How to Respond to 'We Are Concerned Your Salary Expectations Exceed Your Current Value'

Problem Description

During salary negotiations, an interviewer might say: "We are concerned your salary expectations exceed your current value." This statement implies they believe your asking price does not match your abilities, experience, or potential contribution to the role. This doubt may stem from a lack of understanding of your past achievements or an underestimation of the role's value. In response, you need to defend your worth while avoiding coming across as arrogant, and use concrete evidence to address their concerns.

Solution Steps

1. Stay Calm and Avoid a Confrontational Tone

• Objective: Demonstrate professionalism and prevent the negotiation from becoming emotionally charged.
• How to do it:
  • Respond calmly: "I understand your consideration, and I appreciate you bringing this up candidly."
  • Avoid direct contradiction (e.g., "I am absolutely worth this salary"), and instead steer the conversation toward an objective discussion.

2. Ask for Specific Feedback to Clarify Their Concerns

• Objective: Precisely identify their reservations to avoid defending yourself blindly.
• How to do it:
  • Proactively ask: "Could you please specify which aspects lead you to believe there is a gap between my current value and my expected salary?"
  • Based on their response, determine the source of their concern (e.g., differing perceptions of the role's responsibilities, insufficient knowledge of your past accomplishments, etc.).

3. Reiterate Your Value with Data and Case Studies

• Objective: Translate subjective "value" into quantifiable contributions to weaken their doubt.
• How to do it:
  • Connect to the Role's Requirements: Recap the position's core needs discussed during the interview and emphasize how you match them.
    • Example: "This role requires solving XX problem. At my previous company, I increased efficiency by 30% through the XX project, which aligns closely with your needs."
  • Highlight Your Uniqueness: Explain the value you can bring that is hard for others to replicate (e.g., specialized skills, resources, or experience).
    • Example: "I have cross-domain experience in the XX field, which can help the team quickly bridge collaboration bottlenecks between A and B business units. This type of capability is relatively rare in the market."
  • Quantify Past Contributions: Use specific numbers to demonstrate how you saved costs, increased revenue, or optimized processes for your previous employer.
    • Example: "Last year, the project I led saved the company 2 million in costs, which is precisely the kind of value output I believe my expected salary should reflect."

4. Discuss Future Value and Align on Long-Term Returns

• Objective: Shift the focus from "current value" to "future potential" to justify the higher salary.
• How to do it:
  • Propose a concrete contribution plan after joining: "If I join, I plan to achieve XX goal within 3 months and drive growth in XX business within 6 months. These results will directly offset the salary difference."
  • Suggest establishing an evaluation mechanism: "If you are concerned about value realization, we could set probation period goals and reassess the salary based on the achievement of those goals."

5. Adjust Your Proposal Flexibly to Find a Win-Win Solution

• Objective: Show willingness to cooperate while standing firm on your core requirements.
• How to do it:
  • Break Down the Salary Structure: Inquire if the gap in base salary can be compensated through performance bonuses, signing bonuses, stock options, etc.
  • Negotiate a Promotion Path: Propose: "If there is pressure on the salary at this stage, could we agree to an early salary review based on performance assessment in 6 months?"
  • Emphasize Total Compensation: If adjusting salary is difficult, negotiate for other benefits (e.g., training budget, project leadership, flexible work arrangements).

Key Principles

• Do Not Undervalue Yourself: Avoid accepting a salary far below your expectations just to secure an opportunity, unless other significant compensations are offered.
• Maintain a Collaborative Stance: Always emphasize "hoping to grow together with the company" rather than merely bargaining.
• Set a Bottom Line: If the other party insists on negating your value, carefully evaluate whether to pursue this opportunity.