The Crucial Question: What are your salary expectations?
28 November 2011
Read by 1969 persons
The question of salary is tricky for young graduates who prefer not to discuss it. Future employers, however, expect them to state their salary expectations during the job interview. It is therefore important to prepare to avoid any awkwardness or fumbling when answering this crucial question about income.
Salary expectations are always addressed at some point during the recruitment process. In principle, this question is usually asked towards the end of the process, but you need to be prepared from the start. It is not common for candidates to raise the subject of salary themselves during an initial interview, and those who start the interview by asking about income – "How much will I earn here?" – are putting their foot in it. Candidates should let the recruiters broach the subject. If salary expectations have still not been discussed in the second or even third interview, the candidate can ask the question during contract negotiation, as that will be the last opportunity to do so.
In a job interview, answers like "Salary is not important to me" or "It's hard to say, I don't know" make a bad impression and show a lack of professionalism. Often, candidates have no idea what they can ask for as a starting salary. Obviously, young graduates with little professional experience have difficulty in assessing their real market value. Surveys by the Swiss Federal Statistical Office on the gross annual income of young Swiss graduates by discipline provide a first idea of salaries and salary expectations. (http://www.statistique.admin.ch)
This information should, however, be treated cautiously, as it only reflects a statistical trend. Starting salaries can vary enormously depending on the sector, company, studies, region, and additional qualifications (internships, languages, IT skills...). Statistics are, however, useful as a reference point, in order to be able to quote a figure during the interview. In addition to individual qualifications, the size and sector of the company, as well as the specific areas of tasks and responsibilities are crucial in determining income.
Young graduates often have less room for manoeuvre in negotiations than experienced candidates. Companies know perfectly well how much they are going to pay their young employees. However, there are exceptions, particularly when a candidate has a very specific profile and a lot of practical experience.
The choice of first employer is crucial for the rest of one's professional career. I therefore recommend to young graduates to choose a first position that will highlight their strengths, where they can learn from qualified colleagues and benefit from personalized supervision. The starting salary then plays a secondary role. What counts is not what you earn at the beginning of your career (even if it impresses your friends and colleagues), but rather the progression you will have made five years later and what you will have learned. The salary difference with the following position will be all the more appreciated. If you feel underpaid and have already exhausted all possibilities of demonstrating your skills, you can ask for a raise as early as after one year. The annual performance review with your supervisor offers a good opportunity to raise the subject.
When a young graduate faces the dilemma of a dream job that is poorly paid but with excellent opportunities for advancement, I advise them to negotiate an automatic salary increase at the end of the probationary period during contract negotiations.
Success-and-career.ch
Posted online November 28, 2011
Salary expectations are always addressed at some point during the recruitment process. In principle, this question is usually asked towards the end of the process, but you need to be prepared from the start. It is not common for candidates to raise the subject of salary themselves during an initial interview, and those who start the interview by asking about income – "How much will I earn here?" – are putting their foot in it. Candidates should let the recruiters broach the subject. If salary expectations have still not been discussed in the second or even third interview, the candidate can ask the question during contract negotiation, as that will be the last opportunity to do so.
In a job interview, answers like "Salary is not important to me" or "It's hard to say, I don't know" make a bad impression and show a lack of professionalism. Often, candidates have no idea what they can ask for as a starting salary. Obviously, young graduates with little professional experience have difficulty in assessing their real market value. Surveys by the Swiss Federal Statistical Office on the gross annual income of young Swiss graduates by discipline provide a first idea of salaries and salary expectations. (http://www.statistique.admin.ch)
This information should, however, be treated cautiously, as it only reflects a statistical trend. Starting salaries can vary enormously depending on the sector, company, studies, region, and additional qualifications (internships, languages, IT skills...). Statistics are, however, useful as a reference point, in order to be able to quote a figure during the interview. In addition to individual qualifications, the size and sector of the company, as well as the specific areas of tasks and responsibilities are crucial in determining income.
Young graduates often have less room for manoeuvre in negotiations than experienced candidates. Companies know perfectly well how much they are going to pay their young employees. However, there are exceptions, particularly when a candidate has a very specific profile and a lot of practical experience.
The choice of first employer is crucial for the rest of one's professional career. I therefore recommend to young graduates to choose a first position that will highlight their strengths, where they can learn from qualified colleagues and benefit from personalized supervision. The starting salary then plays a secondary role. What counts is not what you earn at the beginning of your career (even if it impresses your friends and colleagues), but rather the progression you will have made five years later and what you will have learned. The salary difference with the following position will be all the more appreciated. If you feel underpaid and have already exhausted all possibilities of demonstrating your skills, you can ask for a raise as early as after one year. The annual performance review with your supervisor offers a good opportunity to raise the subject.
When a young graduate faces the dilemma of a dream job that is poorly paid but with excellent opportunities for advancement, I advise them to negotiate an automatic salary increase at the end of the probationary period during contract negotiations.
Success-and-career.ch
Posted online November 28, 2011
