I know how much my work costs. What salary should I ask for during the interview?

Any work should be compensated. This idea is fair for most of us. The question is whether the compensation will be fair? Of course, a lot depends on various factors such as the employee’s experience, their objectivity in self-evaluation, the number of employers interested in the specific skills of the employee, the average salary on the market, etc.

What amount to state?

When reviewing job postings, we usually come across vacancies with a specified salary level that the company is willing to provide, or those where this aspect is not disclosed at all. It is quite logical that in the first case, you can immediately understand whether you are willing to work for the salary indicated in the vacancy and accordingly, whether it is worth sending a resume. In the second case, you should compare your earnings at your previous job (especially if its level was the reason for dismissal) with the current average salary indicators for similar positions in the market, add 10-20% on top (to be prepared for negotiations with a potential employer) and confidently state your desired figure after demonstrating professional competence in the conversation.

If you are a “young” employee without or with little experience, you should not shy away from a low starting wage. You can state the minimum wage and discuss the possibility of its further increase after the probationary period. Remember: at first, you work for your employment record, later – it works for you.

However, if you are a highly skilled expert and employers themselves are “hunting” for you, then there is much more room for maneuver. Essentially, when it comes to salary, you can dictate your own rules.

When to raise the “financial” issue during an interview?

An experienced recruiter typically follows a well-established script and is the first to bring up salary. If the interview is coming to an end and you haven’t yet touched on topics such as pay, bonus systems, and other incentives (such as medical insurance, mobile phone coverage, free meals, etc.), it could be a clear signal that your services are not of interest to the company, or a sign of fatigue/incompetence on the part of the HR manager. In that case, take the initiative and raise the “financial” issue yourself. But remember, discussing salary is only appropriate towards the end of the interview when the “negotiations” are almost complete, and both parties have obtained maximum useful information about each other.

How to talk about salary?

If you initiate the topic of salary, it is important to do it in a respectful and appropriate manner, using general phrases such as “What salary is budgeted for this position in the company?” “Is there a possibility of a salary increase after the probation period?” “Is there a bonus component included?” Avoid personalized and informal questions like “How much will I be earning?” “What are you paying?” “What perks will I get?”

Objectivity, rationality, and adequacy should be the basis of your approach to determining the desired salary, and then a positive outcome of the interview will be guaranteed!