Photo by tunachilli

When I go to Sam’s Club and a walk by the Cheesecake Factory’s Cheesecake Sampler in the freezer case, it is easy for me to walk by.  I can see the delicious cheesecake on the pretty packaging, but I’m not invested.  If it costs too much, I can walk right on by.  If there is someone standing there handing out a 1 inch by 1 inch sliver of delicious cheesecake and I sample it, now I want it.  I’ve become attached, and chances are, price becomes less of an issue.  Isn’t that true of many things that we really, really want?  When we really, really, really want something, when has price stood in the way?

Your job, my in-transition friends, is to become the hiring equivalent of a rich, delicious, sought-after, many-flavors-for-many-occasions cheesecake sampler, a must have for any thriving company.  The key is be in a position to provide that sample (e.g. the interview) before the hiring manager walks by the pretty box.

By now, there isn’t a job seeker out there who doesn’t know that the best time to discuss salary is at the end of the interview process, when the company is ready to make an offer.  And, they want you to be the perfect person for the job so that they don’t have to keep spending time and money interviewing candidates. So, why is it that more and more companies have started asking the salary question earlier in the process?

It’s the same principle as buying clothes at Macy’s.  There are things I just won’t bother trying on if the price on the tag is too high.  They don’t want to take the chance that you might be perfect, because then they’re either wasting their time with someone that they can’t afford, or they blow their budget.

So, what’s to be done when this question comes up?

The best case scenario is to delay the conversation until offer time.  The first person to speak is at a disadvantage.  However, clamming up is becoming less viable as time goes on.

The next-best case scenario is to make sure that we’re all talking about the same range.  There are times that a manager can go back to HR and request a higher salary range (I’ve done it), but that takes time both in research, because the hiring manager usually has to make a good case that the salary range is below market, and in processing.  So, you have a three decisions to make from the get go.

• Decision #1:  What is the lowest salary you can live with?  WRITE IT DOWN.
• Decision #2:  Are you willing to continue on with the process if the company isn’t in the ballpark with the hopes that there’s more money to be found?
• Decision #3:  If you can’t get an answer on range, and they want you to discuss salary before you’re ready, are you going to enter into the discussion or not?  Understand that continuing the thwart the recruiter comes with the risk that you’ll be taken out of the running.

Here are some responses for the first time they ask the question, starting with “I am very interested in the opportunity so far, and…”:

1. “My current position may have differed substantially from this position.  We’re not far enough along in this process for me to tell, and so I’d feel like we’d be comparing apples to oranges if we discussed this so early in the proccess.”
2. “My benefits package was in line with the results I delivered and the job market.  I’d be happy to discuss this in more detail when we’ve both decided that I ama fit for this position.”  Notice the emphasis on the words “we’ve both.”  It reminds all involved that this is a mutual decision, even in a tough economy.
3. “My salary was just a part of an overall package, which included not only monetary things like insurance, salary and a bonus, but also work environment.  Without having a detailed understanding of the role and responsibilities of this position and the features and benefits of this position, I’m not comfortable using my former salary as a talking point in a discussion about compensation.”

These days, it is unlilkely that these responses would satisfy.  The challenge is that you’re probably going to be talking to a recruiter or HR representative and not the hiring manager.  This person’s role is to weed you out if you’re not in the range.  They’re also not going to be in a position to get more money should that be required, so tread carefully.  Put a smile on your face, whether you are there in person or not.  It will come through in your voice even if they can’t see you.  In your most I-really-want-to-work-with-you-voice say, “I understand that your job is to make sure that my expectations are in line with the salary range for the position.  What is the range, and I’ll let you know whether we’re aligned.”  Aren’t you glad you’ve predeterminied your minimum and whether you’ll move on with the process if the range is significantly off?  It sure takes the pressure off here.

Now, if they won’t give you the range, it’s time to tap dance one more time.  Here are a couple of responses you could try:

1. “When deciding on whether a company is a fit for me, I consider several factors…”  This is where you name some of the things on your “Compare Apples to Oranges” Worksheet that you would have received as a part of your “Replacement For Outplacement Bootcamp.”   You’d end this statement with: “Money is pretty far down the list of criteria I use to evaluate a fit for a position.”  And then, say something positive such as, “So far, I feel like I’ve clicked with everyone I’ve met.  From what I’ve heard about the position and the company, I am still very interested.”
2. This one’s my favorite:  “From my research in [fill in the blanks of the sites you used to research], the market rate for a position as it has been described is between $X and $Y.  Are we on the same page here?”

At this point, if they ask for a number, they probably mean it.  You are at a disadvantage here, there is no doubt about it, but continuing to hedge at this point is only going to annoy the recruiter which means you have zero chance of moving forward in the process.  What did you decide before you started this conversation (see decision #3 above)?

Before stating your range, you may want to try one more thing.  This response is only for the daring:  “I know you’re just doing your job, but if you could look at this from my point of view for a second…In my experience, when companies want to have a one-sided talk about salary before the interview process starts, it usually means that the salary range is significantly below market.  No one likes to feel like they’ve been taken advantage of, and I’d much rather negotiation when the time is right to a win-win agreement.  Now, I’ve never heard anything like that about this company, but this converstation does put a red flag up for me… ” {LONG PAUSE}

This is the recruiter’s opportunity to sell the company back to you.  They might.  They might not.  Here’s the thing… what does this tell you?  It usually tells me that they are looking for a bargain, and now it’s a question of whether you want to move forward.

What I want for you is for you to feel empowered in this conversation.  Understand that no one took away your ability to make choices to manage your career.

Be Your Best You Today,

Carolann

p.s. – You are rich, delicious, irrestable cheesecake.  Go get ‘em!

p.p.s. – Wouldn’t you like to be a part of a group that helps you manage your job search in a way that makes your feel powerful, dignified and successful?  The information contained in this post is just the tip of the tip of the tip of the iceberg of what’s in the “Replacement For Outplacement Bootcamp.”  Space is limited.  Sign up today.