All, wondering how you answer the salary requirement question for an online application where you can not explain, have a typed response, or have a range (i.e. 65,000-85,000). Those numbers are arbitrary for convo sake.
Recently got rejected from a job for the following reason, per their email: "your listed salary requirements were higher than we are looking to start for this Analyst. If your salary requirements change, please let us know."
All the research I did online (Glassdoor, other threads on this site, etc.) put me in line with market rate. Sure, the number I put could have been too aggressive for what that particular company was looking to pay (don't really think so), but the question is more, how do you answer it in the field on the application..."The Price Is Right" method of not going over: $1?
I'd rather be rejected during the interview process than be priced out. Especially if the role is good enough to justify a lower salary than is ideal/desired.
Not sure if leaving blank is an option? I always like to save the salary discussion until we have met. Just like you said, from your side you don't want to miss out on the opportunity because you are seeking a slightly higher salary, the company generally isn't going to want to miss out on the right candidate because of a relatively small salary discrepancy. I have been through an interview process and salary didn't come up until I received an offer - at that point we both knew that it was a great fit, but their first offer wasn't in the right ballpark. I countered and it moved significantly.
Have also had it come up early in the process. I gave a number that I was told was higher than range for the role - and I just told them that I am very interested in the role and that salary isn't the main driver for my decision. Ended up countering after receiving an offer and ended up higher than original range. At a junior/mid level, the differences in salary aren't material enough that a company should let it get in the way of hiring the right person.
Sorry...should have clarified that prior. If it's an optional part of the application, I always leave it blank.
Some require it though. This one had the red asterisk and you couldn't leave it blank.
You're right - it is required for a lot of postings. Interestingly, a lot of applications ask for salary history, which is weird, as in some states like New York, it has become illegal to inquire. Therefore, there is some weird disconnect.
Avoid as much as possible. If its a required box I always put something in that is off by a large multiple like 1,000,000. If a recruiter tries to get it out of you, you have to stay strong and respond with 'what is the salary range'. Never show your cards and box yourself in. Just work on getting an offer.
Assuming you don’t have to give an exact range, I typically just say/write, “an amount commensurate with both the market rate for a similar position and my level of experience.”
The above is all solid advice, but the reality is that if they force you to put an actual number,my opinion is that you should always put the lowest amount you'd realistically be willing to take. That way you aren't negotiating against yourself and you've anchored against the downside. If they want to pay below that number, you don't want the job anyways (since you defined that as your lowest possible for yourself). If they're dicks about it after and say 'well you said you only wanted x', the appropriate response is 'well yeah, it said salary, not total comp'. I've used this often and it's worked well for me.
Sometimes you can get away with writing in "Negotiable". I've done that a few times, but it often rejects and requires only numbers be entered.
OK time I put this to bed.
For an online application, always err on the low side of the range. If down the line you get the position your response is that you assumed that was the base and it didn't include a 20-30% bonus. For when the conversation moves offline my go to line it as you know Real Estate is the most unique subsectors of finance where comp is not the same across the board in relation to base/bonus. Always ask what the comp structure is, base + 10% bonus or base plus 30%? Always say that you need to hear more about the role! Junior guys, don't be scared to to be firm but polite on this. Rest assured you are helping both sides by being direct on this. ANother anecdote is that if we were talking about an audit role at KPMG it would be the same at DT or PWC, I could give you an answer...then start asking direct questions about the role. HR should have zero idea what the role requires and either bow out of the quetsion or give you the range.
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