{"id":3791,"date":"2023-05-16T01:09:07","date_gmt":"2023-05-15T18:09:07","guid":{"rendered":"https:\/\/loudhdtv.com\/how-to-negotiate-salary-when-the-range-is-posted\/"},"modified":"2023-05-16T01:09:07","modified_gmt":"2023-05-15T18:09:07","slug":"how-to-negotiate-salary-when-the-range-is-posted","status":"publish","type":"post","link":"https:\/\/loudhdtv.com\/?p=3791","title":{"rendered":"How To Negotiate Salary When the Range Is Posted"},"content":{"rendered":"<p> <script async src=\"https:\/\/pagead2.googlesyndication.com\/pagead\/js\/adsbygoogle.js?client=ca-pub-3711241968723425\"\r\n     crossorigin=\"anonymous\"><\/script><br \/>\n<\/p>\n<div>\n<div class=\"drop-cap text-big text-gray\"> <span class=\"drop-cap__first text-dropcap \">S<\/span>alaries have historically been hidden from job postings, which has long put job hunters in a tricky position. Without knowing the salary of a role (beyond a researched estimate), they\u2019ve either had to wait to receive an offer\u2014and then guess how much room for negotiation there might be\u2014or try to decode cryptic, non-committal answers from hiring managers. In many cases, knowing what salary to expect (or even ask for) has long been a guessing game. But the recent rise of pay transparency\u2014laws in cities and states that <a href=\"https:\/\/www.cnbc.com\/2023\/01\/03\/where-us-companies-have-to-share-salary-ranges-with-workers-by-law.html\" target=\"_blank\" rel=\"noopener nofollow\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.cnbc.com\/2023\/01\/03\/where-us-companies-have-to-share-salary-ranges-with-workers-by-law.html\">require employers to share salary ranges on job listings<\/a>\u2014seems to remove the need for this negotiation choreography and ensure pay equity.<\/div>\n<p>In theory, an applicant now knows the upper and lower limits from the get-go, and they\u2019re arriving at the offer with the same information as HR, leveling the playing field and ensuring fairer compensation for all. In practice, though, things are a bit more complex. Pay transparency does remove some of the stress of negotiating from a prospective hire because, after all, the top amount is set\u2014assuming the range published is the truth, which isn\u2019t always the case (more on that below). It\u2019s also likely that an employer will \u201c<a href=\"https:\/\/www.hks.harvard.edu\/centers\/mrcbg\/programs\/growthpolicy\/equilibrium-effects-pay-transparency-zoe-cullen\" target=\"_blank\" rel=\"noopener\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.hks.harvard.edu\/centers\/mrcbg\/programs\/growthpolicy\/equilibrium-effects-pay-transparency-zoe-cullen\">bargain more aggressively with prospective employees<\/a> because being more generous with one person at any level would require them to be more generous with everyone at that level,\u201d says economist <a href=\"https:\/\/www.hbs.edu\/faculty\/Pages\/profile.aspx?facId=879471\" target=\"_blank\" rel=\"noopener\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.hbs.edu\/faculty\/Pages\/profile.aspx?facId=879471\">Zoe Cullen, PhD<\/a>, an assistant professor at Harvard Business School who studies the design of labor markets. \u201cAs a result, salary transparency <a href=\"https:\/\/www.aeaweb.org\/articles?id=10.1257\/app.20210141\" target=\"_blank\" rel=\"noopener\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.aeaweb.org\/articles?id=10.1257\/app.20210141\">can help equalize wages<\/a>.\u201d<\/p>\n<div class=\"related-content \" style=\"\" data-module-init=\"related-content\" data-module-immediate=\"\" v-cloak=\"\">\n<div class=\"related-content__wrapper \" v-cloak=\"\" :class=\"{'is-loaded':isLoaded}\">\n<p> <span class=\"inline pr-6 text-seafoam-dark\">Related Stories<\/span> <\/p>\n<p> <related-content class=\"related-content__links\" parent-article-permalink=\"https:\/\/www.wellandgood.com\/how-to-negotiate-salary-when-range-is-posted\/\" current-title=\"How To Negotiate Your Salary When the Range Is Posted\u2014And Why You Definitely Still