It’s highly likely that at some point during an interview process, you will be asked by a potential employer: What is your salary requirement? Don’t let this question stump or scare you. With the right research under your belt, you can answer this query with confidence and get paid the salary you deserve. Here is everything you need to know about how to disclose any salary requirement.
What Is a Salary Requirement?
First things first: What is a salary requirement, anyway? Put simply, a salary requirement is the amount of money you’ll need to accept a position. But it’s a number that’s made up of a lot of different factors, from your previous salary history and past work experience, the cost of living in your area, your unique skillset, and the position and industry to which you’re applying.
It’s important to note that while your salary history should factor into your salary requirement, these numbers are not the same. Your salary history is what you’ve been paid in the past—your salary requirement is what it will take to get you to accept a different job or even a promotion.
You’ll likely be asked what your expected salary range is during the interview process. Many employers wait to ask until they’re ready to make an offer, though some ask as part of their applications.
Your salary and what you’re hoping to get paid is deeply personal, but you should always ask for what you’re worth! To figure out your salary requirement—and to know what you’re worth—read the next section.
How to Calculate Your Salary Requirement
Knowing your worth is the first step to determining your compensation requirement. And while it will take some research on your part to come up with that number, Glassdoor can help: You can use our Know Your Worth Tool to receive a custom salary estimate based on your anticipated title, company, location, and experience. (It’s totally private; the results are only shared with you!)
Armed with that number, you can do your own research. Look at salaries reported on Glassdoor, tap your professional network and mentors for their insight, and come up with a range that works for you. And range is a keyword here: Your compensation requirement should be a range—not a fixed number. Having a range will help you negotiate your salary and find a compromise, experts say.
If you can afford to be flexible, it’s also smart to consider what other benefits too. Things such as a 401k match or bonus structure could help you hit your number without being tied to “salary.”
Why Employers Ask for Your Salary Information
Employers may ask for your salary requirements for a variety of reasons: For example, they may want to make sure they can afford you—and that your requirements wouldn’t fall outside of what they’re able to pay. Or, they may want to use the number you present for a baseline negotiation.
It’s important to know that potential employers may ask for your compensation requirements or your salary history. And while it’s perfectly legal to ask for your salary requirements, in some states and cities, it’s not legal to ask for your salary history. If you’re searching for a job in one of these places, it’s illegal for a company to ask you about your salary history or your current wages.
- California
- Delaware
- Massachusetts
- New Orleans
- New York City
- Pittsburgh
- Puerto Rico
- San Francisco
How to Communicate Your Compensation Requirements
If you’re asked for your salary requirements during the application process, you may be able to ignore the request—though some software won’t let you move on without all boxes filled out. If that’s the case, you might consider adding your salary requirements in your cover letter, too, where you can have a little more control over how they’re framed and even include a range.
When asked for your salary requirements, present a range that would be acceptable, but that does not go lower than what you’re worth. By leading with a range, you leave the door open for some negotiation that could work in your favor; after all, you’re not locking yourself into one number.
If you’re not comfortable presenting a range, you might consider stating that your requirements are negotiable—and mention the other benefits you would be interested in learning more about. Not only can financial benefits such as 401k matches and bonus structures make an offer more appealing, but perks such as remote work schedules, free meals, or onsite childcare can save you money, and offers of extra vacation time, PTO, and volunteer opportunities can sweeten the pot.