- It is better to save the topic of salary for last in a job interview.
- According to experts, this makes the candidates look like those who only want the reward.
- Even if you think it is wrong to talk about salary, we tell you the right way to talk about it.
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No candidate wants to appear greedy, selfish or lazy during a job interview, especially when salary is being discussed.
But data suggests that hiring managers will view you in exactly the same way if you ask about salary and benefits.
Herein lies the job seeker’s paradox: You need to make a living and you want to pursue activities outside the office, but admitting this out loud to a potential employer is unprofessional.
“It’s obnoxious to the interviewers,” he said. insider Anthony Nyberg is Professor in the Darla Moore School of Business at the University of South Carolina.
“It makes them think you care more about the rewards than the actual work.”
The bottom line for job seekers is that patience and persistence are the keys. Remember: You only have power once the company decides it wants to hire you.
Nyberg compares it to dating: “Wait before you start talking about how many kids you want to have.”
Bosses want employees who are ‘intrinsically motivated’
Research by Reilly Derfler-Rozin of the University of Maryland and Marco Pitesa of the Singapore Management University found that human resources staff are less likely to hire candidates who ask about salary and benefits during job interviews.
Derfler-Rozin and Pitesa also found that recruiters rate candidates who ask job-related questions better than candidates who also ask about compensation or benefits.
Researchers call this the “correctness of motivation bias.” This means that companies only want to hire people who are intrinsically motivated by the job itself.
Of course, this notion is a farce, as some employees may not care about the intrinsic rewards of the job (such as salary) and other benefits such as flexibility and time off.
Nyberg said people who ask about vacation policies are viewed especially negatively.
“It’s like you’re walking in the door saying, ‘I don’t want to work,'” she said.
All of this has consequences for HR staff (and companies), who may lose talented candidates simply because they ask about salary.
In particular, they may miss out on job seekers from lower economic backgrounds, who are in greater need of funding, and women, who are often more concerned about flexible hours, childcare and leave policies.
patience can lead to riches
For job seekers, the implications are clear: They should do their own research on how much a position or company pays.
Erin Anderson, a career transition coach in New York City, recommends resources such as Salary.com and Payscale that provide salary ranges based on location and education; Complete with a breakdown based on your education, years of experience, among other factors. “There’s a lot of information out there,” he said.
It’s best to wait until you are a top candidate to ask your potential boss about salary.
From a strategic perspective, you want the employer to be fully invested in you as a candidate for the position. So, you should wait for the moment until you get an offer.
“There is very little risk in waiting until the employer is exposed,” Nyberg said. “People are scared of spending all this time doing what they think is a $90,000 job and finding out it’s a $25,000 job, but it really isn’t.”
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