By Andy Hendrickson and Ryan Pollock

Q: At what point in the job search is it 'safe' to ask an employer about salary? Obviously, if it's not in the job listing, I wouldn't plan on asking in my cover letter or anything. But I want to know if I ask when I meet with Human Resources, after interviewing with my prospective manager, or if I just wait until they make the first move? Is there some other timing I'm not thinking of? It seems asking about salary is taboo, but isn't that, essentially, why I'm trying to get the job?

Andy: First off, I hope the salary is not the only reason for the job change. Salary is important, but if your prospective employer feels it's the only reason you're interviewing, it won't look good.

Depending on your seniority level, I would answer in several different ways. But generally speaking, it's not a bad idea to discuss salary as early as possible -- just not on the cover letter, unless the job ad asks for compensation history. Neither party wants to waste each other's time, so feel free to ask about the salary range and compensation structure on your first conversation with HR or your potential new boss. Some applicants would rather know salary ranges up front before they spend time doing a face-to-face interview, but others would rather get that in-person interview and try to really impress.

Prior to bringing up the subject, make sure you are prepared to answer their compensation questions as well. If they don't want to give you specifics, tell them what you make now and what you would need in order to make a move. If they can't compete, they will tell you. Sometimes it's difficult for the employer to discuss specifics prior to the interview process because they really can't tell how good you are or how you match up against people already on the team. This is particularly the case with technical professionals.

Ryan: Everyone knows that salary is a huge part of job consideration, but you never want to make it seem that way. Always be upfront about what your current compensations is, make sure you have a very good idea of what your target salary is and how far below that number you would be willing to go (assuming all other aspects of a position meet your goals). If you are working with a recruiter, be upfront about what your target numbers are.

During your search, you never want to be the first person to bring up salary. A good recruiting manager will always bring it up first in order to get an understanding of your current compensation and what types of numbers you are looking for. If the prospective employers have a number in mind for a position and your expectations don't match, then the process should be stopped immediately. On occasion, you will find some candidates with higher or lower salaries than the range, but you may want to go through the interview process anyway. There is a chance that either the company or the person looking will be willing to bend.

Somewhere along the way, either a manager or HR representative is going to ask you what you are making and what you expect from them. Your answer to this now and forever should be:

"I am currently making a base of 'X' and a bonus of 'Y.' I am very interested in this company and would consider any offer which falls within your current salary structure."

You should stick with this answer over and over. Try not to give a number unless the hiring firm is very intent on getting one. At that point, you can let them know what your expectations are -- sometimes there is really no way out. If you use this process, you will not give them a number that is too low and you will not price yourself out of a job. Most importantly, you will now put them in a position of making the first move and have allowed yourself the ability to negotiate your position.

Andy Hendrickson and Ryan Pollock are staffing professionals working in Chicago.

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