RogueHR, LLC’s Post

For me personally, I would respond similar to this: "As far as salary expectations are concerned, that would depend on two factors. First being, what responsibilities are expected from me within the company? The more responsibilities expected, the more I will be expecting. If the terms are too nebulous and include the term "other responsibilities as required" then I will be expecting more since my role isn't being clearly defined. Secondly. it would also depend on the salary banding that I'd be arriving in. I wouldn't want a C band role with a B band salary point. This role has a budget assigned so if I knew what that range was, I could tell you immediately if it would be a role I'd be interested in pursuing and we'd go from there." Of course, the topic of compensation would be on the preliminary contact and well before any actual interview (either in person or online). I will never wait until an actual interview interview to discuss compensation. I don't want to waste their time and I don't mine wasted either. One needs to know what they're walking in to. If there's a blind spot, like salary, then I don't know enough to proceed with an interview. That's a blind spot too big to shrug off.

It would be better if the companies will disclose their salaries from the first time. In the European Union is a reglementation that will be mandatory for the companies for disclosing their salaries before hiring and to the actual employees to have these information as well. Some countries in Europe like Austria, Latvia etc they already have laws that respect the employees. It’s all about respect, to respect the employees’s time and and as well to don’t waste time for employers as well.

A good research item before an interview is to see if you can get an idea into the company's compensation philosophy and total rewards package. Some companies pay what might be considered "under-market" salary but make up for it in the total package with phenomenal medical and other benefits like childcare stipend, gym membership, or other items. Other companies may opt to pay more in salary but less medical coverage and so the total value of the package is actually less than the "under-market" salary offer. You should be able to find clues to this across the companies job descriptions and hiring page on their website. It's perfectly reasonable to say "I'm interviewing for roles in X-Y range, however the full value of your total rewards package could offer some flexibility."

Really great information! Any advice on overcoming location salary limitations? Despite the fact that I might be on the top end of experience and skills for a role, I am hearing at the end of a lengthy interview process, that the city I reside in maxes out lower than what I would consider.

But what to say instead of it?? Sam Struan

I say negotiable and it has been working so STOP wit the emails!!! If I need help I'll seek!!! I do not!!! You're very annoying!!!

I want to like this 1 million times.

The better option would for companies not to be selfish and just post their salary range. When they do that, it automatically makes me think that they want to hire a candidate for as little as possible. But yes, this is a very helpful and solid post.

Great info - perhaps seemingly obvious yet so easy to overlook in the heat of the moment. Merci Sam 🤜