Ralph writes:
I was hoping for some advice on determining a salary requirement for a service center manager for a distribution center. The duties are: Supervise two technicians, a warehouse parts puller, and administrative worker.
I have searched but still no answer. What do you recommend since I sent the cover letter and resume and afterwards the request for a salary requirement follows. They are asking me to do their dirty work, right? Can you recommend an appropriate website?
The Career Doctor responds:
Your instincts and efforts are right on target. In order to be more successful in your job-search, you must do the research required.
Job-seekers should always know their value in the workforce as well as the value of any job you are seeking.
It’s most likely not that the employer does not know how much to pay the service center manager — so you are not doing the research for the employer — but, rather, the employer wants to use the salary requirement as a tool to screen job-seekers.
A request for a salary requirement usually means job-seekers end up in one of three classifications: overpriced or overinflated, in the ballpark, and too low or inexperienced. And you can guess where the employer goes to choose who they interview for the position.
So it’s your responsibility as the job-seeker to conduct the necessary research so that you have a rough idea of the salary range of the position. Of course, the best way to get the information is to have a network contact on the inside of the company who can get you the information. If you are not that lucky, you should turn to industry salary studies and online resources such as salary.com.
Once you’ve done the research, you need to decide if this position is right for you — in terms of career and salary progression. If so, instead of giving a specific salary amount, give a range. For example, if the average salary for this type of position is $35,000, you might suggest a salary range “in the thirties” or “the mid-thirties.” Of course, you can go totally around the subject by responding that you know the company will pay industry average or better — and put the ball back into the employer’s hands… though this strategy is riskier because of the sorting system I mentioned above — and the fourth category I didn’t mention: job-seekers who did not respond specifically to a request for salary.
Learn lots more - and get some great tools and resources — in this section of Quintessential Careers: Salary Negotiation and Job Offer Tools and Resources.
Leave a comment