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Keep options open in salary requests
Dear Joan,
A rule of thumb for an applicant was never to discuss salary. Now,
however, more want ads are requesting "salary history." How does one present a salary history and how far back should it go (10, 20, 30
years?)
I was impacted by reorganization a few years ago and took a healthy pay cut and lost my overtime. How would a salary history reflect that
I'm looking for something more than I'm currently earning?
________________________________________________________________
Here are a few more rules of thumb.
1) If a company asks you to include a salary history, I recommend that
you include it.
2) There is no need to go back and list the salary for
every job you ever had.
3) And, although more companies are asking for a salary
history with your letter of application, I still think you should avoid discussing salary
(in the interview) until you've learned more about the job.
Companies ask for this information because the job for which they are hiring could attract a wide range of applicants, all with different price
tags. It's simply an efficient way to save shopping time.
As one employer put it, "I hate to get all fired up about a resume only to find out we can't afford that person." Another personnel professional
said, "We ask for salary on the application anyway, so if we call that person in for an interview and the salary is out of line, it's just a big
waste of time for both of us."
Some applicants try to bypass the request by saying their salary requirements are "negotiable" but the employers I spoke with said this
was "wishy-washy" or even, "sounds desperate." The critical problem is that it doesn't meet the employer's needs.
The trick is to give employers a figure that will serve their purposes and won't screen you out prematurely or hurt you later during
negotiations.
Let's look at your options. You can state your current salary or you can add to that figure whatever it will take to get you to move from your
present job. The risk you run with these approaches is that they are somewhat limiting and you may wind up with little more than you had
before.
If you give a range of, say, $25,000 to $30,000, you have put a ceiling on what you will accept. This is also limiting your options because you
have failed to consider all the non-cash benefits such as variable hours, company car, health benefits, vacation time, pension plan,
growth potential, and so on.
What's more, you have no way of knowing all the job requirements and job potential by reading an ad. If you tell them what your top
dollar is, and it happens to be the top of the salary scale for the new position, you may wipe out the possibility of a great lateral career
move that offers more job satisfaction or growth potential.
A good alternative may be to say, "I am currently seeking a position in the low to mid-twenties (or upper thirties)-negotiable based on the
challenge and potential for growth." Since your income has fluctuated, you may want to say, "Over the last four years, my income has
generally been in the mid to upper thirties. This fluctuation resulted from available overtime (and bonuses, or whatever)." These
approaches give the employer a clue but still leave room for negotiation.
Some employers don't request this information, so don't offer it until someone asks. For this reason, don't make it a permanent part of your
resume. Instead, put your salary history in your cover letter.
Finally, a word about how to discuss salary during the interview. Whenever possible, say, "Before I answer your question about how
much money I'm looking for, I'd like to learn a little more about the position; things such as responsibilities, growth potential, and the
overall benefits package." If you can stall, you'll be in a better position to discuss what a reasonable salary would be.
JoanLloyd has a solid track record of excellent results. Her firm,
JoanLloyd
& Associates, specializes in leadership
development, organizational change and teambuilding. This includes executive
coaching, 360-degree feedback processes, customized leadership training,
conflict resolution between teams or individuals,
internal consulting skills training for HR professionals and retreat
facilitation. Clients report results such as: behavior
change in leaders, improved team performance and a more committed
workforce.
JoanLloyd has earned her C.S.P. (certified speaking professional) designation
from the National Speakers Association and speaks to corporate audiences, as
well as trade & professional associations across the country. Reach her at (800)
348-1944, mailto:info@joanlloyd.com, or
www.JoanLloyd.com
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