Should\" current-image=\"Caleb-Gaskins-425x285.jpg\" v-on:parsely-posts-loaded=\"onPostsLoaded\" start-date=\"2022-11-15\" tag=\"div\" inline-template=\"\" url=\"https:\/\/www.wellandgood.com\/how-to-negotiate-salary-when-range-is-posted\/\" secret=\"w5ztterVB03LGZJLfXS0hf3EvQBuFFIWew9hmVQxthU\" apikey=\"wellandgood.com\" limit=\"3\"> <\/p>\n<div>\n<div class=\"related-content__card mb-[10px] sm:mb-[20px]\" :class=\"{'related-content__card--full':posts.length === 1}\" v-for=\"(post, key) in posts\"> <a v-on:click.prevent=\"trackLinkGA($event, key)\" :href=\"https:\/\/www.wellandgood.com\/how-to-negotiate-salary-when-range-is-posted\/post.url\" data-url-source=\"related-content\" class=\"related-content__link\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"\"> <\/p>\n<div class=\"related-content__card--image bg-tan\" :style=\"{ backgroundImage: 'url(' + post.image_url + ')' }\"> <img :src=\"https:\/\/www.wellandgood.com\/how-to-negotiate-salary-when-range-is-posted\/post.image_url\" :alt=\"post.title\"\/> <\/div>\n<p> <\/a>  <\/div>\n<\/p><\/div>\n<p> <\/related-content> <\/div>\n<\/p><\/div>\n<p>But salary ranges are just that: ranges (and <a href=\"https:\/\/hrexecutive.com\/pay-transparency-laws-are-here-whats-with-the-broad-salary-ranges\/\" target=\"_blank\" rel=\"noopener nofollow\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/hrexecutive.com\/pay-transparency-laws-are-here-whats-with-the-broad-salary-ranges\/\">often, wide ones<\/a>). Some people will wind up near the top of that range, and others will end up near the bottom\u2014and learning how to negotiate your salary when the range is posted can make the difference in where you might fall.<\/p>\n<blockquote>\n<p>\u201cA woman might say, \u2018I think, based on my experience, I should come in at the 50 percent mark, whereas a man is more likely to ask for the top of the range.\u201d \u2014Julia Pollak, chief economist, ZipRecruiter<\/p>\n<\/blockquote>\n<p>Due to the \u201c<a href=\"https:\/\/www.bbc.com\/worklife\/article\/20210615-how-the-salary-ask-gap-perpetuates-unequal-pay\" target=\"_blank\" rel=\"noopener nofollow\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.bbc.com\/worklife\/article\/20210615-how-the-salary-ask-gap-perpetuates-unequal-pay\">gender ask gap<\/a>,\u201d which refers to the tendency of men to ask for more money for a role in salary negotiations than equally qualified women, it\u2019s likely that the gender pay gap will still exist for roles with transparent salary ranges\u2014just to a lesser magnitude, says <a href=\"https:\/\/clicks.trx-hub.com\/xid\/leafgroup_ca5e0_wellgood?q=https%3A%2F%2Fgo.skimresources.com%3Fid%3D104860X1561639%26xs%3D1%26xcust%3DSTMSLS-1058435%26url%3Dhttps%253A%252F%252Fwww.linkedin.com%252Fin%252Fjulia-i-pollak%252F&amp;p=https%3A%2F%2Fwww.wellandgood.com%2Fhow-to-negotiate-salary-when-range-is-posted%2F&amp;event_type=click\" target=\"_blank\" rel=\"noopener nofollow\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.linkedin.com\/in\/julia-i-pollak\/\">Julia Pollak<\/a>, chief economist at employment marketplace <a href=\"https:\/\/clicks.trx-hub.com\/xid\/leafgroup_ca5e0_wellgood?q=https%3A%2F%2Fgo.skimresources.com%3Fid%3D104860X1561639%26xs%3D1%26xcust%3DSTMSLS-1058435%26url%3Dhttps%253A%252F%252Fwww.ziprecruiter.com%252F&amp;p=https%3A%2F%2Fwww.wellandgood.com%2Fhow-to-negotiate-salary-when-range-is-posted%2F&amp;event_type=click\" target=\"_blank\" rel=\"noopener nofollow\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.ziprecruiter.com\/\">ZipRecruiter<\/a>. \u201cYou can still see that \u2018ask gap\u2019 where a woman might say, \u2018I think, based on my skills and experience, I should come in around the 50 percent mark of this public salary range, whereas a man is more likely to ask for the top of the range, and again, to get what he asks for.\u201d<\/p>\n<p>The potential for <a href=\"https:\/\/www.wellandgood.com\/gender-pay-gap-women-color\/\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.wellandgood.com\/gender-pay-gap-women-color\/\">remaining salary inequity<\/a>\u2014even amid transparency\u2014is certainly reason alone to consider how to negotiate your salary when the range is posted. As is the fact that a transparent salary doesn\u2019t mean a fully transparent compensation package, which typically includes things like paid time off, parental leave, workplace flexibility, bonuses, and stock options.