What is your salary expectation? This is a common question most job seekers face in interview rooms.
Undoubtedly, it’s a question that can determine whether a recruiter hires a candidate or not. According to Simon Ingari, a recruiter, job seekers should avoid immediately giving a figure when asked about their minimum acceptable salary.
In a post on X, Ingari argues that candidates should first establish what the job actually entails before putting a price on their services.
Instead of responding with a figure such as Sh80,000, or offering a range such as Sh80,000 to Sh100,000, he recommends asking the employer to explain the role and disclose its approved salary range.
“Before I share my salary expectations, I’d appreciate understanding the actual scope of the position, including the day-to-day responsibilities, performance expectations, and what a typical working day looks like compared to particularly busy periods. Could you also share the approved salary range for this position? That would help me determine whether we’re aligned,” he says.
Understand the job first
Ingari advises job seekers to understand the job first, ask about the employer’s budget, establish personal salary expectations and negotiate the overall package.
He says candidates should seek clarity on what the position involves beyond the job advert. Questions can include what a normal working day looks like, how workloads change during busy periods, the performance targets attached to the role and whether the employee will supervise other staff or take on responsibilities outside the advertised position.
Candidates can also ask what success would look like during the first six months and what challenges the person taking up the role is likely to encounter.
According to Ingari, this matters because the responsibilities described in a job advert may not always capture the full demands of the position.
A role presented as an administrative position, for example, could involve managing employees, overseeing several functions or responding to emergencies outside normal working hours.
“The job advertised and the job you’ll actually perform are not always the same,” Ingari says.
Ask about the salary range
Once the responsibilities are clear, Ingari recommends asking the recruiter or hiring manager about the salary budget.
“Thank you for explaining the responsibilities. Could you share the salary range budgeted for this position?” he suggests.
If the employer does not disclose the figure, a candidate can ask whether the approved compensation band can be shared to establish whether both sides’ expectations are aligned.
However, Ingari notes that employers may decline to reveal their budgets. In such a case, candidates should not turn the interview into a dispute. Instead, they should provide an expectation informed by the responsibilities discussed.
For instance, a candidate could say: “Based on the responsibilities you’ve outlined, particularly the team management, operational targets, and additional duties during busy periods, I’m targeting a salary between 130,000 and 150,000, depending on the overall compensation package.”
Why the first figure matters
Ingari cautions against revealing a minimum acceptable salary too early because it can become the starting point for negotiations.
If an employer has budgeted Sh150,000 for a position but a candidate says they would accept Sh80,000, the eventual offer could be substantially below the employer’s available budget.
Similarly, giving a range such as Sh80,000 to Sh100,000 may signal to the employer that Sh80,000 is acceptable, potentially making the lower figure the basis of negotiations.
A very wide range, such as Sh80,000 to Sh150,000, can also raise questions about how the candidate arrived at their expectations and leave significant room for negotiation towards the lower end.
Don’t anchor your next salary on your current pay
Another point in Ingari’s advice is that candidates should not automatically calculate their expected salary as a percentage increase on their current earnings.
A worker earning Sh80,000, for example, might ask for a 20 per cent increase and settle at Sh96,000 even when the new employer has allocated Sh150,000 for the role.
The recruiter argues that a person’s current salary reflects the compensation decisions of their existing or previous employer and may not accurately represent the value or responsibilities of a new position.
Candidates should therefore assess the new role independently, taking into account their experience, skills, responsibilities and the complete compensation package.
Look beyond the basic salary
Salary negotiations do not necessarily have to end with the basic pay. If an employer cannot increase its offer, Ingari advises candidates to consider other components of compensation.
These could include performance bonuses, medical insurance, additional leave, flexible working arrangements, transport or housing allowances and a structured salary review after probation.
Also Read: Mistakes not to make when answering “Why are you interested in this position?”
