What Are Your Salary Expectations

Salary expectations refer to the range of compensation you anticipate or desire for a position. Keep in mind, it includes not just the salary, but also other benefits like bonuses, incentives, and perks.

Recruiters ask for salary expectations to ensure that candidates are aligned with the company’s budget and compensation structure. It helps them gauge if the candidate’s expectations match what the company can offer.

As an interview question, salary expectations are used to filter candidates out. The right answer, will enable you to continue with the interviews, whereas the wrong answer will stop progress. This is because, employers do not want to invest their time and energy into individuals whose salary expectations they don’t align with.

You need to research industry standards and cost of living in the job location first. Then, you need to objectively evaluate your own experience and qualifications. What range you give depends on a variety of factors including your market power, your ability to walk away from the job, your desire to have the job, as well as when the question is asked in the interview cycle. We recommend our students that they handle this question differently, depending on whether or not an offer is officially on the table.

The best answers to this question are specific, well-researched, and tailored to the job and company. You want to avoid giving a precise figure too early in the process – don’t price yourself out of a job before you have an offer on the table. Instead, express flexibility and focus on the value you bring to the role. Once an offer is on the table, follow our negotiation guidelines. 

When responding to this question, it’s crucial that you research industry standards and the company’s budget beforehand. Before an offer is made, deflect the question (see below). After an offer is made, negotiate! Provide a range rather than a specific figure, justifying it with your qualifications and the unique value you bring to the company. 

You answer it the same way someone with experience does. All the same rules apply: deflect before the offer, provide a range when you have to, and negotiate to do the best of your ability. Even without prior experience, you can still provide a reasonable salary range based on entry-level positions in your field and your educational background. Just the extremely conscious of pricing yourself out early in the interview cycle, as professionals with little experience don’t have much market power.

Unless an offer is on the table, deflect all desired salary questions. Focus on the value you bring to the role and the company rather than solely on your desired salary. Highlight your skills, accomplishments, and potential contributions to justify a competitive compensation package. If an offer is on the table, negotiate.

During the interview, confidently and tactfully deflect questions about salary expectations unless an offer is on the table. You can showcase your research and market knowledge by citing for the employer the typical salary range for the position, while also telling them that you’re open to negotiation.

When completing an online application, refrain from disclosing specific salary expectations unless prompted by the application form. Instead, focus on highlighting your qualifications and suitability for the role. (Pro Tip: if the form accepts text, enter “flexible” or “negotiable”)

For fresh graduates, avoid disclosing specific salary expectations unless absolutely necessary. Instead, emphasize your education, skills, and relevant experience to demonstrate your value to potential employers. For most fresh graduates, getting into salary expectations will either price you out, or make you look ill-informed.

If directly asked about salary expectations, politely deflect the question by expressing interest in the role and seeking more information about the company’s expectations and compensation structure before discussing numbers. 

You can always say something along the lines of: “Salary is only one part of the work experience, and my expectations really depend on the specifics of the job along with the rest of the compensation package. I can’t give you an accurate number right now, but I’d be happy to discuss my qualifications for this role and why I’m a great fit.”

If you are pressed further, don’t antagonize the interviewer – give a range. 

If you’re absolutely pressed, and you have to give a salary expectation in numbers, provide a range. Base it on thorough research and market value, ensuring it’s realistic and competitive. Make sure it’s a wide range that leaves you room for negotiation. However, only disclose this information if necessary or if an offer is imminent. Never disclose it in writing, or in a forum that is not private.

Properly answering salary expectations involves skillful negotiation and communication. Avoid disclosing specific figures unless absolutely required. Instead, focus on demonstrating your value, flexibility, and willingness to engage in a mutually beneficial discussion when the time is right.

When asked for your expected salary, it’s best to deflect the question until later in the hiring process. If you’re asked this question without an offer on the table, you can respond by expressing your interest in the role and stating that you’d like to learn more about the position and its responsibilities before discussing salary.

If you are asked to give a number, use ranges and provide justification. For example, you might say, “Based on my 4 years of experience in [your field] and the industry standard for [your title] in [your city] area, I am anticipating a salary range of $60,000 to $75,000.”

If you haven’t received an official offer yet, always follow up your salary expectation numbers with statements that keep the door open for further negotiation once an offer is made. For instance, you could say, “Please keep in mind that this is my initial estimate, and I’m open to further discussion and negotiation when the time comes.”

The best answer to this question depends on the context. If it’s in the context of a screening interview, the best answer is a deflection. If it’s in the context of a job offer, the best answer is, again, a deflection and a counter question about what the offered salary is. If it’s in the context of networking, the answer depends 100% on the power relationship between you and the person you’re networking with. It’s perfectly acceptable to disclose your income to mentors, guides, and benefactors. Anyone else’s requests should be deflected in a tactful, polite and perhaps even humorous manner.

A desired salary is not the same as salary expectations. A desired salary is a specific amount of compensation you ideally wish to receive for a particular job, whereas an expected salary is what you realistically anticipate based on your knowledge of the market.

If you are asked to provide a desired salary as opposed to an expected salary, this could either be a good sign that the employer is seriously interested in hiring you and wants to provide you a competitive offer, or it could be a trick question designed to lower your guard down.

