The dreaded salary discussion The Unemployment Line

by Cynthia Baxter

I’d rather eat dirt than negotiate a salary.

I used to be a media buyer. I negotiated rates with TV and radio stations on a regular basis. And I was good. One might think I would enjoy the game of negotiating, but I don’t.

Preparing for salary discussions is something I take seriously, though. I’ve done online research, checked out library books – I’ve even queried an acquaintance who’s a technical recruiter.

I understand companies want the best possible employee for the lowest possible price. What I don’t understand is why so many of them insist on knowing my salary requirements upfront. I know: Budgets dictate. But I’m certain I could have positively impacted the bottom lines of many companies had they not ruled me out so quickly.

I know employers are just as likely to dismiss a candidate for requesting a salary that’s too low as they are one whose request is too high. Stating a broad salary range is the best bet. But the numbers can’t be random. Even with resources like Salary.com or Payscale.com, pinpointing a realistic salary is a challenge, particularly when companies use creative job titles, like “masterful communicator” or “software evangelist.”

I don’t ask for much: a fair market salary for the high-quality service I provide.

Months ago, when I applied for a position with a marketing firm, I decided not to dilly-dally when the topic of salary came up. I knew the going rate for the senior-level position, so I responded to the recruiter with a salary range that I knew would fly. And it did. I was quickly offered an interview with the company president. That interview led to another, preceded by lots of prep work, including personality testing and a lengthy job application. All went well, except for my stressing over the salary questions on the application.

Should I leave them blank? Should I inflate the numbers? I consulted with my husband who was just as stumped as I was, so I called my mom. She said, “Your previous salaries are none of their [blankety-blank] business.” However, part of the application also required that I agree any omissions would be “sufficient cause for cancellation of [the] application or immediate termination of employment.”
The technical recruiter I contacted suggested I inflate my past salaries a bit. But most of the information I found online indicated honesty was the best policy. So I responded honestly.

What really bites is that I didn’t get the job. The president decided to go with a candidate who would bring clients along. Since I hadn’t worked for an agency in over four years, I couldn’t compete with that. But in my mind, the real reason I didn’t get the job was because I would have made a considerable jump in salary, despite having the experience and skills to succeed in the position.

Whatever. I’m done obsessing about it. My next employer will realize my value – and we both will reap the rewards of a perfect partnership.