Among the many questions asked during a job interview or on an application form, few cause more hesitation than: “What is your desired salary?” This question may seem simple, but it carries weight. Answering it too high could disqualify you; too low, and you risk being undervalued. Yet, with preparation, clarity, and the right mindset, this question becomes an opportunity rather than a trap.
To begin with, it’s important to understand why employers ask this question. Their primary aim is to determine if your expectations fit within their budget and if you understand the market value of your role. According to Alison Doyle (2021), a job search expert at The Balance Careers, recruiters often want to filter candidates early by aligning expectations with internal pay scales. They are also assessing how you view your own worth.
The best strategy starts with research. Knowing what professionals in your field typically earn—especially in your country or region—equips you to respond wisely. Online platforms like Glassdoor, Payscale, and local job portals such as Jobinrwanda.com offer valuable insights into salary benchmarks. A 2023 report by Payscale notes that candidates who research salary data before interviews are more likely to negotiate successfully and secure compensation that reflects their qualifications.
However, research alone is not enough. You must evaluate your own value by considering your years of experience, relevant skills, education, and certifications. As Lindsey Pollak (2020) points out in her career development work, being confident about your worth is not arrogance—it’s professionalism. Employers respect candidates who are self-aware and can justify their expectations with solid reasoning.
When it comes to how you present your salary expectations, experts advise offering a salary range, rather than a single number. For example:
“Based on my research and experience, I would expect a salary in the range of RWF 500,000 to RWF 700,000 per month, depending on the responsibilities and the benefits included.”
This approach shows flexibility, leaving room for negotiation, while also setting a reasonable expectation. Jack Chapman (2015), in his work on salary negotiation, suggests that whoever names the first figure often gives up a strategic advantage. That’s why, when possible, it’s better to turn the question back to the employer by saying something like:
“I’d prefer to understand the full scope of the position before discussing compensation, but I’m confident we can agree on a fair salary based on my qualifications and the responsibilities involved.”
Sometimes, particularly in application forms, you may be required to enter a number. In such cases, entering a carefully researched range or mid-point with a note (e.g., “Negotiable”) can be an effective compromise.
Additionally, it’s important to think in terms of total compensation, not just base pay. A position offering a lower salary may include valuable benefits such as health insurance, transport or housing allowance, professional development support, or annual bonuses. As noted by Lee and Fernandez (2020), modern compensation includes both financial and non-financial incentives, and candidates should approach offers holistically.
On the other hand, there are several common mistakes to avoid. Do not say things like “Whatever you’re offering is fine” or “I don’t know.” These responses signal a lack of preparation or self-awareness. Similarly, avoid quoting unrealistic figures without justification, as they can make you appear out of touch with industry standards.
Here’s a sample response that combines the above strategies and reflects professionalism:
“Given my background in [insert your field] and the scope of responsibilities outlined, I believe a salary in the range of RWF 600,000 to RWF 750,000 per month would be fair. Of course, I’m open to discussion based on the overall benefits package and performance expectations.”
Ultimately, answering the salary question well is not just about the number. It’s about communicating your value confidently, understanding the role, and expressing your willingness to collaborate. With the right preparation, your response can strengthen your position rather than weaken it.
As career negotiations continue to evolve, candidates are increasingly encouraged to take ownership of their compensation conversations. Harvard researchers Babcock and Laschever (2007) emphasize that reasonable negotiation reflects maturity and awareness—not entitlement. So, next time you’re asked the salary question, remember: your answer can shape your future—prepare it with the care it deserves.
Post a Comment