When Is the Right Time to Discuss Salary?

It's one of the most asked-about topics in the interview process - When is the right time to ask about salary and benefits? How soon is too soon? Can an applicant wait too long to bring up this important topic? 

A TRUSTED PARTNER 

Working with a recruiter to secure your next healthcare-related position can significantly ease the concerns noted above. As your advocate in this job search, part of their duty is to guide you in the when and how of salary discussions. The recruiter has already taken time to get to know you as a person and as a healthcare professional. He/she has also become familiar with your salary history, career goals, and expectations for future positions.  

As you build a rapport with your recruiter, being honest and transparent is critical. Being well-versed in your work experience, accomplishments, education, and training is vital. It will help you sell your strengths, skillset, and knowledge effectively as they pertain to each potential job scenario. These past successes, also noted on your resume in bulleted details, can be further emphasized during the interview process.  

IN THE KNOW 

Being privy to information not necessarily available in job listings enables your recruiter to steer you toward opportunities that fit well with your skillset, career goals, and salary expectations. The advantage of this type of "inside track" means a candidate should not feel the need to bring salary into the discussion too soon, knowing the recruiter has utilized information from both sides of the hiring table to initiate this interview opportunity.   

In answer to the 'when' question, Melissa Shutrump, Executive Recruiter with LeaderStat, says, "Not on the first interview unless the employer brings it up." 

What if the interviewer broaches the salary and benefits discussion during the first interview? In that case, Shutrump advises, "If the client initiates a discussion on the first interview, do not deviate from what you have already told your recruiter. You don't want to have any inconsistencies which can result in the employer potentially developing trust issues."   

By the second interview, it is usually acceptable to discuss compensation. Keep in mind that your recruiter has already expressed your desired salary and your current package to the client.  

SHARE YOUR STRENGTHS 

When the discussion turns to salary range, be prepared to discuss the value you would bring to the company. Your current salary package may also become a part of the conversation. Let tact be the guiding principle. Strive to express your interest in the job, framing the discussion on the strengths you would bring to the position rather than the salary expectations. You must make the employer feel confident that you are there for more than just the paycheck. 

Working with a recruiter results in numerous advantages for both the client and the candidate, including— 

• Less time wasted on interviews that will not result in good-fit hires. 
• Faster filling of open positions as the recruitment process draws the most suitable candidates. 

• More productive interviews, which can delve quickly into connecting the position's responsibilities with the candidate's skill set. 
• Pre-interview salary awareness that removes the awkwardness of "cold" salary and benefits discussions 

What is the best way to address your concerns about salary and benefit discussions? Partnering with a trusted recruiter.