A question for you job interviewers

[DBR]

Regarding salary, if they insisted on knowing my expectations in writing before an interview, I would say something along the lines of "In my previous position as ______ with _______ my salary was $XXX. I would appreciate the opportunity to discuss this position and learn more about it before committing to a salary range.” I would not put a number.

It really does help to have some idea what the going rate is for someone in your position, in your industry, and equally important, in your location. There are websites such as glassdoor.com which might be of some use if you have no idea.

When discussing salary expectations, my advice is to be confident, don’t sell yourself short, and aim high; don't pin it on a set dollar, give a range, that way it shows flexibility: "Taking my skills and abilities into consideration, along with the anticipated level of responsibility, a salary in the range of $XXX to $XXX would be appropriate remuneration."

 

[DonIago]

I don't really see the point in giving a range, since I guess I'm cynical enough to assume almost any employer will then always go for the lowest number anyhow.

 

[Saxman1]

I always thought it was a sign that they didn't want to waste everyone's time by interviewing someone who wouldn't accept what they were willing to pay.

Exactly and most companies want to low-ball you on salary anyway. For an MBA I've traditionally been very low on the pay scale throughout my career. If I EVER land another permanent job at this point, I'll be happy just to make what I did on my last permanent gig, unless it involves a lengthy automobile commute. I've usually been able to take the train, which is much cheaper, given the price of gas.

Tomorrow I start another temp gig for two months that involves over an hour drive for a meh hourly rate, but it's still more than unemployment.

 

[JoeZhang]

In the last salaried job I had, at the end of the interview, I simply said "Let's talk money - if I get the position, what do you plan to pay me?"

I later found out, that out of three people employed on the same day, they simply paid the other two people less so they could pay me more. If a person will not stand up for themselves, why would you expect them to stand up for the organisation or the role they are in?

 

[Sean Aaron]

In my line of work I find that knowing the salary range is pretty important before applying: loads of jobs just aren't worth it no matter how interesting if the advertised money is below my threshold and I have to say that it's pretty rare that this information isn't available up-front.

I make it a point not to talk money in the first interview: it seems coarse and unless they're going to offer me the job I don't see the point in discussing it. If the prospective employer raises it I try to put it off, which is usually sufficient, but if they're quite keen to talk money then I'll oblige.

I'll echo what others have said on interviewing and say that mistakes aren't a big deal. I'm more concerned with how personable the individual is and whether they appear to be able to troubleshoot effectively using technical scenarios. I don't care if the answer is correct as long as the thought process is good.

Not asking questions or displaying any interest in the company is a massive turn-off, however. If you couldn't be bothered to even check out the company website, then you might as well not turn up for the interview as far as I'm concerned.

 

[1001001]

I have done a lot of interviewing in my field (mental health/social services). I generally go with the concept of "psychological ergonomics"....does the person seem to fit our psychological environment?

Most candidates will have roughly the same qualifications (especially when positions are strictly defined, like ours are), and I have found most differences in length of experience are trivial (is 9 years really all that different from 7 years?). You can teach people specific skills, you can't teach personality.

As a result, we've had almost no turnover where I work (I'm sure the economy contributes as well). We have a great workplace environment.

As for the salary issue, we post our range on the job description, and stick to it. I have had candidates say "I would love to work here, but I need $XXX". They are thanked for their time and not called back. We don't play games. We are a non-profit agency, we don't negotiate beyond the posted range. And if the person is going to start making demands while they are trying to get the job, what are they going to be like once they have it?

I'm sure for-profit industries and more specialized businesses do it differently. Workers with specialized skills have more leverage, and for-profits are not bound by grant applications that fund a position at a specific amount for a specific number of years, for example.

But if you have a minimum qualification standard and you're screening properly prior to interviewing, you figure everyone on paper is about even (or at least above the minimum bar). Personality has a lot to do with it after that. Genuineness is high on my list. Humor too. And as someone already pointed out, the willingness to admit being wrong and accept feedback for learning and growth is big too.

Back to the original question: a pregnant pause during one answer will not have any effect.

 

[ThunderAeroI]

I do a number of things when looking at future positions.

1st. Compare my current rate and the future rate adjusted for the cost of living at the new location. If what their willing to pay for the position is less than the adjusted cost of living information I simply don't look into the position in any more detail.

2nd. If the new salary is more than the adjusted cost of living, I'll do as much research as possible into their benefits package, retirement, medical, etc and plug that information into a relocation spreadsheet I made. if the numbers pan out to my likening I'll apply.

3rd. When applying and customizing my CV to the position I do allot of research. I'll know everything about that city, county, airport, etc that you can find out. If the position requires a cover letter than too will be customized for the position – the cover letter and first page of the CV are always customized.

4th. If called for a phone interview, I don’t study I don’t prepare at all. For me a phone interview works much better if I treat it like a conversation between piers and not some information extortion session done by the Spanish. Phone interviews usually go by without a hitch and I’ve only ever had a few that I knew I bombed. I’d say if I get the call for a phone interview I almost always (90% of the time) will get a free vacation out of the deal.

