{"id":214,"date":"2020-06-16T16:00:59","date_gmt":"2020-06-16T16:00:59","guid":{"rendered":"https:\/\/resources.newhouse.syr.edu\/cdc\/?post_type=podcasts&#038;p=214"},"modified":"2022-05-10T16:40:29","modified_gmt":"2022-05-10T20:40:29","slug":"recapping-the-job-hunt-seminar","status":"publish","type":"podcasts","link":"https:\/\/resources.newhouse.syr.edu\/cdc\/podcasts\/recapping-the-job-hunt-seminar\/","title":{"rendered":"Providing salary requirements, and tips for salary negotiations"},"content":{"rendered":"\n<iframe loading=\"lazy\" id=\"kmsembed-1_9xpo6g3j\" width=\"480\" height=\"270\" src=\"https:\/\/video.syr.edu\/embed\/secure\/iframe\/entryId\/1_9xpo6g3j\/uiConfId\/45992161\/st\/0\" class=\"kmsembed\" allowfullscreen webkitallowfullscreen mozAllowFullScreen allow=\"autoplay *; fullscreen *; encrypted-media *\" referrerPolicy=\"no-referrer-when-downgrade\" sandbox=\"allow-forms allow-same-origin allow-scripts allow-top-navigation allow-pointer-lock allow-popups allow-modals allow-orientation-lock allow-popups-to-escape-sandbox allow-presentation allow-top-navigation-by-user-activation\" frameborder=\"0\" title=\"Kaltura Player\"><\/iframe>\n\n\n<article id=\"transcript-block_5ee8eed8587bf\" class=\"transcript--item\">\n\t<div class=\"transcript--item--toggle\">Show transcript <img decoding=\"async\" src=\"https:\/\/resources.newhouse.syr.edu\/cdc\/wp-content\/themes\/cdc-resources-theme-master\/img\/plus-solid.svg\" alt=\"Plus sign\" class=\"transcript--item--toggle--icon\"><\/div>\n\t<div class=\"transcript--item--raw\">\n\t<p><strong>Making It a Reality #7: Providing salary requirements and tips for salary negotiations<\/strong><\/p>\n<p>Today we\u2019re going to talk about salary requirements and talk about some tips for salary negotiations. When employers ask you to state your salary requirements, it\u2019s usually during the application stage or during interviews. Usually what they\u2019re looking to do is just eliminate candidates who are out of their salary range or who are being unrealistic about the going-rate for that type of a position. What you really want to do here is give a range and not a specific number. Put your minimum price at the low end and to do this you have to think about what your bare minimum is. What is the lowest salary you could and would accept for this role? You have to factor in your experience and the cost of living in a geographic area \u2013 those type of things. So let\u2019s say $44,000 is the lowest number you would take for a position. Based on your experience and your location, what you want to do is state mid-to-upper 40\u2019s as your desired salary. So 44 is really low 40\u2019s and you kind of want to bump things up a little bit so shoot higher than your bare-minimum price. And you don\u2019t have to give numbers that are really specific like I said, you could say \u201cmid to upper 40,000\u2019s.\u201d<\/p>\n<p>Be less concerned with low-balling here. While you certainly don\u2019t want to grossly under-sell yourself, asking for less than what they\u2019re considering to pay isn\u2019t really a reflection of you being poor quality. They\u2019ve already budgeted for this amount of money, they have an idea of how much they want to pay. So even if you say a price that\u2019s slightly lower than that, they\u2019re not going to go, \u201cOh great! We\u2019re just going to pay you that.\u201d Usually there\u2019s already a bare minimum that they\u2019re going to pay you, so I wouldn\u2019t worry about that low balling it\u2019s really a myth. What you can do is you could say something like, \u201cAs for salary requirements, I\u2019m looking for something mid-to-upper 40\u2019s.\u201d Or whatever is appropriate for your field, your position, the geographic area and the size of the company that you\u2019re applying to.<\/p>\n<p>To know what range to give though, you have to do a little bit of reconnaissance before you head into your interview or even before your application if they\u2019re asking for it there. The best way to really find salary ranges is through networking. Here\u2019s where networking is, once again, a crucial tool in your job search. You\u2019re obviously not going to ask people out right what they\u2019re making, but you want to find out if you\u2019re in the right ballpark. So, for instance, you can ask a contact in the field, somebody who is working at that company if you\u2019ve developed a relationship with that\u2019s appropriate, or someone at a similar company who would be familiar with that kind of work in that geographic area. What you can say is something along the lines of, \u201cHey, I\u2019m going to get that inevitable salary question. Am I out of line if I\u2019m asking for mid-to-upper 40\u2019s for this type of a position?\u201d So again, you\u2019re not asking what the person makes or what they even started out making or if they had that role before what they were making. That would be crossing a line. But what you\u2019re doing is asking if a range is appropriate \u2013 that\u2019s a big difference there. Professional organizations will also do salary surveys but you have to usually be a member to get that information. There are websites out there that can help you with salary ranges as well. Two that seem to be pretty big right now would be salary.com, which I tend to find for communications roles that it skews a little high, and the second is glassdoor.com. I like Glassdoor personally just a little bit better because I\u2019ve been solicited by the sight to give information on past employers so I know they\u2019re actually going out and asking people about their salary. I put value in that. If you do use one of these salary surveys though, like I said, they can skew a little high so take it down several notches. And again, the best way to find reliable and realistic salary information is really through networking.