When it’s still early in the hiring process, there’s nothing coy about hedging with a salary range, as discussed above. An employer who asks about an expected salary before discussing the job in detail can’t demand a more definite answer. But at this early stage, you also have an opportunity to turn the question around.
An example answer could be: "I'd like to learn more about the position, the duties, and what the team's like before discussing money. Can I ask what salary range you're considering for this position?"
Delivered politely, you’ll demonstrate that your priority is learning whether the role is really what you’re looking for, which every employer will respect. And your deft invitation to share the budgeted salary range will be difficult to resist.
If the employer's salary range is in the area you were considering, or even higher, thank them for sharing the information and confirm that the figure's in your ballpark. If it's a little less, say it's at the lower end of what you were hoping for, but you'd still like to discuss the job.
Why do that? The tight labour market means high competition for quality talent with in-demand skills. “Many employers are hoping to win the war for talent using strong corporate culture and robust attraction packages, including perks like flexible benefits, stress reduction programmes, and private health insurance” says Madeleine. “Demonstrate you have just what the employer is looking for, and you'll likely be able to negotiate a salary figure to your liking as you hammer out the details of the job offer.”
If the employer is starting at a much lower range than your desired compensation, then say so and ask whether the figures would be adjusted for the right hire. Don’t waste your time or the employer’s if it’s clear from the start that you won’t reach an agreement on salary.
At some point, you have to commit. By the second interview (or certainly the third, if the process lasts that long), you've likely learned what you need to know about the job and how success will be measured, you've met team members, and you've already shared the salary range you were considering — or the employer has shared the figure they've budgeted for the position.
Factor in all you've learned during your research and the interview process. Are the responsibilities and the stress level what you expected when you applied for the position? Will you manage people or processes the original job posting didn't mention? Perhaps most importantly, what employee benefits, rewards and bonus opportunities will be included in the compensation package?
Madeleine explains that “although you may have had to tip your hand when salary requirements first came up, you don't have to commit to the range you initially gave. Phrase your answer by briefly citing the points salient to compensation expectations. It's even better if you can frame it positively.”
Example answers include:
"Given the position's responsibilities and the number of people I'd be managing, I think £XX is fair. It's an exciting opportunity, and I truly believe I'm the person for the job."
"I’m really excited by the challenges you described! £XX seems like the right starting salary. There’s a lot to take on, and I’m confident I’d succeed in the role."
"I’m thinking £XX. This is a big job — one I’m familiar with and well suited for. I led a similar team in my previous role, and we hit all the goals we were tasked with. I’d be very excited to take on another challenge like this!"
"I remember the salary range you gave me earlier, and I respect that you have to work within a budget. But I’d like to suggest £XX as the starting salary. The responsibilities of this role are quite demanding, and as we’ve both said, I have all the necessary skills and training. I believe I can deliver the results you said you’re looking for."
