COMPENSATION
With few exception, it is never in your interest to initiate questions
about salary and related compensation issues such as benefits, vacation,and holidays. No matter how you frame the questions, you come off
looking greedy and fixated on what the company can do for you instead
of what you can do for the company. Any discussion about these issues
will distract the interviewer from your qualifications and how you can
help the company.
Yes, money and benefits are important. I guarantee you will have this
conversation after the company expresses an interest in you. Your bargaining
position will be much stronger then, so just resist asking about
money and concentrate on showing that you understand the company’s
challenges and can help solve them.
On the other hand, let’s be real. Money is critical, so why should it be
so awkward to acknowledge that fact? True, most career counselors and
job-hunting experts suggest it is taboo for you to ask about pay before
the interviewer does, but I think it’s possible to be too rigid on this point.
Occasionally it may make sense for the candidate to initiate a relaxed conversation
about pay issues at an early point in the interview. Any reasonable
person would expect rate of pay, health benefits, and what constitutes
the workweek to be important topics. To pointedly ignore them diminishes
the honesty of the relationship between the candidate and the interviewer,
surely not an auspicious way to start a relationship with someone who
may become your immediate supervisor and mentor.
There is one exception when issues of pay should come first, not last.
That exception refers to salespeople who are paid by commission, not
salary. With salespeople, the acknowledged desire to earn a high income
is considered an unalloyed virtue. Companies actually like to see a reasonable
level of greediness in their salespeople. The system is set up so
that salespeople make money only if they earn the company a lot more
money. Thus if you are interviewing for a sales job, it can be appropriate
for you to raise the issue of commissions, royalties, quotas, and other
compensation issues early on in the interview.
SELF-LIMITING QUESTIONS
These are questions that appear to put your needs before those of the
employer. You may have legitimate issues around matters of hours,
transportation, medical requirements, education, and accommodations
of all sorts. But it is rarely to your advantage to initiate these issues before the employer has expressed an interest in you. Rather, wait until you
have indications of real interest from the employer. The interviewer will
eventually ask you a question such as, “Are there any other issues we
should know about before taking the next step?” It’s at that point you can
more safely bring up the issues you have in mind.
In other words, be sure that the question you ask doesn’t raise barriers
or objections.
For e.g:
Is relocation a necessary part of the job?
The very question raises doubts about your willingness to relocate. Even
if the person selected for the position is not tracked for relocation, the
negativity of the question makes the hiring manager wonder whether
you are resistant in other areas as well.
If the issue of relocation is important to you, by all means ask, but
go with a phrasing that reinforces your flexibility, not challenges it:
I’m aware that relocation is often required in a career and I am
prepared to relocate for the good of the company as necessary. Could you
tell me how often I might be asked to relocate in a five- or ten-year period?
I’m aware that relocation is often required in a career and I am
prepared to relocate for the good of the company as necessary. Could you
tell me how often I might be asked to relocate in a five- or ten-year period?
Here are a few more examples of self-limiting questions and the comments
of recruiters who fielded them:
Is job-sharing a possibility for me?
Possibly, but does this mean you can’t give us a commitment for fulltime
work?
Can you tell me whether you have considered the incredible benefits of
telecommuting for this position?
Why do you want to get out of the office before you have even seen it?
I understand that employee paychecks are electronically deposited. Can
I get my paycheck in the old-fashioned way?
You are already asking for exceptions. What’s next? And are you afraid
of technology?
I won’t have to work for someone with less education than I have,
will I?
You clearly have a chip on your shoulder. Why should we take a chance
that you don’t have other interpersonal issues?
The job description mentions weekend work.Are you serious or not?
We’re serious about the job description. We’re suddenly less serious
about you.
You get the picture. Don’t raise red flags. Once the interviewers has decided
that you are the right person for the job, you will find the employer
to be much more accommodating about issues like these. Wait
until after you have the offer in hand before you raise these questions.
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