"The New Rules: When to Talk Money When Interviewing"
The Business of Furniture - 3/29/17 Edition
Stephen Says Column

Dear Stephen:

 
 What’s the deal with asking a prospective employer about the salary for a job you are interviewing for? In other words, at what stage of the interview process can a candidate ask the employer how much they can pay for the position?
 
 Sometimes I go on an interview to learn about a job, and they do not hesitate to ask me what I made last year or “what I am looking for” salary-wise. After I let them know how much I made and what I’m looking for, they usually just move on with the interview. I have been assuming since they know how much I make and how much I want to make, and because they don’t stop the interview process they can pay me what I want or more. I am beginning to learn that my ask seems to have little to do with what I’m offered. Why is that?
 
 Sometimes money doesn’t come up until the end of the interview process, which can take weeks, or even until I receive an offer, and so far whenever that happens I am offered the same money I was making or less. I always pass on these offers because I want to make more money if I am going to change jobs. I can’t help but feel these companies are wasting my time. Why ask me what I am making if you’re going to lowball me?
 
 With the economy heating up and unemployment at an all-time low, do employers really discount salary altogether when thinking about what will make people change jobs today? When I’ve raised this point with HR or the hiring manager, they always come up with some line like: “We don’t want it to be just about the money.” Really? Tell that to the bank who holds the mortgage on my house. How can a candidate handle this better from the start?
 
 Yours,
 Give Me a Break, Or More Money!
 
 

 Dear Give Me a Break, 

 As soon as you hear a prospective employer say, “We don’t want this to be just about the money,” I advise you to run the other way. This is just euphemistic babble for “we want the best people we can get for unfair wages.”
 
 These companies are still carrying a recession mentality and think that if they create a good brand it can make up for not paying a competitive wage. I see it all the time. The vast majority of companies in this industry can afford to pay you a fairly. Any company that tries to get you at a discount is not the type of company you want to work for. They are cheats. Plain and simple. And it is not just about salary, you should be comparing benefits from day one, as well. That means good medical, dental, a 401K and reasonable vacation time.
 
 As far as bringing this up in interviews, you have to be bold. Especially if you have an amount in mind — and you always should have an amount in mind — let them know what it will take to get you. It is true during hard times money was the last thing one brought up; you were lucky to get an interview, let alone a job offer, and it wasn’t worth the possibility of scaring employ- ers away. Those days are gone. The etiquette of this sort of thing evolves with the economic climate, and I have answered this question differently in the past. Today, smart employers recognize the lay of the land and will often ask you for your W2 or maybe even a pay stub. Any company worth your time will understand they need to offer a high-performing employee, whom they want, a higher wage or some other benefit to get them to switch jobs.
 
 Still, it is important to be very clear about what you want during the interview process. I get mess- ages all the time from shocked employees who receive offers after detailing their pay history in the same range they are currently making. The interviewer can’t read your mind! If you’re think- ing you would need at least a 20 percent increase on your base salary but keep that information to yourself, then you don’t have the right to be offended or indig- nant when they come with an offer 5 percent higher than your previous base. Just like in any relationship, it saves everyone a lot of time if the communication is clear.
 
 With that in mind, here is your script until further notice: “My W2 for 2016 was X, on a base of X. I get three weeks of vacation and contribute X toward medical. To consider a change I would need to increase my base by 15 per- cent and not pay more than X for medical. Is that possible here?” Simple right? If it is a turnoff for the prospective employer then too bad, you’re wasting your time anyway.
 
 Of course, there are still compa- nies that are struggling and might not have the capital to hit your ask. And even companies that are doing well usually have fairly strict budgets for certain salaries and a companywide benefits sys- tem, neither of which are likely to change no matter how much they may like you. The good em- ployers who can’t afford you will come right out and tell you that. Accept this answer because it is a good answer! Instead of wasting your time, this company laid the cards on the table. Say thank-you very much and keep looking. I cannot tell you how many candi- dates write me furious that when they told a prospective employer how much they were currently making the employer said, “Thanks for your time, but we won’t be able to afford you.” These candidates are frustrated and angry, but they should really be grateful to these companies for not wasting their time.
 
 Even if companies can’t afford your salary, it isn’t always worth giving up on them. If they can’t increase your base by much (or at all), it doesn’t mean they can’t put together a package that ap- peals to you. Maybe they can offer better health care, a higher commision rate or a big signing bonus. Who knows? Companies can get creative if they want to. The hiring managers do not usu- ally make these calls, so putting all these numbers on the table by the end of the second interview is a Viscusi-must. That gives the HR manager time to build a package that works for all parties. If they think you’re asking too much or are being too forward, but still try to get you, they had no intention of giving you a fair deal anyway. If they say they want you to buy into their culture and brand, which involves mak- ing sacrifices for the company, that’s code for “we can’t pay you a competitive wage, but enjoy the nap room, pool table and eating your lunch while you work at your desk!” Remember, you can’t pay your mortgage or rent with those perks — that is a bunk deal!
 
 Stephen
 
 You can send your workplace questions to Stephen at: StephenSays@bof.press.
 
 Questions selected to be answered, will appear in this column. Please use the subject: Stephen Says for all emails. Stephen Viscusi is a bestselling author, television personality, and CEO of The Viscusi Group, global executive recruiters located in New York. Follow Stephen on Twitter @WorkplaceGuru. Like Stephen on Facebook; and follow him on LinkedIn.