James' World 2

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It can be such a deer-in-headlights, panic-inducing moment. You’ve spent weeks scrolling through job listings, (ruling out most of them), selecting a few that fit your background and career path, tailored and tweaked your cover letter ten times, and finally gotten a bite from a hiring manager at a company you’d love to work for. Not five minutes into the nebulously-named “introductory conversation” (which is really just a screening call) they nail you to the wall with, “And what are your salary requirements?”

It’s a tricky spot—we must find a diplomatic reply that keeps us in the running without shooting ourselves in the foot with a low number. As a job seeker, it pays to be prepared with a savvy answer that keeps you in contention for the position while still securing the highest number possible.

How to research what a position pays

First, as annoying and backwards as it is, you must research the market and salary ranges for your position. Companies want to see that you’ve done your homework, and you’re generally aware of what the position will pay. As the HR consulting firm Robert Half recommends: “Check out reputable sources, such as the U.S. Bureau of Labor Statistics for federal data on wages in your industry. Also, review the 2022 Salary Guide From Robert Half to get the average national salary for the position you’re seeking.”

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Job interviews are a two-way process — you’re interviewing your potential boss and employer as much as they’re interviewing you. After all, you don’t just want any job — you want the right job. According to a CareerBuilder survey, two-thirds of workers say they’ve accepted a job only to realize it was not a good fit, with half of them quitting in the first six months. There are several reasons this could happen, including feeling like you’ve been sold a false bill of goods or a realizing that the culture is not consistent with your values or even toxic.

The saying “caveat emptor” — buyer beware — applies when interviewing for a job. This isn’t to suggest that you should go into the interview process overly skeptical or suspicious, but rather to encourage you to be attuned to potential red flags in the interview process that warrant your attention, as they can indicate larger issues with your potential boss, team, or the organization as a whole.

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Not long ago, I explained why Google greatly prefers applicants whose resumes use the X-Y-Z formula to describe their experiences — and why job seekers who don’t use that formula greatly diminish their chances of getting an offer.

However, it’s clear that there’s an even more fundamental problem before we even get to the formula. It also makes it much harder for top companies to identify great candidates from among the millions (literally, millions) who apply.

Writing for Business Insider, Rachel Premack interviewed Amazon’s recruiting manager for university programs, Celeste Joy Diaz, about what she thinks is the single biggest mistake that Amazon applicants make.

It turns out Diaz agrees with the top Google recruiters, along with many others at top companies. It all comes down to a basic misconception about what a resume is supposed to do, and therefore what successful applicants choose to include.

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And to be fair, “Can’t we all just get along?” were not his words. These were:

“People, I just want to say, you know, can we all get along? Can we get along?”

Frankly, I prefer the way our collective brains have chosen to remember what we think he said on May 1st, 1992: more eloquent.

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