When a recruiter reaches out to you on LinkedIn about a job opportunity, one of the first things they may ask about is your salary expectations or requirements. Determining how to respond can feel awkward, especially if you don’t want to price yourself out of consideration or get lowballed. With some preparation and diplomacy, you can navigate these conversations smoothly.
Understand recruiters’ motivations for asking
Recruiters inquire about your salary for a few key reasons:
- To screen you in or out based on the salary range for the open position
- To determine if you’re within the budget for the role
- To gain insight into your market value and experience level
- To assess how you negotiate
While you want to put your best foot forward, you also need to protect yourself from being underpaid or eliminated unfairly. Treading the line requires insight into recruiters’ motivations and tactics.
Do your research beforehand
Before responding to a recruiter’s ask about salary, do some homework to determine your worth. Steps to take include:
- Research the standard salary range for the position in your geographic area. Websites like Glassdoor, LinkedIn Salary, and PayScale offer employer reviews and pay data.
- Talk to professionals in your network who hold similar roles to get their insight.
- Consider your unique skills, achievements, education, and credentials that may warrant above-average compensation.
- Factor in the average rates of pay increases over time in the industry.
- Decide the minimum salary you need to accept an offer, based on your financial needs and career goals.
This legwork will give you confidence during salary discussions and help you articulate your value.
Ask questions before providing info
When initially asked about your salary expectations, resist the urge to blurt out a number. Instead, use these strategies to gather intel:
- Ask the recruiter what the salary range is for the position. They may disclose it, allowing you to calibrate your response.
- Inquire about the core duties and qualifications to see if they align with the figures you have researched.
- Request the full compensation package details, including benefits, bonuses and perks.
- Get a sense of flexibility on salary and whether it’s negotiable for stellar candidates.
This polite persistence demonstrates your interest and gives you insight to avoid selling yourself short.
Provide a salary range
When it comes time to share your own requirements, provide a reasonable range based on your research, not an exact figure. For example: “Based on my experience, skills and research into average compensation for this role, my salary expectation is between $60,000 and $75,000.”
This allows room for negotiation and shows you know your worth. Be sure the range aligns realistically with what you have learned. Explain how your abilities and achievements position you for the higher end of the range.
Discuss total compensation
Rather than fixating only on salary, have a broader discussion of the total compensation package. Say something like “I understand salary is just one component of the total rewards package for employees. Can you walk me through the other incentives and benefits offered with this position?”
Then listen closely and take notes. Comparing the complete pay and perks picture will give you more factors to weigh.
Be ready to demonstrate your value
Anytime the conversation turns to your salary expectations, be prepared to articulate your value. Convey why you warrant consideration at the higher end of the pay scale. Highlight relevant accomplishments, technical expertise, specialized certifications and advanced education. Help the recruiter see all the assets you would bring to the table.
You can say, “Based on my 10 years of experience leading projects exactly like this one, advanced PM certification and proven ability to deliver $500k in cost savings, I’m very confident I can excel in this Senior PM role and deliver significant value.”
Express your enthusiasm
Assure the recruiter you’re excited about the position and company. Say something like, “I’m genuinely interested in this opportunity. The role and team seem like a great fit based on the job description and my research on your organization.” Build up the recruiter’s vision of you in this job.
This can increase their willingness to negotiate on salary if they view you as an ideal candidate. They may also share more insider info to sell you on accepting an offer.
Ask about the hiring timeline
Understanding the recruiter’s sense of urgency can inform your approach. Inquire, “What does your estimated timeline look like for this position? How quickly are you hoping to fill it?” The answer provides insight into how much leverage and options you may have.
If they need someone ASAP, they may shorten the process or negotiate more on compensation to win you over. A longer timeline gives you breathing room.
Use flattery and constructive feedback
Offering thoughtful praise and critiques can also influence a recruiter’s willingness to work with you on salary needs. For example, “I’ve really enjoyed learning more about this opportunity. You’ve done an excellent job explaining the role and company culture. One additional detail that would help me is understanding the benefits package and work schedule.”
People tend to be more receptive when their efforts are recognized before suggestions are offered. Just keep feedback constructive, not complaining.
Avoid salary history and current pay
Decline any request from the recruiter to disclose your salary history or current compensation. This information can only limit your options. Try saying, “I prefer to focus our discussion on the value I can add to your organization in this specific role. Based on the market rate for this position in this geographic region, I’m targeting a salary range of $XX,XXX to $XX,XXX.”
If pressed, simply reiterate your interest lies in finding a good mutual fit based on the job requirements and your qualifications.
Express flexibility tied to the role
While advocating for your target range, also indicate you are open-minded. “I know compensation depends on the specifics of the role and finding the best candidate match. If after learning more this position turns out to be an outstanding fit, I’m willing to be flexible on salary for the right opportunity.”
This reassures the recruiter you’re not making unreasonable rigid demands. Just be sure “flexibility” doesn’t go below your minimum.
Ask about other openings if needed
If the recruiter indicates your salary expectations are higher than the budget for the role, inquire about other related openings that may be a better match. “Is there another opportunity at your company that would more closely align with that salary range? I’m open to exploring other options that utilize my background.”
This keeps you on their radar for a position that’s a better fiscal fit. Just avoid being perceived as having unrealistic expectations.
Follow up after the initial conversation
Always send a note thanking the recruiter for their time and reiterating your interest after your initial salary discussion. Include anything you forgot to mention that might boost their perception of your value. Reaffirm you’re excited about the prospect of joining the team.
Sendalongany additional salary data points you failed to reference that support your desired pay range. Follow up again if you don’t hear back within one week.
Consult others to refine your approach
Bounce your salary negotiation strategies off trusted mentors and colleagues to improve them. Ask for feedback on your research, range, framing, composure, body language, and follow-up communications. The more input, the better prepared you will be.
With preparation, persistence and positivity, you can tackle the salary question on LinkedIn in a way that advances your candidacy while protecting your earning potential.