Commentary: Showcase passion, downplay salary? Job interviews must go beyond that
“What are your salary expectations” is a classic question during job interviews. Employers must create a safe space for open and honest discussions or risk losing out on talent, say Tsinghua University’s Yan Liuxin and NUS Business School’s Sam Yam.

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SINGAPORE: Another graduation season, another wave of eager job seekers going for interviews. And the perennial advice from career coaches resounds: Showcase passion, emphasise purpose. Downplay or avoid raising the question of salary.
However, this clashes with the practical realities of needing a good salary and job security. Salary is the top priority in job hunts, according to a 2024 survey of over 11,660 fresh graduates looking for a first job, with about 80 per cent expressing concern about the cost of living on a graduate salary.
Graduates used to talk down the importance of salary to avoid being seen as too demanding or pushy, said Isaac Hee, managing director of GTI Media which conducted the survey, to CNA. In the current climate, employers should expect graduates to prioritise immediate material gains when looking for jobs – and be prepared to meet them, he added.
“What are your salary expectations?” There are expectations on both sides of the table when that classic question comes up during a job interview.
So, how can job seekers, especially fresh graduates, broach the compensation conversation without alienating potential employers?
THE HYPOCRISY OF DENYING THE OBVIOUS
Money can’t buy happiness – we’ve all heard the adage, often from the mouths of the wealthy.
Jack Ma, the billionaire co-founder of Alibaba, famously declared his dislike for riches while simultaneously championing the importance of intrinsic motivators such as purpose and meaning in work. He encouraged employees to unite around Alibaba's core values instead of focusing on personal financial gain.
While job seekers might be inclined to follow his advice, our recent study found that downplaying or dismissing extrinsic rewards, like salary and personal gain, can backfire – leading to scepticism and distrust.
Our study involved researchers from the National University of Singapore, Tsinghua University and Stanford University and nearly 2,500 participants to explore the effects of demeaning extrinsic motivators such as monetary rewards or fame.
Most of us, regardless of socioeconomic status, value financial security to some extent. When individuals deny this basic human need, it creates a disconnect between their words and actions, undermining their credibility.
This disconnect is even stronger if the individual has a high socioeconomic status such as Jack Ma, suggesting that those who are already financially successful do not have a right to preach against it.
IT SAYS A LOT ABOUT COMPANY CULTURE
Employers play a major role in creating a safe space for open and honest salary discussions. Instead of acting coy on what they expect to pay or writing off candidates for initiating the salary talk, embracing transparency can attract a wider pool of qualified candidates who are aligned with their values and expectations
This shift towards transparency is already reflected in the large number of job postings that include salary ranges upfront. This not only saves time for both parties but also signals a company culture that values open communication and fair compensation.
A 2023 Gartner survey in the United States found that 44 per cent of candidates decided not to apply to positions because no salary information was provided.
By acknowledging that both intrinsic and extrinsic motivations are valid, interviewers can encourage candidates to be transparent about their financial needs. This, in turn, fosters trust and enables a more accurate assessment of whether the candidate is a good fit for the role and the company culture.
BALANCING PASSION AND PRACTICALITY
So, it really boils down to how and when job seekers should talk about salary during interviews.
While demeaning financial incentives is counterproductive, so is fixating solely on salary or jumping the gun on the conversation. Job seekers must still first express genuine interest in the role and understanding of the company's mission.
When the topic of compensation comes up, inquiring about the salary range for the position showcases your understanding of market value and signals that you are serious about the opportunity. Expressing the desire for a fair and competitive salary isn’t wrong – but it has to be aligned with your skills and the market so doing your homework is indispensable, by talking to people in the industry for example.
For mid-career employees, this can demonstrate confidence and self-worth. Fresh graduates, on the other hand, may feel pressured to downplay salary expectations due to their limited work experience.
Again, it's crucial to remember that your time and skills have value. Research industry standards, practise your negotiation skills, and be prepared to advocate for fair compensation.
EMBRACING AUTHENTICITY
In the end, authenticity is key. Job seekers should not feel compelled to conform to outdated notions of what is appropriate to discuss in a job interview.
By openly acknowledging your financial motivations and strategically addressing the topic of compensation, you can build trust with your potential employer and set the stage for a mutually beneficial relationship.
It's okay to want a fulfilling career that also provides financial security. They need not be mutually exclusive.
Liuxin Yan is Assistant Professor at Tsinghua University. Sam Yam Kai Chi is Professor and Head of Department of Management and Organisation, NUS Business School, National University of Singapore. Views are those of the author and do not represent those of NUS and its affiliates.