Respond in exactly the same way as you would to the expected salary question, but increase your range. A sample answer to this question could be: “Based on my qualifications and the responsibilities of the role we’re discussing, I am seeking a salary in the range of $65,000 to $80,000 per year. Please keep in mind this is a rough estimate and is made with limited information about the job. My actual expectations will depend on the specifics of the complete compensation package.”

(Pro Tip: When providing this kind of an answer, use the negotiation scripts in Launch Your Career to immediately transition out of the subject of salary, into a topic that relates to your positioning statement)

When an employer inquires about your “realistic” salary expectation, it’s typically a negotiation tactic. By requesting your realistic answer, they aim to deter you from aiming too high in compensation. However, it doesn’t mean you have to obey. You can still advocate for higher compensation, but it’s crucial to back it up with factual research and justification.

Your realistic salary expectation should be grounded in thorough research of industry standards, considering your qualifications, and factoring in the cost of living in your region. Respond in exactly the same way as you would respond a normal salary expectation question, and do not modify your range.

In the context of salary expectations, the level of experience is irrelevant. What matters most is aligning your compensation range with industry standards, the position’s responsibilities, the current market conditions, and the company’s budget. Whether you’re a seasoned professional or just starting your career, approaching this question with thorough research and a focus on the role’s requirements.

(Pro Tip: Many experienced professionals mistakenly assume that being straightforward and immediately disclosing their salary numbers when asked is the expected approach. However, nothing could be further from the truth. If you’re an experienced professional, it’s crucial to play the negotiation game strategically. This involves deflecting the question, encouraging the employer to reveal their offer first, and then negotiating for maximum compensation using the tools we’ve made available.) 

When asked about your current salary, respond by stating that you prefer to focus on the value you can bring to the new role rather than past compensation. Only provide your current salary if you believe it strengthens your negotiation position (it rarely does).

Keep in mind asking for your current salary is an intrusive question. In some situations, especially for some high profile positions, this question can be asked as a test of your boundaries and you need to know how to handle it.

One typical response we teach our students is a pointed inquiry of your own: ‘Is there an offer on the table?’ This not only asserts your control over the negotiation but also demands transparency from the other party.

Remember, negotiation is a game of leverage, and by re-framing the conversation and asserting your boundaries, you position yourself as a confident and formidable negotiator.

It’s not inherently bad to withhold your salary expectations, especially if it’s early in the hiring process. However, it’s essential to handle the situation tactfully and offer to discuss it later in the process. There’s a fine line between professionally protecting your interest and being difficult to work with. More often than not, how your answer the question is a lot more important than what you say, as human beings respond much more to nonverbal communication than to verbal communication. (See Launch Your Career for details)

No. Not unless you can avoid it.

Telling them your salary expectations depends on the context and timing. If asked early on or without an offer on the table, you gain nothing by answering the question, but have the risk of pricing yourself out. It’s often prudent to deflect the question until you have an offer, or a lot more concrete information about the role.

We don’t recommend it. Disclosing your current salary gives your power away. It’s generally advisable to avoid disclosing unless it strengthens your position.

Salary, as well as other aspects of the compensation package, should be avoided during an interview. Using our three stage interview cycle model, we recommend our students to only discuss salary when a job offer is made. During the interview, focus on the value you bring to the role, and demonstrate that you are a good fit.

If you realize your salary expectations were too high or low, adjust them. If your expectations were too high, you need to communicate this so that they don’t price you out. You can do this either in a direct conversation, or over an email message:

“Thank you for the opportunity to discuss salary expectations. Upon further reflection and consideration of the role and its responsibilities, I’ve revised my initial expectations. I’m open to adjusting my salary requirements to better align with the position. I’m enthusiastic about the opportunity and am committed to making it work.”

If your expectations were too low, on the other hand, wait until an offer is made, and then negotiate as you normally would. Start your negotiation by apologizing and saying that you’ve made a mistake with your initial expectations, and upon further research came up with a revised salary requirement.

Don’t. When it comes to salary expectations, avoid putting them in writing. It’s best to communicate them in a personal conversation rather than committing to a specific figure on paper. This approach allows for more flexibility and nuance in the negotiation process.

Never write your current or expected salary on your resume, or any other public document. Remember: the purpose of your resume is to get you an interview, and disclosing current or expected salary does not further that agenda, at all! 

When asked for expected salary on a job application, we recommend that our students avoid putting anything down. Leave it blank. If it’s not possible, provide a text answer like “flexible”. If that’s not possible either, provide a range that reflects industry standards and your qualifications. Avoid giving a specific figure unless absolutely required.

At the end of the day, what you earn will depend on your employer’s budget more than anything else. Your primary goal should be to extract as much as you can from your employer’s budget. Your job isn’t just to accept what’s offered; it’s to push the boundaries and secure the highest salary possible. Forget about what others in your field are earning – focus on what you can negotiate. Dive deep into researching your employer’s financials and leverage that knowledge to demand a salary that reflects your worth.

Remember, in negotiation, what you ask for is often what you get, so aim high and negotiate relentlessly until you secure the best possible deal for yourself.