Revealing current or expected salary can be a daunting task for lawyers seeking their next role. It can be hard to know how much the recruitment executive or law firm are really able to offer and whether they will dismiss candidates outright because their salary expectations are too high. Even when lawyers might know the market, they may not know a particular employer's way of operating with respect to salary.

According to recruiters, the issue comes down to one of managing expectations before a candidate is put forward. In that case, Ash Raivadera, a founding consultant of ATR & Associates, argues that it is sensible to discuss salary expectations with a recruitment executive. “It [salary] should not be the first question that is asked, and it should not be the sole factor that determines whether a conversation continues, but it’s clearly an important one,” he says, adding that a great deal of time and face can be saved when information given and asked for is upfront from the beginning. As a general point of advice, Raivadera also says that using a phrase such as “I expect to be paid fairly and within the market rate” conveys they message of being open minded while not wanting to be taken advantage of.

How hard to negotiate?
Once the initial question has been asked, the next issue is whether or not to push for more. The answer depends on what level PQE a candidate has reached, the approach taken by recruiters and the impression the client firm already has of a candidate. “Most firms have defined salary bands and are reluctant to pay candidates - particularly junior candidates - above their salary band,” says Tim Smith, Hong Kong director with JLegal.

Raivadera adds that when there is room for a client to offer more, the recruiter should be aware of it and can manage both sides’ expectations. “Firms are usually honest with us about how much they have to spend, so if there is nothing more, then there is usually nothing more!,” he says. Smith also agrees and emphasises the fact there is more flexibility for senior candidates. One point all agreed on, which was emphasised by Eunice Wong, a headhunter with CML, was that it is important to let the recruitment consultant be involved in the process. “Some candidates are very informed about the market but may be misguided by random comments and rumours while other candidates simply don't have the time to keep updated with the market,” she adds.

Does asking for too much really ruin chances?
Given the fact that there is often a small candidate pool, especially within Hong Kong, Smith also said that firms are not likely to use salary as a determining factor before asking a candidate for an interview. Firms will not generally go outside their salary bands though, according to him: “Firms will not consider unrealistic demands, particularly from junior candidates.” Raivadera also says that firms do not always dismiss those who have put unrealistic salary expectations on their application form. “Many employers are open-minded about money, and usually choose to see a variety of candidates to compare between them. It’s usually when a process gets under way that salary becomes a variable, not before it,” he says.

For those who have submitted an application that was asking the upper limit or above, Smith said that they can rescue the situation by stressing to the firm during the interview that they are not primarily driven by money. “Most firms prefer to employ candidates that are interested in the firm itself, and [the] type of work on offer, rather than those candidates that are driven solely by remuneration,” concluded Smith.

Similarly, Raivadera says that candidates in this situation should say they are less motivated by money and more by the opportunity, so could be flexible on the dollar amount. Anyone contemplating asking for more should consider looking at local firms, according to Jennifer Lau, a consultant with CML in Hong Kong. “Most candidates are up-to-date of the market since the legal sector is quite small. More local law firms are raising the associate's salaries to be more competitive in the market and more important, it is a method trying to retain their fee earners,” she says.