<\/p>\n<p>In fact, there\u2019s evidence that as the salary playing field evens out, <a href=\"https:\/\/journals.aom.org\/doi\/abs\/10.5465\/amj.2020.1831\" target=\"_blank\" rel=\"noopener\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/journals.aom.org\/doi\/abs\/10.5465\/amj.2020.1831\">personal requests for non-salary benefits go up<\/a>\u2014and hiring managers are inclined to grant those requests. \u201cPutting salary under the spotlight just motivates those who are in charge of compensation to shift their allocations to an area that\u2019s not under the spotlight,\u201d says <a href=\"https:\/\/en-coller.tau.ac.il\/profile\/peterb\" target=\"_blank\" rel=\"noopener nofollow\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/en-coller.tau.ac.il\/profile\/peterb\">Peter Bamberger, PhD<\/a>, professor at Tel Aviv University\u2019s Coller School of Management and editor-in-chief of the <em>Academy of Management Discoveries. <\/em>\u201cSo, just reporting salaries is pretty limited in terms of actually ensuring equity.\u201d All the more reason to consider how you might still negotiate your salary to ensure you&#8217;re getting what you&#8217;re worth, even when the range is publicly posted.<\/p>\n<h2>Why you should still negotiate your salary when the range is posted, no matter where the offer falls<\/h2>\n<h3>If your offer isn\u2019t at the top of the salary band, you can use your knowledge of wiggle room to your advantage<\/h3>\n<p>Salary transparency removes the \u201cinformation asymmetry\u201d that\u2019s long kept job candidates in the dark about what they could even ask for or expect, says Pollak. \u201cBecause of occupational segregation by gender and race, women and people of color have historically been even less informed than white men about the going rate for certain high-paying jobs,\u201d she adds, leading them to ask for too little without even realizing it.<\/p>\n<p>Though a public salary range limits the scope of a potential negotiation, it also gives you valuable ammunition if your offer comes in below the upper limit. You know, for a fact, that the company was willing to offer more than they\u2019re offering you\u2014so, why not ask for it? \u201cWhat many employers are telling us is that recruiters who really want to fill roles in a tight labor market have an incentive to offer the candidate the top of a posted range if they ask for it,\u201d says Pollak.<\/p>\n<p>If you\u2019re accepting a salary at the lower end or middle of the range without negotiating, you\u2019re almost definitely leaving money on the table. After all, a company wouldn\u2019t publicize a top number that they weren\u2019t willing to honor, or that was higher than what they\u2019re paying current employees in the role, \u201cas this would force them to reconsider what they\u2019re paying those workers,\u201d says Dr. Cullen.<\/p>\n<h3>If your offer <em>is<\/em> at the top of the band, you may still be able to negotiate less-transparent perks<\/h3>\n<p>Just like any job listing, jobs with transparent salary ranges typically still do not list all the potential opportunities for non-salary rewards.<\/p>\n<p>As noted above, the secrecy of these extras, often called \u201cnon-observable compensation\u201d\u2014things like sign-on bonus, retention bonus, extra paid time off, 401(k) match, executive compensation\u2014certainly poses an equity issue. \u201cThe burden shouldn\u2019t be on the employee, who is already at a deficit, to know to ask about these unsaid or unwritten pieces,\u201d says career expert <a href=\"https:\/\/errolpierre.com\/\" target=\"_blank\" rel=\"noopener nofollow\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/errolpierre.com\/\">Errol L. Pierre<\/a>, author of <a href=\"https:\/\/clicks.trx-hub.com\/xid\/leafgroup_ca5e0_wellgood?q=https%3A%2F%2Fwww.amazon.com%2FWay-Up-Climbing-Corporate-Professional%2Fdp%2F1119893267%3Ftag%3D%26asc_refurl%3Dhttps%253A%252F%252Fwww.wellandgood.com%252Fhow-to-negotiate-salary-when-range-is-posted%252F%26asc_source%3Ddirect%26asc_campaign%3Dno-campaign&amp;p=https%3A%2F%2Fwww.wellandgood.com%2Fhow-to-negotiate-salary-when-range-is-posted%2F&amp;event_type=click\" target=\"_blank\" rel=\"noopener nofollow\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.amazon.com\/Way-Up-Climbing-Corporate-Professional\/dp\/1119893267\"><em>The Way Up: Climbing the Corporate Mountain as a Professional of Color<\/em><\/a><em>. <\/em>But so long as that\u2019s the reality, \u201cpulling these additional levers\u201d is an important part of negotiating an offer when the salary is at the cap of the public range, says Pierre.