Every Smart Comeback to "What's Your Expected Salary?" 🔴 Live Office Hours with Andrew LaCivita

Key Concepts

• Expected Salary Question: The common interview question "What is your expected salary?" and strategies to answer it effectively.
• Evasive Tactics: Techniques to avoid giving a specific salary number early in the interview process.
• Leverage Building: Strategies to increase negotiation power throughout the interview stages.
• Recruiter's Role: Understanding that recruiters primarily filter candidates and cannot make hiring decisions.
• Five Variables: The five key factors influencing salary negotiations: goals, obstacles, problems, solutions, profile, and cost.
• Statement-Based Communication: Using declarative statements instead of questions to elicit information and build rapport.
• "I'm Open" Script: A foundational response to the expected salary question.
• "I Assume You Have a Budget" Script: A follow-up statement to inquire about the employer's salary range.
• "Based on Similar Roles" Script: A statement referencing past earnings to provide context without committing to a specific expectation.
• "Fine" and "Okay" Words: Avoiding these words in interviews as they can signal settling or lack of enthusiasm.
• Job Search Wisdom: The importance of identifying and learning key lessons during a job search.
• Organizational Restructuring: Strategies for adapting to role changes and embracing new learning opportunities.
• Negotiating Raises: Techniques for discussing salary increases in a current role.
• Negotiating Above Range: Strategies for negotiating salary offers that are at the top of the stated range.
• Healthcare Benefits: Understanding that not needing employer-provided healthcare does not automatically translate to a higher salary.
• Intentional Breaks: How to explain taking time off between jobs.

Navigating the "Expected Salary" Question: Strategies for Job Seekers

This session focuses on empowering job seekers to handle the ubiquitous "What is your expected salary?" question effectively, aiming to maximize negotiation leverage and secure a career they love. Coach Andy emphasizes that providing an early salary figure can be detrimental, leading to leaving money on the table or pricing oneself out of a role.

Why You Shouldn't Give an Expected Salary Early On

Coach Andy outlines several critical reasons for avoiding an upfront salary number:

1. Risk of Missing the Bullseye:

   • Going Too Low: This can result in leaving money on the table or positioning yourself in a disadvantageous starting point for future negotiations.
   • Going Too High: This can potentially price you out of the opportunity.

2. Market Pay is Not Fixed:

   • While research is valuable, actual market pay is fluid and depends on the employer's specific needs and urgency.
   • Employers may have outdated data or be unaware of the true cost to acquire the right talent.
   • Analogy: Similar to selling a house, the listed price is a starting point, and the final transaction price is determined through negotiation based on various factors.

3. Your Stock is Lowest at the Beginning:

   • Early in the interview process, employers have limited knowledge of your capabilities beyond your resume.
   • Your perceived value (stock) increases as you progress through interviews and demonstrate your worth.
   • Analogy: Coach Andy uses his own YouTube channel as an example; viewers don't immediately pay for content but build trust over time. Similarly, you need to earn the employer's trust and demonstrate value before they commit financially.

4. Recruiters Cannot Say "Yes":

   • Recruiters are primarily filters. They can say "no" (i.e., not move forward with a candidate) but cannot say "yes" (i.e., hire someone).
   • Negotiating with someone who can only say "no" is less effective than negotiating with the hiring manager or decision-maker. The goal is to get past the recruiter and build your leverage.

5. The Five Influential Variables:

   • Every hiring situation involves five malleable factors that can be influenced throughout the interview process:
     • Goals: The employer's objectives (e.g., revenue targets, market expansion).
     • Obstacles: Challenges hindering the achievement of goals.
     • Problems: Specific issues the role is meant to solve.
     • Solution: The employer's envisioned approach to solving problems.
     • Profile: The ideal candidate's qualifications and experience.
     • Cost: The budget allocated for the role.
   • By understanding and influencing these variables, you can shape the perceived value of the role and your candidacy, thereby impacting the salary.

