Everything is going well in an interview, and then comes that stupid question that changes the tone. "What are your salary expectations?"
Thankfully, here in British Columbia, salary transparency laws have taken a lot of the anxiety out of it. At least now you know what you are applying for, instead of going through a full process only to discover the salary is well below your expectations.
That said, the presence of a salary range also puts some responsibility on the candidate. If the range is clearly outside your expectations, why apply? Going through the process and then asking for something above the posted range at the final stage wastes time for everyone.
The same goes for employers. If a candidate has clearly stated their minimum expectations, inviting them into the process and then presenting a low offer at the end is just as frustrating.
When both sides are transparent from the start, the process is smoother and more positive for everyone.
And during the interview, I don't think this question should be asked at all if there is a posted range. The interviewer can say something like this: “Are you aware of the posted range, and are you willing to consider a reasonable offer within that range?”
On the candidate side, when that question comes up, I always share what my Grandpa used to tell me: Don’t name your price! It puts you in an awkward spot. You can’t go up from there. The best strategy is to refer to the posted range, and if you’re hoping for the higher end, you can indicate that. This way, you haven’t locked yourself into a number, and the conversation stays comfortable.
That said, during an initial verbal offer, it’s perfectly reasonable to say what you want or need. It saves everyone a lot of time. Once a number is agreed on at that stage, there’s no back-and-forth later like a real estate deal when the written offer arrives!
Still, even with ranges in place, many hiring processes fall apart over salary. How an offer is presented matters. Starting at the very bottom of the range can send the wrong signal. Some candidates will push back. Others may feel undervalued and walk away. And some, especially those earlier in their careers, may not realize that an offer can be negotiated at all.
If you are not used to negotiating, here is the key point: you can always counter.
Do it professionally. Thank them for the offer. Show appreciation. Then be clear and firm about what you are looking for.
In many cases, the best outcome is somewhere in the middle. Ranges exist for a reason, but starting too low or asking for the very top right away can both send the wrong message.
Handled well, it is not awkward at all. It is just part of how good hiring gets done.