<\/p>\n<p>It&#8217;s even more important to consider and negotiate these elements of compensation when salary is transparent because employers often have more flexibility to adjust these levers than to go beyond the limit of a publicized salary range.<\/p>\n<p>\u201cIf candidates applying for a role start asking for more money than the range stipulates, what the employer <em>should<\/em> do is re-scope the role, go through the process internally of weighing the budget implications of that, and then post the new role with a new, higher pay band,\u201d says Pollak. \u201cBut what happens in practice is they just provide non-observable compensation, like stock options or bonuses, to a preferable candidate who asks for more.\u201d<\/p>\n<h2>How to negotiate the best possible offer when the salary range is posted<\/h2>\n<h3>1. Do some research to figure out if the published range is, well, really the range<\/h3>\n<p>The tricky thing about salary transparency is that, in plenty of places, <a href=\"https:\/\/apnews.com\/article\/business-new-york-city-california-washington-0e4b2754b08d4e1ab4ffd2708cd759f7\" target=\"_blank\" rel=\"noopener nofollow\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/apnews.com\/article\/business-new-york-city-california-washington-0e4b2754b08d4e1ab4ffd2708cd759f7\">companies are voluntarily sharing information<\/a> with no real obligation to stick to it. Even in <a href=\"https:\/\/www.americanprogress.org\/article\/quick-facts-about-state-salary-range-transparency-laws\/\" target=\"_blank\" rel=\"noopener\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.americanprogress.org\/article\/quick-facts-about-state-salary-range-transparency-laws\/\">states and localities that have passed salary-transparency laws<\/a>, it isn\u2019t always clear whether companies can be easily penalized for giving offers outside of posted ranges.<\/p>\n<p>For example, consider the language in New York City\u2019s law, which <a href=\"https:\/\/www.nyc.gov\/site\/cchr\/media\/pay-transparency.page\" target=\"_blank\" rel=\"noopener\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.nyc.gov\/site\/cchr\/media\/pay-transparency.page\">asks companies to provide a \u201cgood faith\u201d pay range<\/a>, says Pierre. \u201cIt isn\u2019t exactly clear how you\u2019d define that.\u201d For companies that operate in multiple localities or states, it\u2019s also not clear whether they\u2019d be required to publicize different ranges relevant for candidates in each place, Pierre adds. \u201cOften, the ranges are directional, and you shouldn\u2019t think that you\u2019re capped out.\u201d<\/p>\n<p>Dr. Bamberger suggests that anyone looking to negotiate an offer\u2014especially women and people of color\u2014should not rely solely on publicized ranges for these reasons. Instead, he says to check out websites like Glassdoor and Payscale to get a fuller picture of what the range for a given role looks like.<\/p>\n<blockquote>\n<p>\u201cDepending on your individual uniqueness, you may have the ability to position yourself differently than others coming into that same role.\u201d \u2014Peter Bamberger, PhD, professor of management, Tel Aviv University<\/p>\n<\/blockquote>\n<p>\u201cSome organizations may be more flexible when it comes to certain roles, and depending on your individual uniqueness and bargaining power, you may have the ability to position yourself differently than others coming into that same role,\u201d says Dr. Bamberger. \u201cIn other words, you might be able to argue that the role you\u2019re being hired for is not necessarily the role specified in the posting, and that it\u2019s something between that position and another one with a higher range.