Questions about Indeed salary estimates (2023)

FAQs

How do you answer the expected salary question? ›

Consider giving a salary range, not a number

If a job post asks applicants to state their expected salary when applying for the position, then give a range — not a specific figure — you're comfortable with. Answers like “Negotiable” might work, but they can also make you look evasive.

Provide a range

For example: “I would like to earn between $83,000 and $87,000 per year. Due to my advanced skill set and experience level, I feel that this is a comfortable, appropriate range for my work.”

The best salary research sites are Glassdoor, SalaryExpert, Salary.com, Indeed, and the Bureau of Labor Statistics (BLS).

You can say something like, “Based on my 10 years of experience in this field, I would expect a salary in the range of $Y to $Z.” Before mentioning any numbers, remind the interviewer why he or she should offer you a salary in the first place. Be prepared to negotiate.

Apart from playing safe, providing an employer with an expected salary range can make it sound more flexible and negotiable. Job seekers should provide a range when stating the salary expectation question, not a specific figure. Flexibility is something most employers appreciate and it leaves room for adjustment.

On a Job Application

Not all applications will ask for your desired salary, so if they don't ask, there's no need to give one. And if they do ask, keep things simple by saying something like “salary is negotiable” or “salary may be discussed during the interview process.”

Be Upfront

If a candidate's target salary is too high, you may respond with the following. “I just want to be honest with you. Your target salary is outside our range. If this is still negotiable, I would like to invite you for an interview and further discuss the role with you.

Yes, it is OK to put negotiable for your salary requirements. The only disadvantage this might have is if you appear over qualified for the position and the recruiter might assume your salary expectations are too high.

Choose a salary range

Without a doubt, providing a salary range is the best way to answer this daunting question. This shows that you're flexible and willing to work towards an answer that will suit both you and your future employer.

When a job posting doesn't include a salary, we estimate it by looking at data for similar jobs. Estimated salaries are not endorsed by the companies offering those positions and may vary from actual salaries.

How do I know if my salary is fair? ›

While some of the salary information posted on the website may be accurate, some of it is not. Career seekers looking for specific salary information should browse several websites such as Payscale.com and the U.S. Bureau of Labor Statistics website to get as accurate a salary picture as possible.

Ultimately, in response to the question “Is it acceptable to ask candidates about their expected salary”, from a recruitment viewpoint, the answer is yes and how you navigate this question can be very advantageous in securing a successful recruitment process.

If you can't reach an acceptable salary figure, and you don't feel that associated perks and benefits add enough value to the compensation package to balance the low earnings, respectfully decline the job. Thank you very much for the consideration, and the offer, but I'm afraid I'm unable to accept the salary.

In an interview …

If you're asked for your salary expectations, you could deflect by saying “What do you usually pay someone in this position?” or “I'd like to learn more about the role before I set my salary expectations. I would hope that my salary would line up with market rates for similar positions in this area.”

You can definitely lose a potential job offer by negotiating your salary during the first interviews. Asking the salary range for the position at the end of the interview is as far as you can go. It would be appropriate if the job posting didn't specify that number already.

If you're sure that you want to decline, consider saying something like this: "I appreciate the offer and your time, but I can't accept this position at the salary you're offering. If the salary range is something that can be negotiated, please let me know."

How do I reply when HR says that the expected salary is too high? ›

State one too high — without additional interviews to back up that number — and HR might move on to another candidate expecting lower pay. Instead, you can respond to the question by kicking it back to HR, Lares says.

At this time I can't move you forward in our recruitment process, because we are offering salary which you're exceeding with your expectations. Thank you so so much for your application to [COMPANY NAME] and I wish you luck in your future recruitments.

Rule #1 of salary negotiation is this: Do not disclose your salary history or salary requirements. This can be uncomfortable, but it's your first opportunity to negotiate a much higher salary.

If the offer is way below your minimum

Leading with gratitude can make a difficult conversation more palatable: “Thanks for thinking of me for this role and sharing the pay. Unfortunately, that's significantly lower than what I would have expected for this.” Next, gauge whether they can be flexible on the offer.

