Communicate salary idea

Imagine, or think back: you're sitting in an interview, you've had an enlightening conversation so far, and you're still enthusiastic about the position and the employer. Now you are asked, "What is your desired salary for this position?".

You know that other applicants will be examined besides you - if you play too high a poker, you will lose the opportunity, if you name a salary that is too low, the employer may doubt your competencies.

But what is an appropriate salary in your position? How can you know what the employer is willing to pay and should you already ask for the salary in the first round of interviews?

Know your market value.
There are numerous tools, tables and calculators on the Internet to display salaries. However, these are of limited use, especially for positions in higher management or for positions with a special educational background. So use these figures with caution, or only as a guideline for your salary negotiation. By the way, employees often settle on the average salary of such salary tables. At Batterman Consulting we often experience this with applicants from abroad who are not familiar with the Swiss salary level.

Various conversion factors are mentioned on the Internet and in forums. However, these are often not accurate. It is also important to weigh factors such as the lower tax burden and lower social security contributions as well as the cost of living in Switzerland. Many companies have an existing salary structure and salary band available for a role. In executive management, this band is usually higher and offers more leeway than for team leaders or project managers.
Still, you naturally want to arrive at the top of the pay band and not sell yourself short.

You need to become aware of what additional value you bring to the company. Since you need to stand out from your competitors in the candidate market, you can refer to your strengths in the salary negotiation, show how they will help the company and thus justify your salary expectation. Show your unique selling proposition.
Consider early on which of your skills and knowledge will help your future employer.

It can also help to look at the economic situation of the company. Sometimes companies are willing to pay higher wages if profits have been good in recent years. Of course, you should not mention this in the interview as a reason for your wage expectation, but rather keep it in mind as a calculation.

When to bring up the topic of wages?
It's true, asking about salary too soon can make you seem greedy. However, there is a monumental difference between actively applying for a new job and being approached by a recruiter about the position. In the latter case, don't be afraid to ask directly about salary - after all, a change has to be worth your while. As a rule, recruiters will also tell you directly what salary you can expect. You will usually be asked what you have in mind or what you would like to achieve in your next position, and you will then often be given a budget, since the salary is ultimately reflected in experience and diplomas.

... and if you are actively searching?
In this case, the salary should not be your biggest motivation. Finding a job, getting rid of the current employer or simply looking for a new challenge - the first priority here is the professional change. It is best to show that salary is also an important component only once you have been able to make it clear that you are primarily interested in the employer. A good time here is the second interview. If you have reached this hurdle, the employer will certainly be interested in you.


How to bring up the topic of wages?
The principle still applies that the employer addresses the salary issue. This is usually the case towards the end of the second interview. Instead of bringing up the salary itself, you can try to steer the conversation in the appropriate direction. For example, ask about the "general conditions," which can start with things like the time regulations, hours worked per week, etc. You can also ask about the benefits of the company for their employees - compensation is, after all, part of this.
When you realize the interview is coming to an end and you are asked if you have any further questions, you can also ask directly about compensation. At some point, the employer will have to tell you anyway.

Also note that it can be advantageous to give a salary range instead of a sum. This reduces the likelihood that you will go over budget. You can justify this range with additional benefits or a different work-life balance.

The "wage pain threshold
You may have been asked what your pain threshold is after you've revealed your salary expectations. Even though many career tips say, "When asked about your salary pain threshold, hang up," a recruiter may not want to try to talk you down here. Instead, your idea is probably over budget, but the company is still very interested in your expertise. However, the company may offer better benefits, training opportunities or a better work-life balance, which is why we recommend listening to the offer anyway. In this case, simply ask what the planned budget would have been.

ProTip
The longer you are in the application process, the more competitors you could leave behind. The company's HR department has turned down many other qualified candidates up to this point. Since such an application process consumes a lot of resources, the company also wants to fill the vacancy in a timely manner. So if you delay the salary negotiation as long as possible, you have a chance to earn an above-average salary.

Of course, the following still applies here: If you are asked about salary, it is best to specify a range that will allow you to fully live up to your performance at work in the future and that will make you feel valued for yourself and your job.