\u201d Depending on your creative framing, it may be possible to push your offer above the stated cap.<\/p>\n<h3>2. Ask for the top of the range, and justify with your experience<\/h3>\n<p>A published range is an informational gift: The company is telling you straight-up what they\u2019re willing to offer, so there\u2019s no reason not to take them at their word and <a href=\"https:\/\/www.wellandgood.com\/why-negotiate-salary-raise\/\" referrerpolicy=\"no-referrer-when-downgrade\" data-vars-event=\"body text\" data-vars-click-url=\"https:\/\/www.wellandgood.com\/why-negotiate-salary-raise\/\">ask for a salary at the upper limit<\/a>, according to Pollak. Chances are, that top number is still a conservative\u2014and very feasible\u2014number for them to hit.<\/p>\n<p>\u201cYou can directly call out your strengths and experience to bolster the ask, so that it\u2019s clear why you think you deserve that highest number,\u201d says Pollak. If, for any reason, the employer can\u2019t match their own top number, you then leave it to them to say, \u201cHey, for budgetary reasons or for pay-equity reasons, we\u2019re willing to bring you in at this amount, but we can compensate you additionally by giving you this signing bonus or this relocation bonus,\u201d or whatever extra item they might be able to offer, she adds.<\/p>\n<h3>3. Don\u2019t forget about those non-transparent perks<\/h3>\n<p>Speaking of extras, it\u2019s important to consider how else your prospective future employer could make your life easier when you\u2019re in the negotiating position of being a candidate they\u2019re eager to hire (in a tight labor market, no less). Asking about other compensation demonstrates both that you know your worth and that you respect the company&#8217;s salary offer.<\/p>\n<p>The important thing is to pad the ask with positivity and make it clear how ready you are to join the company if your request is granted, says Pollak. \u201cYou might say, \u2018I really love this role, but there\u2019s just one problem: I\u2019ll have to move from this city to that city, which will increase my cost of living. I\u2019ll accept your offer if you can add in this relocation bonus.\u2019 Or, \u2018I am really excited about working at this company, but I have a child and will have to pay for childcare during these hours unless I can come into the office at 10 a.m., instead of 9 a.m., after dropping them off at school. If we can agree on that, I\u2019ll gladly accept right away.\u2019\u201d<\/p>\n<p>Clarifying exactly what extra perk or accommodation would make you happy offers the employer a sure route to an accepted offer and a role filled\u2014which is ultimately what you both want.<\/p>\n<div class=\"disclaimers__after_content mb-[18px] mt-[16px] pt-[16px]\">\n<div class=\"outline-earmark relative mt-[8px] pt-[10px] pl-[20px]\">\n<p>\n            Our editors independently select these products. Making a purchase through our links may earn Well+Good a commission.          <\/p>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div data-type=\"_mgwidget\" data-widget-id=\"1675549\">\r\n<\/div>\r\n<script>(function(w,q){w[q]=w[q]||[];w[q].push([\"_mgc.load\"])})(window,\"_mgq\");\r\n<\/script>\r\n\n","protected":false},"excerpt":{"rendered":"<p>Salaries have historically been hidden from job postings, which has long put job hunters in a tricky position. Without knowing the salary of a role (beyond a researched estimate), they\u2019ve either had to wait to receive an offer\u2014and then guess how much room for negotiation there might be\u2014or try to decode cryptic, non-committal answers from &hellip;<\/p>\n","protected":false},"author":3,"featured_media":3792,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-3791","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-health"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.8 - aioseo.com -->\n\t<meta name=\"description\" content=\"Salaries have historically been hidden from job postings, which has long put job hunters in a tricky position. 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