For workers looking for or preparing to begin a new job, the salary conversation can be a challenge. These days, they need to look beyond the question "How much salary should I ask for?", and develop a more structured understanding of their market value, according to the online employment platform Jobsdb by SEEK.
In a constantly evolving labour market, where roles, skills and industry demands continue to change, relying solely on previous salary, comparisons with peers or assumptions may no longer be enough.
Using market salary data as a reference point can help workers set realistic salary expectations. They can consider this information alongside their experience, skills, responsibilities and achievements before entering into compensation discussions.
According to the "Salary Pulse Report: Thailand" by Jobsdb, 83% of Thai workers feel they are fairly compensated, yet only 50% are satisfied with their salaries. This gap highlights that perceiving "fairly paid" and being satisfied with one's salary are not necessarily the same.
Assessing whether a salary is appropriate should therefore go beyond personal perceptions. Workers should begin by understanding relevant market benchmarks and consider these alongside their experience, skills, scope of responsibility, achievements, as well as opportunities for career growth and development.
"Salary conversations are more effective when they are supported by clear reasons and relevant information," said Duangporn Prom-on, managing director of Jobsdb by SEEK Thailand. "This starts with understanding the market and taking a holistic view of your own value.
"Market figures are only a starting point. Your experience, skills, responsibilities and achievements help you understand where your expectations should sit within a particular salary range.
"Preparing this information can shift salary negotiations away from personal perceptions and towards a discussion grounded in clear reasoning and evidence."
SALARY RANGES
One useful starting point for candidates is understanding the salary range for the role they are considering. This provides a clearer picture of how the market values the position before assessing where their own experience, skills and achievements may place them within that range.
Examples of advertised salary ranges on Jobsdb show that roles vary in both the level and breadth of compensation offered. For example, software engineer and HR manager positions have the same monthly salary range spanning 50,000 baht, but their starting and maximum salaries differ.
Software engineer has the highest maximum salary among the roles shown, despite having the same starting salary as a marketing manager. This demonstrates why compensation should not be assessed solely by looking at the highest figure; workers should consider the full range.
However, when setting salary expectations, workers should also take into account their experience, specialised skills, expertise, scope of responsibility and demonstrable achievements. This can help ensure that their expectations are aligned with their qualifications and the requirements of the role.
Advertised salary ranges are not fixed salaries or a guarantee that a candidate will receive compensation at a particular level. Workers should therefore use this information as a reference when assessing their market value and prepare clear reasons to support their salary expectations before entering into discussions.
Once workers understand the relevant market salary range, the next step is preparing for the conversation. According to the Salary Pulse Report, more than half (55%) of Thai workers have asked for a pay rise. Among those who asked, 86% received an increase, either in full or in part.
However, while salary conversations can lead to positive outcomes, only 15% of workers say they feel extremely comfortable asking for a pay rise. This suggests that one of the main challenges may be knowing how to begin the conversation and what information to use to support it.
LOOK BEYOND 'MORE'
Salary negotiations should go beyond simply asking for "more", with workers preparing relevant information and evidence to support their expectations for a particular salary level.
This may include their achievements and measurable results, increased responsibilities, specialised skills and the value they bring to the organisation. Bringing this evidence into the conversation can make salary discussions more structured and better supported.
Beyond preparing what to discuss, workers should also consider when to raise the topic. According to the report, 46% of Thai workers prefer to discuss compensation during a performance review, while 31% prefer to raise the topic themselves and 24% would rather wait for their manager or HR to initiate the conversation.
These findings suggest there is no single "right time" for everyone. Workers can choose an approach that fits their circumstances by considering whether they have achievements or reasons ready to present, whether they understand their organisation's compensation review cycle and how clearly they can explain their salary expectation.
Workers can explore findings from the Salary Pulse Report and use the Jobsdb Explore Salaries feature to compare advertised ranges across different roles. To download the report, visit https://tinyurl.com/4dpum2yf.