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WHAT IS YOUR SALARY EXPECTATION? 2

 The above question is irrelevant for people who join organisations by Nepotism because interviews are merely to fulfill all righteousness.

For others who join organisations by merit, it is a most important question because it is a question you already knew would be asked. Failing this all important question shows lack of proper preparation for the interview.

I dealt with this question in two forms:-

Firstly, From the Consultant's perspective.

Secondly, From the direct employer's perspective.

Based on my knowledge of salaries paid in various sectors of the Nigerian economy, when a consultant asked, to answer I only demand to know the sector her client was operating. As regards the direct employer, it was even easier to answer. I always found out what were the going rates in that industry.


Three examples to clarify the points above. These examples will cover two from Structured Organisations and one from Unstructured Organisation, the ones I generally call "Mosafejo Companies"


I attended an interview in this well structured company that has just completed a restructuring exercise by a high profile Accounting Firm and as usual, I came first and was selected, but my salary demand delayed the issuance of my appointment letter for three months untill HR Department was able to convince management to adjust the minimum job values of the various job grades in the organisation.


In another structured organisation with a foreign CEO, I attended an interview and my salary demand cost me the job because the CEO questioned why I should make such a bogus salary demand. However, five years later when there was a change of CEO, I attended an interview in the same place conducted by a Regional HR Director from outside Nigeria, and I was offered a salary that was 600% higher than my previous salary demand that cost me the job. When I eventually assumed duty, I had to negotiate with management, salary increment for other staff in my grade, to the extent that some of them got over 700% increase in their salaries.


Finally, In one Unstructured company, at the Consultant level, when I was told the sectors of the economy the company was operating, I made a salary demand which was accepted by the company so that when I assumed duty as an Assistant General Manager, my salary was higher than the salary of the General Manager (Finance). Again, just like the last structured company, I had to negotiate a 100 % salary increase with the Chairman/Managing Director for the General Manager (Finance).


I got away with all these amongst other reasons, my proper preparation for the interviews as regards "Consideration".

Finally, I can tell you that throughout my active working life, I did not get rejected in any job interview on account of salary demand.


Next week, we shall make some dangerous comments on the on-going tripartite National Minimum Wage negotiations.

Comments

  1. Wilhelm29 May 2024 at 13:38

    Thank you for sharing your thoughts. My concern is that why do organizations "peg" people down when they request lower salaries when they already have a salary scale? This most times result in employee disengagement.

    ReplyDelete
  2. Franklyn Lemonwu16 June 2024 at 16:28

    Thank you for this piece, Sir.

    ReplyDelete

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