So a friend of mine went for an interview and the Human resource personnel in the interview asked him how much he would like to earn for the role he's being interviewed for.
Guess what, he quoted less than what he was supposed to want for that particular role. The truth is, if it's a company that pays varying salaries to employees of the same grade he will be shortchanged.
Here is how you assess your value:
1. What knowledge do you have and do they span across many roles and functions?
On a scale of 1 to 5, where are you?
2. What skills do you have and are they transferable between last and jobs and new job?
Where is your skill level - beginner, intermediate, expert, coach?
3. What non-job specific values are you bringing with you?
Remember anyone can teach you knowledge and skills but no one can teach you values.
I will demonstrate.
A typical roadside mechanic will diagnose car trouble, repair or replace engine block, repair fuel system, repair vacuum system, repair fluid system, repair brakes, repair gears and transmission and differentials, repair shocks and balancers.
In an enterprise auto shop each of these is a separate department and have different service cost and staffing.
So if the roadside mechanic was going to to apply in this shop he should calculate his salary requirement based on one particular specialization and then each of other specialized areas will be differentials of no less than 10% of the basic salary. The total should be his desired pay. He must be upfront to let the hiring managers know he is an asset and hiring him is cost efficient than hiring two or three different specialized hands to staff those departments with zero cross-over capacities.