GiordanoHBO HR experience. Resume/Job & Health coach.
358
05/02/22 at 7:50PM UTC
you want to confirm the opposite- actually. If their range WERE 2x your current comp, then maybe you're worth that due to the new industry and your skills. Maybe you're currently being underpaid. hard to say, but I'd emphasize not wasting THEIR time if they would be so kind as to give a range. Otherwise, you can swing the other way and say how great it is to explore further and see if it is a good fit before looking at comp.
Kryssy SantanaAMFT . One Day at a Time
237
03/11/22 at 5:54AM UTC
thanks good point!
Beatriz Albini-Ruiz# firstgenrisercoach #Elevateandownyourvoice
114
03/09/22 at 3:29AM UTC
Well, I think you did really well and no it's not illegal to ask about a range. Some cities like NY do make it illegal to ask what income you made in your prior role.
Most recruiters are busy and overwhelmed so anything that can save them time point this to them. Mind you that they need this info more than you do after all.
Joanna GiordanoHBO HR experience. Resume/Job & Health coach.
358
05/02/22 at 7:52PM UTC
great point. we're talking targets and range, not what you're making now (that's the illegal one in some places). Focus on what they're offering and if you're a fit in terms of skills/experience. Any deviation from that and they would be relying on outside info that inevitably leads to wage gaps.
Anonymous
03/28/22 at 10:18PM UTC (Edited)
Thanks!
Anonymous
03/08/22 at 3:42PM UTC
I just accepted a new position 5 months ago. In the first call from the recruiter salary was discussed. If we were not on the same page then we saved each other a bunch of wasted time.
Joanna GiordanoHBO HR experience. Resume/Job & Health coach.
358
05/02/22 at 7:53PM UTC
i do agree with this approach as well. especially if you have lots of calls coming in and /or you don't like to have ANY time wasted.
Anonymous
03/08/22 at 2:43PM UTC
I always told the interviewers that I want to learn more about the role and the company to see how we fit before I discuss salary. Most times they are fine with that and move on. Sometimes, they'll come back with a range. Then, I'll let them know if that's within my range or if I'm looking for more on the higher end, but I'll also tell them I would love to discuss further later on when the appropriate time comes. I've always seen the interviewers to be understanding of that.
Companies have a budget in mind and for some, that budget isn't as flexible as for others. So they don't want to waste time interviewing someone who wouldn't be okay with the range. And of course you also wouldn't want to waste your time if they can't offer you the salary you want/deserve/need.
Anonymous
03/28/22 at 10:19PM UTC (Edited)
I like that approach that's more me for sure
Joan Williams, Senior Talent Acquisition Specialist
21.99k
03/08/22 at 6:36AM UTC
YOU SAID:
"what my salary range is/ I feel like, since I didn't get a formal offer I shouldn't have to answer that"
The conversation about salary range comes before the formal offer, not after. In a well managed job search process, the comp is discussed between the candidate and the recruiter - I ALWAYS talk to my candidates about comp on the first call. It's like any other question I ask them.
After your interviews have been completed, if they want to make you an offer, comp is discussed again, a verbal offer is extended, things like the base salary, bonuses, title and start date are ironed out and then if you accept the verbal offer, a formal, written offer letter is generated.
YOU SAID:
"I just think, if I did a good job or they decide they like me, but then leaving that to the end lets them decide to rule me out as a candidate."
I don't understand what you mean here - why/how does "leaving it to the end" let them decide to rule you out as a candidate.
Also, why are you letting them "leave it to the end"? Why don't you ask what the salary range is early in the process if they don't bring it up?
YOU SAID:
"but I heard it's better not to make a number until HR officially hires you."
What's the point of discussing comp after you're hired? I don't understand this comment.
If the recruiter won't tell you the salary range, you can say something to the effect of "I'm open to your best offer but I wouldn't feel comfortable giving an exact number until I have more information about the total compensation - what the benefits package looks like, if there's a bonus".
Please let me know if you have any questions.
Coach Nancie Kay ShumanHippy dippy Princess out to change the world!
1.3k
03/08/22 at 3:44AM UTC
As the things I do for pay are all over the board with salary (depending on the company, industry and the level with in the company,) I find that saying something glib is my best defense. Then saying, "in my last position I made $X and would expect a salary increase of $X based on my additional experience and education." or "The current industry standard is between $X and X. I am, of course, expecting the top end of that spectrum, but am happy to talk."
And I have been told not to talk salary until an offer has been made, but because the company is shopping, not because it keeps women from asking for what they are worth, although that may be part of it.
Anonymous
03/08/22 at 1:02AM UTC
I think it makes sense when you find a good fit to see if the salary/range is a show-stopper before wasting anyone's time.
If you want to be extra prepared for this question you can do a little research on the both the company standard and industry standards in your area.
There is also the option of providing 2 answers "My ideal pay would be 100,000, but I won't accept anything lower than 90,000". You may get a pleasant surprise and be told that 100,000 is no problem. You may also be told that their top employee doesn't even make 90,000. Just be true to your needs and yourself with this approach.
Kryssy SantanaAMFT . One Day at a Time
237
03/08/22 at 8:59PM UTC
Thanks,
I did end up telling her based on my experience, years of working, and salary range in. this area, I am looking for this amount. But she didn't respond with what the salary range is. So I don't take that as a good sign. I would have rather her been upfront with me so I didn't have to go through a wasted interview, but we'll see what HR comes back with
Heather BinghamOrganisational Psychologist and Coach
612
03/08/22 at 12:01AM UTC
As a rule of thumb, women undersell themselves. These "suck it and see" recruitment practices are designed to encourage this to happen. I myself am completely aware of this and I am still doing a piece of work tomorrow for which I should very genuinely have charged triple the amount I quoted! If you find this situation uncomfortable, which I quite understand, counter that discomfort by calculating the amount you think you will be comfortable with for the job that has been described and add 10-15%. By "mechanising" this process for yourself, you will find it easier to engage and will gently push up your lifetime earnings as a result.
Kryssy SantanaAMFT . One Day at a Time
237
03/08/22 at 9PM UTC
Thanks I Agee, that is where my discomfort comes from
