askST Jobs: What to do when a prospective employer can’t match your current pay

In this series, manpower correspondent Tay Hong Yi offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to

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Q: Prospective employers tell me that they can’t match my current pay. What should I do?

A: The perception of being “overpaid” can arise when there is a discrepancy between your compensation and your contribution to the organisation’s overall objectives, says Ms Linda Teo, country manager of recruitment firm ManpowerGroup Singapore.

“Several factors can contribute to this perception, such as when an individual’s salary increase primarily reflects his tenure with previous employers or his history of job changes without a corresponding increase in responsibilities or the scope of impact,” she says.

“Employee remuneration is generally determined by factors like job value, responsibilities, required skills and market benchmarks, which serve as a guide.”

Moreover, your pay may be seen as excessive, even if it has held mostly steady over time, when there is a decline in demand for specific skills, organisational restructuring or shifts in industry dynamics, Ms Teo notes.

“For example, a decline in demand for specific skills can lead to a decrease in market rates, and organisational restructuring can alter the perceived value of certain roles within the company.”

She adds: “It’s also important to distinguish between being ‘overpaid’, where an individual’s work does not justify the current compensation, and situations where the employer is unable to match the individual’s salary expectations due to the company’s overall compensation structure or the industry’s prevailing compensation levels.”

To determine if you are genuinely overpaid or if the employer is trying to negotiate downwards on salary, Mr Nilay Khandelwal, senior managing director of recruitment firm Michael Page in Singapore and India, suggests that you research comparable salaries in the industry, location and role you are applying for.

Ms Teo says: “In situations where employers express strong interest in a candidate’s skills and contributions while simultaneously requesting a lower salary, budget constraints are often a primary factor, rather than a perceived discrepancy between the candidate’s expected compensation and perceived contribution to the organisation’s overall objectives.”

Mr Khandelwal notes that employers may overlook significant contributions or new skill sets that justify the salary sought.

“These could include specialised certifications, leadership experience, successful project completions or updated industry insights.”

When hiring, employers may focus primarily on a candidate’s most recent role or specific technical skills, Ms Teo notes.

“This may cause them to overlook the diverse range of experiences and competencies the candidate has accumulated over a career.

“Apart from that, soft skills such as leadership, communication and collaboration are critical to the success of organisations but may not always be reflected in job descriptions or salary benchmarks.”

She adds: “Furthermore, a candidate’s network and industry connections, while valuable assets, can be challenging to quantify and accurately assess during the hiring process.”

In cases where you feel you have been wrongly labelled as overpaid, Mr Khandelwal advises: “Instead of lowering your expectations, focus on demonstrating your worth.

“Prepare a comprehensive portfolio that showcases your achievements, quantify your contributions to previous employers, and align your skills with the prospective employer’s needs.

“You can also consider negotiating non-monetary benefits, such as flexible working conditions, additional leave days, or professional development opportunities.”

Ms Teo suggests that you provide specific examples of how your versatility, leadership and industry connections have benefited previous employers to help demonstrate your value beyond technical competencies.

To break out of being perceived as overpaid, you can also highlight your commitment to continuous learning.

“Candidates can showcase how they are staying updated with industry trends, acquiring new skills, and obtaining relevant certifications.”

You can also seek out openings in sectors or companies with less budget constraints.

“Sectors and types of companies that may have more room to pay highly typically include those in high-growth industries, those with strong financial performance, and those operating in competitive markets where attracting top talent is crucial,” Ms Teo says.

These include technology, financial services, pharmaceuticals, biotechnology and energy employers, especially those that are market leaders with strong growth.

The caveat is that these high-paying sectors often come with heightened expectations and demands, she says.

“The dynamic nature of these high-growth industries necessitates continuous learning and adaptation to remain valuable.

“In these demanding environments, it’s essential for candidates to be able to demonstrate a clear link between their continuous learning and development and tangible business outcomes, such as increased revenue, improved efficiency, enhanced customer satisfaction, or other measurable results.”

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