[singermom]

Can someone help me parse out the difference between these terms?

I always got the impression that a salary requirement was what you would like to be paid for a particular job--in other words, if you are willing to take a pay cut for a job, you can put down that you are willing to work for X amount. A salary history is what you have made in your past jobs, right?

I'm a corporate wonk these days, but am considering making a career change into either a nonprofit or university setting. Currently, I am paid okay where I am, but I've been working beyond my level for close to three years now with no promotion in sight (which is one of the reasons I've kind of had it with my current job), so I'm not really sure what I'm "worth."

DH and I talked it over, and he said that if I needed to take a salary cut to get a job that I was happier with, that I could do that, within reason. So I am casting about for numbers to put down when places ask for salary reqs., and I'm sort of clueless. Is it a game, like putting an offer on a house and hoping you get taken seriously? Or is it a weeding out factor, like the SAT scores, that gets your resume immediately resigned to the wastebasket if it is not in line with what they have to pay? Or is there something more scientific to it than that?

Not entirely sure this is germaine to the forum, because it is more about work than about mothering, but I need a little help differentiating between these terms, and there are so many smart women on this forum, I thought this would be a good place to ask.

TIA,

Mia

 

[1xmom]

I am a recruitment cooridnator at my place of employment and we have the applicants fill out a salary request. On the form you put your current pay as well as what you would like to be paid for the job you are interviewing for. I work for the state and we have specific guidelines that we are allowed to hire for. Depending on the classification and how hard it is to recruit, we can pay someone a certain percentage higher than their current pay. Usually for us, the pay is one of the last things we look at when weeding out applicants. If the person interviews really well and we like them, we do try to give them what they request.

 

[lisalou]

To be honest, I never give up front what I'd like to make for salary. As the previous poster said, my goal is to get them to like me and for me to make sure I'll like it there and then discuss salary. In your cover letter you could just say, "My salary is negotiable since I would be changing my career focus from corporate to non-profit." In fact that's what I actually used when I did the same thing. I think it shows that you know you're not going to make the salary you're making now. I would have a minimum amount in your head for what you do need to make. And if that's hard and fast and you're fine with that number, then you could write that. Or pad it a little bit and say you're negotiable b/c of the career change.

When I've been in the hiring position I've never held someone's salary requirement against them if I liked their resume and the requirement was in the ballpark. I have admittedly weeded out people whose salary requirements were twice my salary and they would be working for me. But to be honest I was also usually not impressed with their resume either. Might go hand in hand.

 

[singermom]

Thanks! I think the idea of saying my salary is negotiable might be a good way to go. I have sort of an idea of what I'd like to make, but I do think that the job is more important, and making sure there is rapport on both sides is critical.

Appreciate both of your comments.

Mia

 

[UmmBnB]

Also keep in mind that compensation encompasses salary and benefits. When you are looking into the non-profit world, which is where I work, we bump up benies to compensate for our inability to pay the big bucks. Benefits such as vacation time can be good negotiating tools.