Talent Search Partners, Inc.

Menu

Career Insight

What Are Your Salary Expectations? (Key Interview Question)

/

So, you’ve sailed through what appears to be a successful first hour of an intense but cordial interview for a position that you are quite interested in. The only thing left is a firm handshake to seal the deal, when the hiring manager throws out one last question – “what are your salary expectations for this position”? This is one of the most common questions that every candidate will face in an interview and there is no shortage of commentary around how to answer this deal-breaking question. No matter how strong the fit may be, money has derailed many positive discussions, so it’s important to position your answer correctly and to avoid drawing lines in the sand. When answering this question, I often encourage my candidates to keep things flexible and to base their responses on concrete research into the position they are applying for. Here are some tips to help you navigate through this question and to make sure you nail it every time: Deflect the question back to the hiring manager and ask about their budget – a candidate that I recently dealt with gave one of the best answers to this question that I’ve heard over my career in recruitment: Regarding the full-time salary, I’ll admit that I am a bit out of touch with current wages in the engineering/mining industry to know what a fair salary range is these days for this set of responsibilities. In 3 of last 4 positions, my salary was in the $_ – _ k range. In general, there should be some upward pressure with inflation over the last few years for that level of contribution/performance, but I am also aware that we may be entering tough economic times, and that I would be in a more focused, individual contributor role with no direct reports to start, compared to my previous level of responsibility. That being said, I am also confident that I can quickly grow with the company’s ambitions in this area. Please let me know if the range above is in line with their budget or if there is a significant gap. I like this answer because it’s considerate of outside factors (i.e., inflation, tough economic times), and the candidate presents a historical range that politely plants a seed of expectation, all while remaining conscious of the company’s range and internal workings within their ranks. If you can craft an answer around this example, you will definitely standout amongst the other applicant’s. Move past the question and go back to your qualifications – sometimes it’s good to remind the interviewer(s) of why you are a good fit for the position and the key things you bring to this role that will make you a high performer. The key is to gently maneuver around this question to pinpoint the main areas that were raised during the interview to make your case for why you are deserving of their highest range for this position. You can reinforce your answer by again referring back to historical salary information and your own present-day research. If you are still pressed for an answer based on your response to #2, then offer a salary range. Be realistic with your range and know that hiring managers typically hear the lower end of whatever range you provide. The key to providing a successful response to this question is to be prepared. Do your research and don’t be afraid to ask for what you are desiring to make. This is your career, and you deserve to make a wage that is aligned to the value you can bring to the company. If you are having doubts about previous answers to this question and you’d like to tighten up things in this area, feel free to reach out to us for a free consultation. All the best to you.

Handing In Your Resignation This Week? Try These Tips!

/

So, you’ve crossed the finish line of that position that took 4 rounds of strenuous interviews and accepted this new role that you believe will be a great career move for you and your family. Congratulations! Now what? You’re now faced with that dreaded conversation with your superior at the company you’re leaving, and your stomach starts to rumble like you just ate some stale beans (apologies to bean lovers). Leaving an employer where you’ve grown and developed good working & personal relationships with your counterparts is never easy and the emotions may be high. This is especially daunting if that employer provided you with great opportunities for career development and made personal investments in you. Alternatively, this conversation with your employer can significantly raise anxiety levels if you work for a tyrant who you’ve witnessed treat others who departed like the enemy. As part of your transition, I thought it necessary to share some insight to help you leave on the best of terms: Finally, be anchored in your reason(s) for departing. Hold your ground and remember that you’ve already given your word to another company. Lastly, express your gratitude to everyone in the company. What are some other points that you can think of to make your resignation a more peaceful and worry free experience? Please leave your comments below and stay tuned for more articles like this one.

Your Perspective Is Everything

/

Earlier this year, I created a post on LinkedIn about a trend in hiring/recruitment known formally as “ghosting”. I appreciate all those who responded to the post with their comments and views on the subject. The post succeeded in what it was meant to do, and that was to generate conversation. I appreciate the views from my fellow recruiters as well as from a candidate who had been personally ghosted by a recruiter. The sad truth is that ghosting will continue to be a point of contention between candidates and recruiters/hiring managers. Sacrifices are normally taken for granted & knowing is half the battle. Being informed is the first step towards bridging the ghosting gap and holding everyone accountable. If you are a Recruiter, it is important to understand that candidates are carving time out of their busy schedules to speak with us & our clients, and that time should be respected and reciprocated. If you are a candidate who has interviewed with a company and you were fortunate enough to receive an offer letter, please be conscious that this process does not happen over night. Schedules are moved around, and team members are pulled away from their regular tasks to contribute to interviews and provide input to offers of employment. Throughout my career as a Recruiter, I’ve been ghosted by many candidates. Does that mean that I’m going to stop recruiting? Does the fact that there is counterfeit currency mean that I am going to stop transacting? Of course not. Thankfully, I’ve had more positive experiences with candidates than I’ve had negative. The glass is half full for a reason – your perspective is everything. Ghosting is a certainly not one-sided, and it hurts everyone involved. Let’s endeavour to be respectful of everyone’s time.

Counter-Offers…Proceed with Caution

/

Candidate counter-offers can be quite attractive, especially when an exorbitant amount of money is tabled (one person referred to it as stupid money!), and insincere promises come from every angle. While tempting, I warn my candidates about considering this calculated tactic used by desperate employers to prevent the departure of one of their best employee’s. EMPLOYEE – Once that trust has been compromised, it is next to impossible to rebuild, and you will always be thought of as that employee that tried to leave once.