Interview-When it's appropriate to discuss salary!

When we're interviewing, we all know that even if a compensation increase isn't our main driver; we're still looking for that "bump". It's not about sweetening the pot, it's about making sense. It's a candidate's market right now in Utah, and if a company is approaching you about the possibility of making a move to their organization; it must be worth your while. 

So, you're willing to consider making a jump if the stars align. This means the culture is rock-star, there's great skill set opportunity, and the monetary gains make sense. When have you reached that stage in the process when it's okay to talk money?

The Beginning Stages (Corporate)

If you're working through a corporate recruiter, chances are they're not able to give you the range of what they're willing to pay. With that being said, if the company is smart, they've got an open ended range and they'll pay based on experience and industry relevance. This means you must communicate with the recruiter and divulge your current salary. Provide them with your base, and additionally any bonuses or other highlights that attribute to your work life well-being. Break each down not just for your own knowledge, but so that the recruiter can see what you're going to need to make that jump. You can change this number, but keep the recruiter in the loop if you do.

If you make it to the round where you've gained the opportunity to interview with the hiring manager filling the position, you've entered a new ball park. You've passed the initial grounds of being within the approved compensation range, or your request is seemingly reasonable. You've discussed your expectations, and typically that information has been shared with the hiring manager. Remember, this company is seeking your talent, and you want that information to be shared. It's all about transparency. Neither party wants to waste their time if monetary needs can't be met.

Please know that sometimes the hiring manager won't ask for your current and desired salary during the interview, especially the first one. They'll rely upon the recruiter and/or HR team to handle that aspect. They're just gaining and evaluating insight on your technical and cultural fit for their team. If they decide they'd like to make an offer after you've passed the interviewing stage; they'll take the information given to them by the recruiter, and evaluate what they'd like to offer you. It's normally best case, not to bring the compensation up yourself if it's not the final interview. Why do the work if someone's willing to do so for you?

For the hiring managers that do ask, and normally they do; play it smart folks. Whether you choose to fudge the truth here or not is up to you, but hopefully you have true interest in the company. They're pursuing you for your skills, but they won't want someone who is driven only by money or greed. Giving contrasting amounts for salary will give you this persona. Remember, chances are that the recruiter has already provided the hiring manager with your requested or current salary.  In the case that you've changed your mind about your desired compensation as initially discussed, and haven't shared it yet with the recruiter; indicate such and explain why to your interviewer.

Individuals that are solely motivated by money, will jump at the first offer that comes there way that's more than they currently make. The idea is for the company to gain talent, mentor employees, and grow. Turnover doesn't' exactly foster this positively. Any red flags in this area, will ruin the opportunity for you. Avoid occurrences of this nature at all costs.

When you are asked in an interview for your current salary and expectations, share them and insure consistency. Be up front, give your thoughts, and explain your needs to make a move to the company if offered. Be prepared to define why those are your needs, and give examples if required as to why that amount is justified. It's great to ask the hiring manager what they feel your talent is worth by that point in the process. Don't always expect an answer back, as it can take time for them to mull that figure over in their minds afterwards. Like we always say, you're interviewing the company, just as the company is interviewing you.

The Beginning Stages (Agency)

If you're working with an agency recruiter (I swear they're not all bad), then you'll be relaying your compensation requirements to them.  They know what their client/hiring manager is willing to pay, and they need to know from the get-go if your salary needs can be met. Be reasonable, and be prepared to discuss what you're truly needing to make a move. If it's a range that will be more specific upon certain variables, share that range. This information will be provided to the company in which you'll be interviewing with. 

If the interviewer asks you about compensation, feel free to communicate an inform them of your requirements. Please make sure that it's in line with what you originally told the agency recruiter. The same rules apply in this situation, as if you were going through a corporate recruiter. 

Negotiations

In a corporate setting; once you've made it through the interview process and an offer is to be extended; you're much more comfortable with the number you'd need to accept an offer. Having kept an open line of communication either with the recruiter or the hiring manager, you expectations should be clearly known. 

Remember that it's not always true, that the amount you requested will be offered. It could be more or less than voiced. If the amount is lower, that is not a sign that a company doesn't see your true potential or value. There's a lot of variables that go into play when extending someone an offer such as; the salaries of the team already in place, market salary data, industry relevance, etc.. It's a bit of a science! If you're dissatisfied, ask questions and communicate. If the company is going to go as far as extending you an offer, they're going to do everything they can to bring you on board. 

In an agency setting; your recruiter is your best tool. While sometimes communication can get lost due to all the hands in the cookie jar, there is brilliance in these relationships. Your ideal situation of finding your next career position might not be through an agency, but this is the best playground for negotiations. This is especially true for those in IT. In working through an agency, you not only have yourself proving your worth, but a recruiter and their account executive going to battle for you as well.

Always keep an open line of communication with the agency recruiter, again as you would with a corporate recruiter. The better the relationship you have with them, the more they'll be willing to go to bat for you. These type of recruiters actually make more money, if you make more money. They'll do all negotiating for you throughout the process, until a final offer is received!

Finding Out How Much You're Worth

Of course I'm speaking in terms of skill-set, and not your actual "worth". Refrain from checking blanketed websites for generic ranges, like Glassdoor.com. I can't stress enough how inaccurate those can be. I've found CareerBuilder & Robert Half's "Salary Guide" to be quite spot on. Check them as a reference, if you're curious. 

In any terms, if you're making $50k and RH say's your worth $80K; chances are you're not getting a $30K bump. Let's be realistic folks. If it were that easy, I'd be working the system and making it rain. On average, unless there's a mass shortage of people with your skill-set; you're going to get anywhere from $3k-$10k in a salary bump. 

Of course, depending on your negotiation skills and the hurt that a company's in for someone of your skills, the sky can be the limit. I'm just speaking in majority cases. You've got a much better chance negotiating your schedule, work gear, and bonus! 

Hope this helps :)