<\/p>\n<p>One thing I should bring up though is that nonprofit work can be a bit different. We do have a good number of alumni who go into the nonprofit field. So when it comes to salary and nonprofits, you have to remember that a lot is based on the budget and size of the organization. So your larger nonprofit organizations will have better pay and more competitive benefits, but then the smaller nonprofits, with maybe a budget of less than $10 million, that is probably going to be paying a bit lower. The same goes for charities where money is coming from a lot of contributions, salaries are probably going to be a little bit smaller. For nonprofit research, you\u2019re probably want to check out guidestar.com. That\u2019s a website that has the 10-99 tax forms that are submitted by nonprofits and that will also include information on top salaries and budgeting. That gives you a little bit of a benchmark and there is an option to upgrade there but you don\u2019t have to pay the upgrade fee. Pretty much what is available on that free report is enough \u2013 it will give you a little bit of an idea about what their budget picture looks like. Another thing you can do for nonprofit research is look in the Association\u2019s Yellow Book. That\u2019s actually the name of the book but you can find that in any big library. That publication includes the budget size for the organization. Another thing you can do is get a copy of the organization\u2019s publication if they have one. If you see a lot of ads in the back, that\u2019s different than contributions and that means they have sales money and that\u2019s usually a good sign that you can get a little bit more because the publication is bringing in some revenue. I think overall, you can play it a little coy when it comes to salary range. You can say it\u2019s negotiable, as I said earlier in \u201cState a Range.\u201d When it comes to nonprofits, my experience has been if they\u2019re asking about salary range in the beginning, it\u2019s one of the first things they ask you, the job probably doesn\u2019t pay very much because they don\u2019t want to spend time talking to a lot of candidates and getting their hopes up to find that their salary is going to be a little too low for you. If they have a small budget, they don\u2019t have a lot of flexibility in that so they won\u2019t be able to offer you the position or at least they know you won\u2019t accept it if they did.<\/p>\n<p>Regardless of the type of company, when you are made an offer, I do recommend sleeping on it. Don\u2019t take something right away. And what you want to do to be able to sleep on it is employ what I call a \u201csandwich technique.\u201d Basically what we\u2019re doing is we\u2019re bookending a request for a little bit more time with some real positivity. I would start it out by expressing excitement, enthusiasm and flattery, you know, \u201cthank you so much. I\u2019m so excited to be offered such a great opportunity.\u201d Then you want to ask for more time. You can blame it on your family or something else personal with, \u201cI just promised my family that I would run this by them before I make any official decisions.\u201d And then ask, \u201cWhen do you need to hear back from me?\u201d If you\u2019re juggling multiple offers, have a quick listen to our short podcast on the list about juggling multiple offers because that list would come in handy here.<\/p>\n<p>If you are made an offer and it seems to low, you are going to have to keep in mind that you are going to have to qualify why you believe you\u2019re worth more. This has to be skills or experience based. I realize that you also have to consider your own personal cost of living, your student loans, your car payments and any of those other expenses aren\u2019t going to be a good basis to ask for more money. You can\u2019t say, \u201cI really need $2,000 more because I have my car payment.\u201d That\u2019s not going to fly. What you have to do is look at your experience and see you know do you have experience doing a certain kind of work that would be valuable in this new position, or do you have a certain proficiency and especially a technical ability with a certain program or anything that technically oriented that you could use to say that this warrants more pay.<\/p>\n<p>The last thing that really comes up is relocation. Some companies, especially really big ones, will offer relocation but it\u2019s usually not at entry-level and it\u2019s usually in major markets. So, big cities for big companies. Relocation is sort of its own issue. Companies usually have a pretty firm policy on it: either they do it or they don\u2019t. There\u2019s really no middle ground. This is something you can talk about when discussing salary. You can ask if relocation is included or if it\u2019s a benefit, and they will probably let you know loud and clear if that\u2019s a possibility. If they do and they\u2019re curious to know what you\u2019re looking for amount-wise, and this is rare since they usually have a fixed or ballpark amount but it doesn\u2019t hurt to prepare, you can do your own preliminary research on what it would cost you to get there in terms of a moving truck, getting a moving company or gas prices. But know that most companies, especially smaller ones or places that were hit in the economic downturn like magazines or nonprofits, they usually won\u2019t pay relocation. If they do, they probably won\u2019t pay for the whole thing. But, it\u2019s always good to ask and it certainly can\u2019t hurt.<\/p>\n\t<\/div>\n<\/article>\n","protected":false},"excerpt":{"rendered":"<p>Providing salary requirements and having to talk about what you think you deserve to earn can be intimidating for many people. In this episode of the Making It a Reality podcast, Kelly Barnett discusses the best way to position yourself during the application and interview phases and how to ask for more money if you feel like you&#8217;re being low-balled.<\/p>\n","protected":false},"featured_media":0,"template":"","tags":[16,13,12],"podcast-series":[7],"acf":[],"_links":{"self":[{"href":"https:\/\/resources.newhouse.syr.edu\/cdc\/wp-json\/wp\/v2\/podcasts\/214"}],"collection":[{"href":"https:\/\/resources.newhouse.syr.edu\/cdc\/wp-json\/wp\/v2\/podcasts"}],"about":[{"href":"https:\/\/resources.newhouse.syr.edu\/cdc\/wp-json\/wp\/v2\/types\/podcasts"}],"wp:attachment":[{"href":"https:\/\/resources.newhouse.syr.edu\/cdc\/wp-json\/wp\/v2\/media?parent=214"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/resources.newhouse.syr.edu\/cdc\/wp-json\/wp\/v2\/tags?post=214"},{"taxonomy":"podcast-series","embeddable":true,"href":"https:\/\/resources.newhouse.syr.edu\/cdc\/wp-json\/wp\/v2\/podcast-series?post=214"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}