What should i put for desired salary

Decline unacceptable offers. Before going into your interview, know the lowest salary you can accept to maintain your standard of living and be prepared to respectfully decline an offer if the employer cannot meet your needs. Now that you know what to keep in mind when discussing your desired salary in an interview, here are some examples of how you might respond to a hiring manager.

However, I recently completed my Ph. I have 15 years of experience as a Landscaper working in New Orleans and recently obtained a Florida Fertilizer and Pesticide certification. Now you just have to stay calm and remember these final tips:. Confidence without cockiness.

Appearing confident without coming across as arrogant is one of the most critical tightropes to walk during an interview. Unfortunately, if you seem noticeably unsure, the hiring manager might see that as an opportunity to try to negotiate a lower salary. On the other hand, coming across as arrogant can turn an employer away from hiring you. Present yourself in a balanced way while also having an attitude that conveys that you know what your work is worth.

Go broad. When in doubt, if you can come up with a decent range of salaries you find acceptable, you should go broad and put your most ideal salary closer to the bottom of that range.

Prepare counter questions. Is that the case here? Stick to a worthy salary. Speaking too soon. The sooner you put your desired salary on record, the earlier the employer has leverage over you during the hiring process.

Providing your last or current salary. Failing to consider things long-term. This will take some math and a degree of trust in your potential future employer, but these factors should be a part of your considerations.

Instead, do your homework, impress the hiring manager with your skills and experiences, and let your interviewer be the first to introduce a number. Vote count:. No votes so far! Be the first to rate this post. Jack Flynn. Jack Flynn is a writer for Zippia. Some of his most popular published works include his writing about economic terms and research into job classifications. Jack received his BS from Hampshire College. Salaries are usually a key factor in our decision making when it comes to switching jobs.

However, people also change jobs because they want increased responsibility, more flexibility, a greater sense of purpose or a more suitable organisational culture. This can be due to the skills, experience and qualifications the individual has, and therefore command the higher salary they think they deserve. So, what is the alternative? First, a desired salary is what someone with your combination of skills, experience and qualifications can fairly hope to earn.

However, knowing what your desired salary is can be hard to tell. When looking at a new job offer or determining your desired salary, there are several other important factors to consider. For instance, employee benefits, pension contributions, subsidised travel options and other non-financial incentives are all important considerations in the overall picture. Depending upon your circumstances, it might even be more sensible to forgo some of the headline salary for a better benefits package.

Of course, money is important, but subsidised food and drink and wellness programmes can greatly add to the overall value of your package. So, when considering an offer and comparing it to your desired salary, estimate the value of the benefits proposed and add these to the base salary.

Remember, some benefits you are granted may not be obvious when going through a job application. So, ask your recruitment consultant to clarify the benefits that a prospective employer is offering. And if the candidate learns more about the company. And decides they would like to change their answer or change their "desired salary" later in the interview and hiring process.

Then they mustn't change the figures too rapidly. And the HR manager and team aren't going to look fondly upon this change of response. Doing this presents to the employer that the job "is too difficult and requires higher pay.

A better way to change the figures is to use the same answer strategy defined in this guide. Explain to the interviewer or HR manager that research was performed once more and that the answer is changing due to new information. Explain what that information is whether it's improved research into the average salary figures in the market. Or whether it's learning more about the job title and understanding, it's no longer an entry-level position, meriting a higher sum from the employer.

It's best to provide the "reasoning" on how the answer arrived. From there, engage in either negotiations or final questions before a job offer is made or revised.

A common mistake amongst job seekers is to perform research by asking friends or family members what "they are paid. The reason this isn't a great way to determine salary is that it doesn't factor in job experience. Or skills, age of the candidate, and other merits that the job applicant doesn't have. When using industry-wide figures, experience and skills are averaged out. Meaning, there's more commonality amongst job seekers in the market. And that's why it's better to use salary research tools, including the U.

Bureau of Labor Statistics , to arrive at an answer. Don't confront the interviewer if they don't ask the question. It can be that the interviewer performing the job interview doesn't know the expected salary range for the position. The candidate chosen to ask the "expected salary question" to the interviewer can cause discomfort. Instead, wait until the interview "comes to you" with the interview question and be prepared with a well-research answer.

Turn it into an exact figure after the job offer has been made. Or right before the job offer has been made. Be sure to provide an exact figure within the salary range that was provided.

If the interviewer or HR manager asks for a figure to write an employment contract. Then it's time to provide the manager with an exact figure.

The way to do this is to say something along these lines. If you see any significant issues with that, please let me know. I would prefer not to risk this amazing job opportunity over not agreeing on salary. Sometimes, an interviewer and hiring manager will bring the salary discussions to email rather than asking by phone. This provides the candidate an opportunity to answer the question with "less stress. In the interview, the manager might say, "I'd really like to know what your salary expectations are.

We don't have to cover it right now. But if you could please think about it and email me in the next 48 hours, that would be appreciated. Are you sending an email like this? The job applicant has the opportunity to be able to provide a link to the resources that were used to determine the salary range.

This could be Payscale, Salary. Bureau of Labor Statistics. It's advised to add one or more links in the email. Links that allow the hiring manager to read the same resources used to determine the salary range. This is a great way to build trust between the HR manager and the candidate. And in some circumstances, they can inform the employer of new "expectations" they may need to have.

Mostly regarding the job title, role, or function within the business. Why would it do that? Many employers don't do "the research" in determining what the average pay should be for a position before posting a job description. Including relevant resources on average salary ranges in the market allows the employer to "correct" their guidance and expectations on compensation for the role.

Get our full interview preparation guide. Complete with common interview questions and example answers. No email required. Find him on LinkedIn. Phone interviews have become a core part of the process when attempting to find a secured placement for an open position.

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What to Put for Desired Salary on a Job Application Listing your desired salary on an online application is important.