What to Put in Desired Salary: Get Paid What You Deserve
One of the most common questions applicant search for on the internet is: What to put in desired salary? It might seem like a simple field on an application, but your answer can have a big impact on whether you get the job and how much you’re paid if you do.
Answer too low, and you could leave thousands on the table. Aim too high, and you risk pricing yourself out of consideration. This guide will help you understand what to put in desired salary so you can approach the question with a strategy and a strong chance of maximizing your earnings.
Table of Contents
Why Employers Ask for Your Desired Salary
Before you decide what to put in desired salary, it’s important to understand the employer’s perspective. Employers want to:
- See if your expectations fit within their budget
- Gauge how you value your skills and experience
- Set a starting point for salary negotiations
If your expectations are far above their budget, they may move on to another candidate. If your ask is too low, they may move forward, but at a compensation level that doesn’t reflect your true value.
This is why your answer shouldn’t be random or rushed and should be part of a well-informed strategy.
Steps to Answer What to Put in Desired Salary
Step 1: Do Your Research
The most important step in deciding what to put in desired salary is doing your homework. A well-researched response shows that you know your worth and are serious about the opportunity.
Here’s how to gather the information you need:
- Salary websites: Use tools like Glassdoor, Payscale, and Salary.com to find average pay ranges for the position, based on your location and experience.
- Job postings: Many job listings now include salary ranges. Compare similar roles to get a feel for what’s competitive.
- Network conversations: If possible, ask trusted colleagues or mentors what the typical salary is for your role in your region.
Be sure to factor in your years of experience, certifications, and specialized skills when analyzing salary data. Someone with 10 years in the field should ask for more than someone just starting out.
Step 2: Consider Total Compensation
Salary is only one piece of the puzzle. When thinking through what to put in desired salary, be sure to account for the entire compensation package, including:
- Health insurance and retirement plans
- Bonuses and profit-sharing
- Stock options or equity
- Paid time off and sick leave
- Flexible work hours or remote options
- Professional development opportunities
Sometimes, a slightly lower salary is offset by excellent benefits or work-life balance. Other times, you might want a higher salary because the benefits are minimal. The key is to think about your needs holistically before submitting a number.
Step 3: Timing Is Everything
Ideally, you want to avoid discussing salary too early in the hiring process. If the “desired salary” field is optional, it’s often best to leave it blank. Once you’ve had a chance to interview and show your value, you’ll be in a stronger position to negotiate.
If you’re asked the question directly during an interview, you can respond with:
“I’d prefer to learn more about the role and responsibilities before discussing compensation, but I’m confident we can agree on a fair number if it’s the right fit.”
This deflects the question in a professional way and gives you room to talk numbers later.
Step 4: How to Answer When You Must
There will be times when you can’t avoid the question. Some online forms won’t let you submit an application without entering something in the “desired salary” field. In those cases, use one of these strategies:
1. Provide a Salary Range
If you’re required to give a number, offering a range is the safest move. A good rule of thumb is to make sure the bottom of your range is a salary you’d still be happy with.
Example:
Desired Salary: $75,000 – $85,000
Just be sure your range is realistic based on your research.
2. Say “Negotiable” (When Allowed)
If the form or interviewer allows it, “Negotiable” is often the best response. It signals that you’re open to conversation and not rigid about your expectations.
3. Aim Slightly Above Market Rate
Employees who want to make the most money should position themselves at the high end of the market—without going overboard. For instance, if the typical range for your role is $70,000 to $80,000 and you have strong credentials, aiming for $80,000 to $85,000 could be justified.
Just be prepared to explain why you deserve that number, especially if you’re outside the standard range.
Step 5: Tailor Your Answer to the Role and Location
When figuring out what to put in desired salary, remember that geography plays a big role. Jobs in major cities often pay more due to a higher cost of living. Remote roles may follow national averages or be adjusted based on your location.
Also consider the size of the company and the industry. A startup might offer less base salary but include equity, while a large corporation might offer a higher salary but more rigid benefits.
Always tailor your salary expectations based on what the employer can realistically offer—and what’s most valuable to you.
Avoid These Common Mistakes
To help you avoid costly errors, here are some things to not do when deciding what to put in desired salary:
- Don’t base your number solely on your last job (especially if you were underpaid)
- Don’t guess without doing research
- Don’t put “$0” or “Minimum wage” as a placeholder
- Don’t leave the field blank if it’s required—use a smart, calculated answer
Final Thoughts
Answering the question of what to put in desired salary doesn’t have to feel like a trap. It can actually be a great opportunity to position yourself for better pay.
Here’s a quick recap:
- Research the market rate for your role and experience
- Consider the total compensation package, not just the salary
- Delay the salary discussion when possible
- If you must answer, use a realistic range or “Negotiable”
- Tailor your response to the employer, industry, and location
- Aim confidently for the top of your range—when it makes sense
Employers want candidates who understand their worth. Knowing what to put in desired salary is about more than just picking a number. It’s also about making communicating your value and setting the stage for fair compensation.
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Disclaimer: This article is intended for informational purposes only. It provides general information and is not intended and should not be construed as professional advice. The author is not your attorney, accountant, financial planner or any other professional and no professional-client relationship is created. We do not represent that the information provided is accurate or up-to-date as laws and regulations are always changing. If you have an issue that requires professional help, you should contact the appropriate professional to help you on your on your specific set of facts. Please read the Terms and Conditions for additional information.
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