What you give you receive—right? This principle holds true when giving is truly unconditional, without expectations of receiving exactly the same thing in return. Genuine giving comes from within, rooted in self-respect and respect for others, and applies to all areas of life.
Recently, I had an engaging conversation about a common question in job applications and interviews: the salary question. “Please state your salary expectations.” This phrase is followed by a blank space where candidates must enter a number they think is fair—or hope will align with the company's budget. Or this question might come up during an interview: “What are your salary expectations for this role?”
I believe companies should include the salary range in job descriptions or communicate it clearly during interviews. Every role has a specific budget, typically adjusted based on experience, education, skills, and competences, many of which become evident throughout the hiring process and on the job. There’s no reason to keep this information hidden—unless fear is involved. And I believe, in many cases, it is.
The internet is full of advice on how to “strategically” answer this question to meet a company’s expectations. But why not to flip the script? Why not to be transparent from the start, saving both candidates and employers time while avoiding unnecessary discomfort? The information already exists, it just needs to be shared openly. It’s also important to clarify additional benefits upfront: “This is the salary, but we also offer a wide range of benefits that would otherwise come out of your personal budget.” It’s about flexibility and meeting people’s needs.
Another important point is how companies often screen out candidates with high salary expectations. By doing so, they risk losing great talent. This isn’t about self-serving attitudes or a sense of entitlement—it’s about healthy self-esteem, knowing one’s worth, recognizing the time and effort invested in personal and professional growth, and understanding the value they bring through their presence and professional service. These individuals have a lot to offer and they deserve to be compensated accordingly.
At its core, hiring is about giving and receiving. Companies provide fair compensation; employees offer their professional services and expertise. It’s a win-win. Instead of lowballing candidates, companies should recognize that every recruitment process, whether reviewing applications, conducting interviews, or even sending rejection emails—is a reflection of their values and reputation, a form of a powerful public relations campaign.
A transparent, authentic, and honest approach to salary discussions fosters mutual respect and trust. It acknowledges individual worth and, ultimately, benefits everyone involved.
Written by Liudmila Kazak