Benzinga - by Adam Eckert, Benzinga Staff Writer.
Employers are becoming more transparent when it comes to disclosing salary ranges on job listings. One former recruiter has a tip that can help you leverage that information to boost your pay.
What To Know: New York City-based recruiter Chanelle Howell has interviewed hundreds of job candidates throughout her recruiting career.
She previously worked as a recruiter for Goldman Sachs Group (NYSE:GS) and Bridgewater Associates before starting her own consulting company, according to CNBC.
There’s a simple question everyone should ask in a job interview that can help unlock higher salary opportunities. If you are applying for a job that has a salary range of $100,000 to $150,000, for example, you should ask the recruiter what skills and experiences separate the $100,000 candidate from the $150,000 candidate, Howell said.
“The key is to push your potential employer to quantify exactly why someone deserves that dollar amount and then to create your story around that,” Howell said.
Asking that simple question should prompt the interviewer to explain their compensation approach. The hiring manager is likely to then point to requirements such as several years of experience in a particular field, management experience of a certain number of people or expert-level skills in certain areas, she explained.
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As a prospective employee, you can use that information to craft your responses during the rest of the interview, Howell said, adding that you should be thinking about specific skills and accomplishments that show you qualify for higher pay based on the requirements the interviewer provided.
Once you “get them to give you the answers,” you can “use their literal words to justify why you deserve more money,” Howell said.
The report indicates that more and more states and cities are passing pay disclosure laws that require employers to disclose pay ranges in job listings. If you live in an area where it is not required by law, you can still ask potential employers to share pay ranges and even mention legal changes in other regions, Howell said.
She explained that job candidates should ask for pay range information during their initial communications with the recruiter so that you can ultimately build a case for why you deserve more money. Howell has seen this strategy pay off “time and time again,” she said.
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Photo: Sue Styles from Pixabay.
This story is part of a new series of features on the subject of success, Benzinga Inspire.
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