Salary expectations: What to say in job interviews
Career Coach Roy Ndombi poses for a photo
Job seekers are being urged to take a more strategic approach when stating salary expectations during job applications, as recruitment practices continue to evolve.
Increasingly, employers are requesting this information earlier in the hiring process, shifting what was once a late-stage discussion to the initial application phase.
Traditionally, salary negotiations have been conducted toward the final stages of recruitment, often when candidates have a clearer understanding of the role, responsibilities, and overall compensation package. At this point, applicants are better positioned to make informed decisions and negotiate effectively.
According to career coach Roy Ndombi, it is not always necessary to quote a salary unless explicitly required. He explains that providing a figure too early can weaken a candidate’s negotiation power, as it may either price them out of consideration or undervalue their worth.
Therefore, when salary expectations are not requested, applicants should instead focus on presenting their skills, experience, and overall value proposition.
However, where the information is mandatory, Ndombi advises candidates to offer a well-researched salary range rather than a fixed figure. This range, he emphasizes, should be informed by market benchmarks, the scope of the role, and the candidate’s professional background. By doing so, applicants maintain flexibility while demonstrating awareness of industry standards.
At the same time, he acknowledges that employers request early salary disclosures to improve efficiency, as it helps them quickly identify candidates who align with their budgets.
"Nevertheless, this practice can disadvantage applicants who may not yet have full details about the job or benefits package," he says
Ndombi further highlights the lack of transparency in many roles, noting that unclear salary structures often lead to mismatched expectations late in the hiring process. As a result, he calls on organizations to adopt greater openness by sharing salary ranges earlier.
He concludes that quoting salary is less about obligation and more about timing and strategy, urging candidates to remain informed, flexible, and deliberate.