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With respect to salary requirements, I am flexible, and I think a fair market rate would be equitable to both sides.
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Hello <name>:
<secretary name> is not at fault here. A salary history has not been included in any of our communications. I hope I can be helpful anyway.
I haven’t included a salary history because I believe each job and job holder should determine the compensation value. I will say this: I am looking for a fair offer, not a get rich offer, just as you’re seeking experienced professional performance, not careless rookie performance. As to my history, I was paid fairly by <former employer>, and I would love to entertain a fair offer from my next employer.
I hope you will find this helpful, and not coy. I am earnestly interested in hearing more from you.
Yours,
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Here are a couple examples of how I handled the question. In my estimation, salary requirements (for me, ymmv) are more of a tool to weed out applicants, not include. Seriously, they know you want the most money. Seriously, they want to spend the least money. That's a given, and both sides know it. They also know how much they want to pay and you might not. For a posted public sector job, you might know. If it's published, why would they be asking anyway? Are they wondering if you'll hold them hostage for a higher number?
So, I agree with Clodfobble. Defer this conversation as long as possible, even until after a written offer has been tendered. **Then** we can talk turkey.
By the way, I got the job referenced in the second letter. :thumbsup: |