Do you want your Indeed resume to stand out? Well, Indeed assessments can help demonstrate specific skills, and the scores will appear on your resume. Indeed has many different assessments in various subjects, and you can take as many assessments as you want.

Including your expected salary in your resume can help employers decide whether you're the right candidate for their budget. Employers also may be interested in learning how you value your skills and experiences. Consider adding your salary expectations to your resume upon request from a potential employer.

A salary range is the payment amount between a set of low to high numbers that you want to receive if you're hired by a company. It includes a low, mid and maximum salary point. For example, if you say that your salary range is $40,000 to $50,000, this means you'd like to receive a salary within those numbers.

With the Future in Mind

A good rule of thumb is to keep the lower end of your range at least 10 percent above your current salary, or the number you determine is a reasonable salary for the position. For example, if you currently earn $50,000, you may say that your range is $55,000 to $65,000.

Should you overestimate desired salary? ›

But it's important not to overestimate your worth. Once you've done some research, provide the potential employer with a reasonable range that includes your sweet spot and some flexibility in case the position does not pay as anticipated. Many job-seekers get stuck on this question, so please know you're not alone.

Justify your salary expectation

Consider justifying it with your skills and experience, especially if you have quoted a figure above the industry average. An honest expectation supported by market data shows that you know your worth well. Example: “My present salary for the position of Digital Marketer is Rs.

Should you take the job or hold off? Passing on your first job offer may feel like a big risk, but accepting on the fly and without much consideration is just as risky. It's best to continue your job search, but you don't have to go it alone.

Countering a job offer multiple times may not be the best approach. Instead, prepare your salary expectations based on the value of your skillset and experience in the current market. Don't drag on the salary negotiation too long. Depending on the situation, two times is the most I would recommend.

A good range for a counter is between 10% and 20% above their initial offer. On the low end, 10% is enough to make a counter worthwhile, but not enough to cause anyone any heartburn.

The most efficient point estimator is the one with the smallest variance of all the unbiased and consistent estimators. The variance measures the level of dispersion from the estimate, and the smallest variance should vary the least from one sample to the other.

The purpose of salary estimates is to use predictive data science to provide job seekers a likely salary range so they can make more informed job decisions, and help employers recruit informed and quality candidates. For this reason, Glassdoor does not guarantee the accuracy of estimates.

There are two types of estimates: point and interval. A point estimate is a value of a sample statistic that is used as a single estimate of a population parameter.

What are the two methods of estimation? ›

There are two fundamental methods of estimation for simultaneous equations: least squares and maximum likelihood. There are two approaches within each of these categories: single equation methods and system estimation. 2SLS, 3SLS, and IT3SLS use the least-squares method; LIML and FIML use the maximum likelihood method.

A good estimator must satisfy three conditions: Unbiased: The expected value of the estimator must be equal to the mean of the parameter. Consistent: The value of the estimator approaches the value of the parameter as the sample size increases.

A good rule of thumb is to keep the lower end of your range at least 10 percent above your current salary, or the number you determine is a reasonable salary for the position. For example, if you currently earn $50,000, you may say that your range is $55,000 to $65,000.

Average annual salary in Glassdoor is INR 19 lakhs. Salary estimates are based on 15 Glassdoor salaries received from various employees of Glassdoor. Reviews. 2Cr+

Demographic and market factors: Salaries are impacted by market and demographic factors like the availability of jobs, the number of available candidates for a particular job or the number of employees looking for the same education and skills.

A salary survey is a tool specifically for remuneration specialists and managers to define a fair and competitive salary for the employees of a company. The survey output is data on the average or median salary for a specific position, taking into consideration the region, industry, company size, etc.

Survey data provides a relevant basis for HR's decisions on salary, incentives, and bonus plans when meeting with senior management and employees. HR professionals will be more confident when communicating changes in pay knowing that their decisions were based on current market data that includes industry peers.