Truth 40
Impress First, and Then Talk Compensation

As a manager I've been amused by the different approaches some interviewees have taken over the years. There are a couple of interviews that stand out as Academy Award contenders for Best Arrogant Performance.

Before I could get my first question out, he informed me of his salary expectations.

Performance number one features an inexperienced, newly degreed interviewee who I'll call "Pug." Pug showed up for the interview on time, was well dressed, and looked well prepared for the interview. I opened the interview with a simple greeting, offered Pug something to drink, and let him know what would happen in the interview. Before I could get my first question out, Pug informed me of his salary expectations and told me that there were other companies willing to meet his expectations. His expectations were about two times what we typically paid newly degreed candidates, and I knew we would never be able to pay Pug what he was looking for. I decided to acknowledge that Pug had a salary expectation and basically went through the motions for the rest of the interview. I had made my "decline" decision within the first few minutes of the interview.

Performance number two features a very experienced and qualified candidate I'll call "Kip." Kip had an extensive resume with experience that would be valuable to me and showed a lot of promise. I wasn't completely sold on Kip, so I was looking forward to our interview. Throughout the interview, his tone was one of "you have to sell me on why I should work for you," and he let me know that it would take "a lot of money" to lure him away from his current job. I was very disappointed, because someone I initially felt had promise turned into an arrogant mercenary looking to sell his services to the highest bidder. Kip ended up staying at his current employer and not coming to work with me.

Both performances had a common thread running through them. They both introduced compensation into the discussion before I had a chance to decide if I wanted them as employees. Now, don't get me wrong—compensation is a big component of why we work; the mortgage needs to be paid, the kids need braces, and the government wants its cut. You need to ensure that you are compensated fairly for the work you do. However, there is an appropriate time to discuss compensation, and that is after the employer has decided he or she wants you and you've decided you want to be an employee. Before we get too deep into this, I'll assume that you've done some basic homework on the job and that you're not expecting to make $100,000 a year for a job that pays $30,000. If there's that large of a gap, either realign your expectations or don't go forward with the interviewing process.

Assuming that there is a match in compensation expectations, your priorities in the interviewing process need to start with nailing the qualifications. Most successful advertising campaigns don't show you the price of the product first and then explain the value it provides. They get you to see how the product will meet one of your needs, and then they tell you how much it costs (and what a good deal it is for you!). Your interviewing strategy is no different; you want to show how you meet a need and how you can solve a prospective employer's problem before discussing compensation. Once an employer understands your qualification and envisions your value to his company, he can better focus on compensation.

Want some ideas on how to nail the qualifications first? Check these out:

• Show the interviewer you want the job. Follow the preparation advice outlined in Truth 36. Ask good questions that demonstrate your interest in the job. Be interested, and let the interviewer see it. Don't worry that you're losing negotiating leverage because you're showing interest. You want him or her to get excited about the prospects of your doing the job.
• Don't play hard to get. Showing disinterest or indifference about the job to get the prospective employer to woo you away from your current job is just bad form. More often than not, the prospective employer will walk away rather than play your game. Come off like a prima donna and it may backfire on you, and you'll miss out on a job you really wanted.
• Find a problem and offer to help solve it. During your interview, draw out a real-life problem the prospective employer is experiencing, and offer to do a bit of research and write up some things that could be done to solve the problem. This will make a great impression. If the interviewer accepts your offer, burn the midnight oil if necessary to get your thoughts down, and send them to the interviewer within 24 hours of your interview. The couple of times interviewees have done this with me, I was impressed not only by the content they provided but also by their initiative and responsiveness. Both interviewees ultimately ended up as employees.
• Talk as if you already have the job. I like it when interviewees use "we" language during an interview. I don't view it as presumptuous; I view it as the interviewee wanting to be part of a team and dig in and get things done. Don't be afraid to talk as if you are a company person; your interviewer is trying to assess your fit within the company, so show him or her.

Establish yourself as a viable and qualified candidate prior to negotiating compensation. Your best opportunity to ensure a fair compensation package is to first get the interviewer to truly want you through showcasing your skills, showing initiative, and demonstrating your desire to be an employee. Get him or her to love you first, and then talk compensation.

Get the interviewer to love you first, and then talk compensation.