5th. Free vacation…err in person interview. This is much trickier for me and can go in all sorts of directions. From the basic replay of the phone interview but in person to massive 10 hour sessions where I meet everyone, including the sink. I’ve been to barbeques, council meetings, construction meetings, you name it I’ve done it as part of an interview process.

6th. The deal. You have to remember I’m employed by a great city, county, airport you have it right now and I’m not really being pushed or pulled too much so I’m at leisure to play hardball. If something smells off about the deal or it takes to long for a deal to be reached I courteously walk away and hope them the best. I can’t uproot my family if it smells bad. In my time, when a deal has been made you usually can tell right away if it passes the straight face test and I accept those.


I think I handle myself well, but I do struggle with the “are there any questions you have for us”. Not because I don’t have questions, but because by the time I get to that phase of the interview process I have found the answerer for those questions. I’m really only left with the “Whats the next step in the interview” question. Which isn’t ideal, but I do explain the research I did into the position. I could probably answer the question better.

 

[Amasov]

Didn't get it.

I can't stand this anymore.

 

[DonIago]

Sorry to hear that.

 

[MNM]

Most companies have websites. Review the website, look for questions; search google for their competitors. If a candidate doesn't want to put in any effort to come up with a few basic questions, how much effort are they likely to put in on the job?

Plenty.

If I'm applying for a job with a company, I'm applying for that job, I'm not applying to love the company and celebrate it to the media and everyone I meet. so what if I have no interest in reading the companies website to find out all the little things about them that will be of zero use to how I do the job?

I find companies and interviewers who expect that of you have a much too high opinion about themselves.

 

[Robert Maxwell]

Most companies have websites. Review the website, look for questions; search google for their competitors. If a candidate doesn't want to put in any effort to come up with a few basic questions, how much effort are they likely to put in on the job?

Plenty.

If I'm applying for a job with a company, I'm applying for that job, I'm not applying to love the company and celebrate it to the media and everyone I meet. so what if I have no interest in reading the companies website to find out all the little things about them that will be of zero use to how I do the job?

I find companies and interviewers who expect that of you have a much too high opinion about themselves.

I guarantee if you show up with that kind of attitude you're not going to get the job. "Yeah, yeah, who gives a crap about your company, just show me the money!"

 

[Myasishchev]

Didn't get it.

I can't stand this anymore.

No shit.

Some days I don't think I'd care if there was a nuclear war. At least it'd open some doors.

 

[Sean Aaron]

I guarantee if you show up with that kind of attitude you're not going to get the job. "Yeah, yeah, who gives a crap about your company, just show me the money!"

I sure as hell wouldn't vote to hire anyone like that, regardless of their skills. I don't expect someone to be a cheerleader, but I do expect them to give a toss about the company and being part of a team.

 

[JoeZhang]

I find that sort of honest comment refreshing - I'm much prefer someone who said "You'll get a professional job out of me but let's be clear, it's about the money" than some lie about always want to work in sanitary towel waste management.

Let's face it, a lot of jobs are largely meaningless grunt work, people want to come in, do their hours and go home. I can't fault them for that.

 

[Sean Aaron]

Let's face it, a lot of jobs are largely meaningless grunt work, people want to come in, do their hours and go home. I can't fault them for that.

No, that's a good point and if I was interviewing burger-flippers I probably wouldn't care. Thankfully I'm not!

 

[Robert Maxwell]

I find that sort of honest comment refreshing - I'm much prefer someone who said "You'll get a professional job out of me but let's be clear, it's about the money" than some lie about always want to work in sanitary towel waste management.

Let's face it, a lot of jobs are largely meaningless grunt work, people want to come in, do their hours and go home. I can't fault them for that.

Those are not the kinds of jobs you need good interview skills for, so it doesn't really matter.

 

[Danoz]

I always thought it was a sign that they didn't want to waste everyone's time by interviewing someone who wouldn't accept what they were willing to pay.

Frankly in that case it should be the responsibility of the company to be more upfront about the salary range for the position-- not fishing for the lowest bidder.

 

[DonIago]

Can you blame them? If I had a choice between two equally qualified candidates but one was willing to accept $1K less than the other, I know which one I'd choose.

 

[TheBrew]

There is a rule about salary negotiation: whoever throws out the first number loses. Another rule is not to tell a prospective employer what you're making currently, or made in the past.

Sadly, when I've changed jobs in the last few years it has been with the same company so they know what I make anyways.

Luckily, they always seem to throw out the first number so I always ask for a bit more.

 

[Sean Aaron]

There is a rule about salary negotiation: whoever throws out the first number loses. Another rule is not to tell a prospective employer what you're making currently, or made in the past.

Sadly, when I've changed jobs in the last few years it has been with the same company so they know what I make anyways.

Luckily, they always seem to throw out the first number so I always ask for a bit more.

I'm not a greedy person so I usually throw out a number I think is fair and I've yet to be disappointed.