Why the salary expectations question matters

Salary conversations are not just about numbers, they shape candidate experience and employer reputation. Asking about salary expectations benefits employers by:

• Saving time: Identifying mismatched expectations early avoids pursuing candidates whose target compensation exceeds budget.
• Providing benchmarks: Candidate responses help employers validate pay ranges against market expectations.
• Building transparency: Direct conversations about pay build trust and reduce the risk of surprises later.
• Supporting fairness: Structured questions promote consistency across candidates, which helps reduce pay inequities.

How to set realistic salary ranges

Before asking candidates about expectations, consider building a compensation strategy by conducting market research using reliable salary benchmarks, industry reports and competitor postings. This helps ensure your ranges reflect current conditions and talent availability.

Internal equity is just as important. Compare proposed ranges with current employee pay to maintain fairness. Employers should also consider remote work policies and cost-of-living differences that may affect what salaries are competitive in one region versus another.

Finally, build ranges that account for different experience levels, from entry-level to senior staff and include total compensation such as benefits and bonuses. This preparation gives employers confidence when discussing salary and reassures candidates that ranges are fair.

When to ask about salary expectations

Many employers choose to raise the question regarding salary expectations during a phone screen, where it feels natural to align on budget without prior to the interview with the hiring manager. You may also consider in the initial application, which can help filter candidates quickly. When you choose to ask, consider applying it consistently across roles to ensure fairness.

How to ask the salary expectations question

Employers should approach salary discussions with professionalism and empathy. Consider these best practices:

• Use neutral language. Instead of “What do you want to make?” try, “What salary range would you expect for this role?”
• Frame in context. Mention the job title, responsibilities and location before asking to help candidates provide a realistic response.
• Give flexibility. Encourage candidates to share a range rather than a single number.
• Avoid pressure. Let candidates know salary is one factor in the overall package, which may also include benefits, bonuses and flexibility.

What to do if expectations exceed your budget

Not every candidate’s expectations will fit within your compensation range. Employers can start by being transparent about their budget and explaining how ranges were set. Sharing details about benefits, development opportunities or career paths can also offset lower base salaries and demonstrate the overall value of the offer.

If alignment is still out of reach, the best course of action may be to move on respectfully. Closing the conversation on a positive note preserves relationships and keeps the possibility of future opportunities open.

Common mistakes to avoid

Employers sometimes undermine their own hiring process by mishandling salary conversations. One common mistake is asking the question without preparing a defined budget, which signals disorganization. Others include being overly rigid, focusing only on base salary while ignoring total rewards or raising the topic too early, which risks alienating candidates.

Inconsistency is another common mistake. Asking some candidates but not others introduces fairness concerns and can create compliance risks in jurisdictions with pay transparency laws. Avoiding these mistakes helps employers project professionalism and fairness, both of which support stronger hiring outcomes.

The salary expectations question can be challenging, but with preparation and consistency it becomes a valuable tool. Employers who research ranges, ask with empathy and maintain transparency set themselves up to attract and retain top talent. By approaching the conversation as part of a larger partnership, you build trust with candidates and reinforce your employer brand.