The Biggest Interview Mistake I See from Candidates (It's Killing Their Salary Negotiations)

After 27 years of recruiting, I've seen every interview mistake in the book. Candidates who show up late, forget the hiring manager's name, or ramble for ten minutes about their pet goldfish. But there's one mistake that absolutely kills me because it's so preventable, yet I see it happen over and over again.

It's not what you think.

The biggest interview killer isn't lack of preparation or poor communication skills. It's how candidates handle salary discussions, or more accurately, how they completely avoid them until it's too late.

The Salary Dance That Nobody Wins

Here's what happens: A candidate makes it through multiple rounds of interviews. Everyone loves them. The chemistry is perfect. Then comes the offer, and suddenly everything falls apart because neither side knows what the other is actually thinking about compensation.

The candidate either lowballs themselves by 20% because they're scared of pricing themselves out, or they throw out a number that's so far off the company's budget that negotiations stall before they even begin. Sometimes they dodge salary questions entirely, thinking it makes them look less "money-focused."

I watch this train wreck happen at least once a week, and it's heartbreaking because it's completely avoidable.

Why Employers Actually Ask About Salary

Let's get something straight, when a hiring manager asks about your salary expectations, they're not trying to trick you. They're trying to avoid wasting everyone's time.

Think about it from their perspective. They have a budget. Maybe it's $65,000-$75,000 for a registered nurse position, or $45,000-$55,000 for a manufacturing supervisor role. If you're expecting $90,000, it's better to know that upfront rather than after investing weeks in the interview process.

The salary question isn't a test you can fail, it's a compatibility check. And when you dodge it or give vague answers like "I'm flexible" or "I'm sure we can work something out," you're actually creating more problems than you're solving.

What Really Happens When You Avoid The Money Talk

When candidates avoid salary discussions, here's the reality of what unfolds:

You lose leverage. By the time you get to the offer stage, the company has already decided they want you. But they don't know what you're worth to yourself, so they're going to start with the lowest number they think they can get away with.

You waste time. I've seen candidates go through four rounds of interviews only to discover the company's top offer is $20,000 below their bottom line. That's time neither of you can get back.

You look unprofessional. Experienced hiring managers know what roles typically pay in their market. When you can't or won't discuss salary, it signals that you haven't done your homework or you're playing games.

You miss opportunities. Sometimes the company's budget is actually higher than what you were planning to ask for. By avoiding the conversation, you never find out.

The Right Way to Handle Salary Discussions

Instead of dodging salary questions, here's what I coach my successful candidates to do:

Do your homework first. Before any interview, know what your role typically pays in your market. Use salary websites, talk to people in your network, or call a recruiter like us at Great Bay Staffing for market intelligence.

Have a range, not a single number. When asked about salary expectations, give a range based on your research. Something like, "Based on my experience and what I'm seeing in the market, I'd expect something in the $60,000 to $70,000 range, but I'm open to discussing the complete compensation package."

Be confident, not desperate. There's a difference between being flexible and being wishy-washy. Know your worth and communicate it clearly, but also show you're reasonable and willing to negotiate.

Ask about the budget. It's perfectly acceptable to turn the question around: "I'm definitely interested in learning more about the role first. What's the company budgeted for this position?" This isn't dodging, it's gathering information.

The Simple Prep Strategy That Changes Everything

Here's my five-minute salary prep strategy that I share with every candidate:

Step 1: Know your number. What's the minimum salary you'd accept? What would make you jump at the offer immediately? Write both numbers down.

Step 2: Back it up. Be ready to explain why you're worth that range. What specific skills, experience, or results justify your expectations?

Step 3: Research the company. Are they known for paying competitively? Are they a startup with limited cash but good equity? Do they have great benefits that might offset a lower base salary?

Step 4: Practice the conversation. Literally say the words out loud: "I'm looking for something in the X to Y range." If it feels uncomfortable, keep practicing until it doesn't.

Step 5: Stay open. Remember that salary is just one piece of the compensation puzzle. Benefits, flexible work arrangements, professional development opportunities, and company culture all have value.

Navigating the Tough Conversations

Sometimes salary discussions get uncomfortable, especially if there's a gap between what you want and what they're offering. Here's how to handle it:

Don't panic. If their initial offer is lower than expected, don't immediately say yes or no. Ask for time to consider the complete package.

Negotiate professionally. Instead of saying "That's not enough," try "I was hoping for something closer to X based on my research and experience. Is there flexibility in the salary range?"

Consider alternatives. Maybe they can't budge on base salary, but they can offer a signing bonus, extra vacation days, professional development budget, or earlier salary review.

Know when to walk away. If the gap is too big and there's no room for movement, it's better to decline respectfully than accept an offer that will leave you resentful.

The Manufacturing and Healthcare Reality Check

In healthcare and manufacturing: two industries where I place a lot of candidates: salary discussions are especially important because pay can vary wildly between employers.

A physical therapist might make $75,000 at one clinic and $95,000 at another down the street. A manufacturing supervisor could earn $50,000 at a small family business or $85,000 at a large corporation with union representation.

Don't assume all employers in your field pay the same. Each organization has different financial pressures, growth trajectories, and compensation philosophies. The only way to know where they stand is to have an honest conversation about it.

Red Flags to Watch For

While you should be open about salary expectations, watch out for these warning signs during the process:

• Companies that refuse to discuss salary ranges even after multiple interviews

• Employers who seem shocked by market-rate expectations for your role

• Organizations that promise "we'll figure out compensation later"

• Hiring managers who get defensive or pushy when you ask about budget

These are signs of either poor planning or unrealistic expectations on their end.

Getting Professional Help

Look, not everyone feels comfortable navigating salary negotiations alone, and that's okay. This is where working with an experienced recruiter can make a huge difference.

At Great Bay Staffing, we have these conversations with candidates and clients every day. We know what roles pay in different markets, which companies are flexible on salary, and how to position candidates for the best possible offers.

We're not just matchmakers: we're your advocates in the negotiation process. When we present you to a client, we've already had the salary conversation, so there are no surprises on either side.

The Bottom Line

The biggest interview mistake I see isn't about answering questions wrong or wearing the wrong outfit. It's about avoiding the very conversations that determine whether a job opportunity will actually work for both sides.

Salary discussions aren't something to fear or avoid: they're a normal, necessary part of the process. When handled professionally and honestly, they actually make the entire interview process smoother and more successful for everyone involved.

Stop dancing around the money talk. Do your homework, know your worth, and have the conversation with confidence. Your future self will thank you when you land a role that pays what you deserve instead of settling for whatever they decide to offer.

Ready to tackle your next interview with confidence? Let's talk strategy. Reach out to us at Great Bay Staffing and let's make sure you're prepared for every conversation: including the ones about money.