Of all the questions I have asked in 15+ years of recruitment, none makes candidates freeze quite like this one: "What are your salary expectations?" People who answered every competency question beautifully suddenly start apologising, guessing or naming a number far below what they are worth.
It does not need to be that way. The salary question is not a trap. It is a practical question, and when you understand why it is being asked, it becomes much easier to answer.
Why recruiters ask
Most of the time, the recruiter is simply checking alignment. Every role has a budget range. If your expectation is far outside it, everyone would rather know early than at offer stage. That is all. A clear, reasonable answer is a sign of professionalism, not greed.
Do your homework first
You cannot answer confidently if you do not know your market. Before the interview:
- Look at advertised ranges for similar roles in your industry and city.
- Check salary surveys and reports published by recruitment firms.
- Speak to people in your network doing similar work.
- Know your current package properly: basic, benefits, bonus, allowances, medical aid and retirement contributions. Many people undervalue what they already earn.
Give a range, anchored in research
A well-researched range with a clear reason is usually the strongest answer. For example:
"Based on my research for similar roles and my experience in this area, I am looking at between R45,000 and R52,000 a month cost-to-company. I am open to discussing the full package."
Make the bottom of your range a number you would genuinely be happy with, because that is often where an offer lands.
Be clear on the basics
Cost-to-company or basic? Know which one you mean and say it, because the difference can be significant.
Monthly or annual? Say which, so there is no confusion.
Your notice period. This often comes up in the same conversation. Know it exactly.
What not to do
- Do not say "anything is fine". It suggests you have not thought about your value, and it gives away your negotiating position.
- Do not apologise for your number. State it calmly and stop talking. Silence after a number is normal.
- Do not name an unresearched figure. Too high and you may price yourself out; too low and you may be stuck with it for years.
- Do not lie about your current salary. It can be verified, and being caught out ends the process.
When it comes up too early
If you are asked in the first few minutes and you do not yet understand the role, it is perfectly fine to say: "I would like to understand the full scope of the role first, but I am happy to share a range. Could you tell me the budgeted range for the position?" Recruiters hear this all the time and respect it.
Practise it out loud
The words matter less than the delivery. Saying your number out loud a few times before the interview takes away most of the nerves. That is why salary practice is part of every coaching session I run: we work out your range, rehearse the answer, and make sure you walk in ready to say it with confidence.
You have worked hard for your experience. Make sure the number you ask for reflects it.
Want to practise this before your interview?
In one focused hour we work through the questions your job spec is likely to produce, tighten your answers and run a mock interview. Coaching sessions from R350, and your first 10-minute consultation is free.
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