Step-by-Step Strategies for Handling the Question

Coach Andy provides a structured approach to responding to the expected salary question:

On Applications:

• Desired Salary Field: If possible, put a number close to what you currently earn or recently earned.
• Dropdown Menus: Select a range that aligns with your current earnings.
• Open Text Field: Use "Open" or "Negotiable."
• Mandatory Number Field (No Letters): Enter "$1." This signals openness without committing to a specific figure.

During Recruiter Conversations:

1. First Response: "I'm Open."

   • A brief and direct response.
   • Alternatively, use a more detailed "I'm Open" script: "I'm open. Money's important, and more is always nicer, but it's not the only thing. I'm really interested in joining your company because of what I get to do and who I get to do it with. I'm sure there's training and benefits. If we're right for each other, we'll be able to come to something agreeable."

2. Second Response (If Pressed): Reiterate "I'm Open."

   • If the recruiter insists on a number, repeat your openness. Approximately half of recruiters will accept this.

3. Third Response (If Still Pressed): "I Assume You Have a Budget."

   • This is where you shift to making statements.
   • Script: "I see this is important to you, and that makes sense because you want to ensure we're in sync. I assume you have a budget. If you can let me know what that is, I can confirm if it's within my range."
   • Rationale: Statements trigger the prefrontal cortex, fostering connection and empathy, rather than the defensive response triggered by questions.

4. If They Don't Disclose Budget: "Based on Competitors' Ranges."

   • Script: "That's fair. As part of my preparation, I looked at your job descriptions and those of your competitors for similar positions. I noticed their ranges were from X to Y. I assume yours is within that range."
   • Outcome: This statement often prompts them to correct you, revealing their range or a portion of it.

5. If They Still Won't Disclose: "Based on Similar Roles I've Done."

   • Script: "Okay. I've done similar work in the past for similar positions. I've generally earned, or employers have paid me, from X to Y."
   • Rationale: This provides a historical data point without stating it as your current expectation. It also allows you to gain more information about the role's value as the interview progresses.

What NOT to Do

• Don't Give a Range: This is generally unhelpful and can limit your negotiation potential.
• Avoid "Fine" and "Okay": These words can signal settling or a lack of enthusiasm. Use stronger, more positive language like "great," "awesome," or "better than expected."
• Don't Negotiate with Someone Who Can Only Say "No": Focus on building leverage with the decision-makers.

Additional Insights and Advice

• Book Manuscript Update: Coach Andy shares the completion of his new communication book manuscript, detailing his rigorous "nine sweeps process" and the collaborative effort with his acquisitions editor. He emphasizes the importance of learning from the process, even through struggles.
• Job Search Wisdom: He challenges listeners to dedicate 20 minutes to identify the key lessons they need to learn during their job search, focusing on gaining wisdom rather than just results. This proactive approach helps in making better adjustments and learning faster.
• Organizational Restructuring: When facing restructuring, view it as an opportunity to learn new things, work with new people, and discover new solutions, rather than "starting from scratch." Embrace change as a catalyst for faster learning.
• Negotiating Raises: When discussing a raise, express gratitude first. Then, explore opportunities for increased compensation, additional vacation, bonuses, or other perks. The dialogue should be appreciative and empathetic.
• Negotiating Above Range: Even if an offer is at the top of the stated range, it's still possible to negotiate further. Treat a new job offer as a fresh negotiation, regardless of the initial range.
• Explaining Intentional Breaks: For breaks between jobs, a simple explanation like "I had an opportunity to take a break and spend time with my family" is sufficient. Extensive explanations are generally not required.
• Andy AI: Coach Andy advises users of his AI tool to stick to established templates for structuring resumes and profiles, as the AI may sometimes provide unconventional advice.

Conclusion

The core message is to delay salary discussions until you have built significant leverage and gathered comprehensive information about the role and the employer's needs. By employing evasive tactics, focusing on statements, and understanding the five key variables, job seekers can position themselves for more successful salary negotiations and ultimately achieve their career goals. The session also highlights the importance of continuous learning and embracing challenges as opportunities for growth.