When looking for a job, don't feel that you don't want a salary. If you want a salary, you may not get it. HR is not afraid of asking for salary. On the contrary, if you don't get paid, you will feel that there is something wrong with your resume, or you must need a job urgently, which will lower the price!
Therefore, when looking for a job, don't forget to ask about the salary of looking for a job, so as not to suffer when the salary is low!
What is the salary structure of the company? What is the salary standard for new entry and probation?
1. Understand the market salary range of the same position.
2. Understand your value contribution to the position.
Three: understand the employer.
Four: Do your own career planning.
Asking for salary in an interview is a technical job. We should have a good sense of proportion. Reasonable salary requirements are our value contribution to the position. We should use career planning to establish a coordinate system and take every step in the workplace. Salary is only part of our value return. We are ambitious and of unlimited value. Thank you! Every year, there are many interview experience posts online, reminding graduates over and over again not to ask HR-related salary questions during the interview, so as not to appear too utilitarian.
However, it is often because of this series of concerns that many recent graduates find that the salary they get is far from what they expected, far less "attractive" than HR promised.
So, what is the problem, and how to talk to the interviewer tactfully about "salary problem"?
Psychological analysis of interviewer
Many interviewers will choose to ask your "psychological expectations" directly for two main reasons. First, I hope to know whether job seekers can make a reasonable judgment on their own value; Secondly, for each position, enterprises will formulate specific salary standards. Through this link, we can also test whether the expectations of job seekers are far from the standards given by the company.
? Several misunderstandings that are easy to walk into.
When encountering salary problems, fresh graduates are often the easiest to get into the following misunderstandings:
1. I feel embarrassed and avoid talking about salary.
I don't have a general understanding of the company you delivered, your industry and the salary of this position. Talking nonsense during the interview, yelling all over the sky;
3. I just heard a number given by HR, so I made a hasty decision, and the specific salary structure was not clear. Many freshmen don't understand the salary structure when they first enter the workplace. Interviews often talk about "pre-tax wages". Most enterprises will help their employees pay five insurances and one gold, and some employees with higher incomes also need to pay a certain tax. These all need to be deducted from the book salary. Therefore, many fresh graduates complain that there is a certain gap between post-job salary and HR commitment, precisely because this point is not made clear.
? The "homework" you need to do
In fact, the best way is to set a "psychological expectation" for yourself before the interview. It can refer to an exact number or an approximate range, including the bottom line and the highest expectation you can bear. But this number is not fabricated out of thin air. You need to consider a series of situations comprehensively.
For fresh graduates, the salary of the first job is often affected by many factors, such as the size of the company, the specific position you apply for, your personal ability and so on.
This "expectation" can also be adjusted accordingly during the interview.
The process of interview is not so much a process of assessing HR as a process of getting to know each other better. Company profile, specific work requirements, working hours, etc. HR will inform you one by one during the interview.
Do you need to work overtime frequently, whether you have overtime pay, whether you have paid five insurances and one gold, and according to what standards ... These questions can be reflected in the interview. Don't be embarrassed to ask, looking down on this piece will actually affect your future income to a great extent.
? Coping strategy
1. Avoid the "suicide" response: Many fresh graduates have no idea about the specific situation and the specific salary, and it is easy to make a wrong positioning for themselves. When HR asks about salary expectation, it is easy to pass if it is too high or too low. The best way is to get some general information about this industry and this company from the internet and give a general scope.
2. Throw the question back to HR: When asked about the expected salary, if you have no bottom, you can also choose to throw the question back to HR tactfully. Put forward a reasonable rhetorical question: "If your company can give me such a development opportunity, I am willing to accept a salary standard in your. I don't know what the salary standard of this position is according to the relevant regulations of the company? "
3. "Bonuses and benefits" is also the focus of your discussion: many recent graduates in unknown so focus on a glamorous salary figure, ignoring the bonuses and benefits that greatly affect your salary level. Many companies will provide subsidies such as meal supplements and transportation subsidies, and various benefits such as coffee and holiday gifts are endless. Only by comprehensive consideration can we have enough understanding of the position we are applying for. Wage figures are not everything!
The above is a comprehensive answer, I hope it will help you.
Having interviewed countless people, I feel more likely to ask the interviewer:
What is the salary range of the company for the same position?
What is your psychological salary for this job?
Whoever expresses his salary first will be passive!
Salary is one of the most important conditions when choosing a company. In order to get a satisfactory salary, you need to pay attention to the following points.
First, determine your salary expectations.
Before looking for a job, you should have an expectation range of your salary. General enterprises will judge your salary according to your last job salary.
You can set a certain percentage increase on the basis of the current salary. Generally speaking, you will expect an increase of more than 20% when you leave your job, which depends on your current salary level in the market. If you expect it to exceed the general market level, it will be more difficult.
If you are confident that you have a strong voice and negotiation capital, it is ok. I've seen it before. Competing companies poach people from each other and double their direct wages. This kind of company takes a fancy to your experience in the rival company, but it is recommended not to jump to the rival company easily. In addition to possible non-competition restrictions, it is also necessary to be psychologically prepared, give up the contacts of the original employer, and face moral judgment.
Second, know the rank and salary budget of the position in advance.
When contacting the position you are applying for, check whether there is a corresponding rank and salary description in the recruitment demand information to confirm whether it meets your expectations. If it is not within your own expectations, there is a big gap, and it is recommended to consider it carefully.
If there is no clear salary in the recruitment information, you can ask what rank the interview HR is. If it is a small company, you can supplement it and confirm which file it belongs to with some big companies in the market. The rank of the company is linked to the salary. According to the ranking, check the salary bandwidth online for reference.
Third, choose the right time to discuss salary.
The appropriate time to discuss salary is:
To sum up, whether the interviewer takes the initiative to ask about the salary or talks about the salary link in hr, it shows that the company is very interested in you, and your interview has been half successful. It is natural to discuss salary at this time.
Don't ask how much you can get when the business interviewer finally asks you what questions you have. Although salary should be an issue, most business interviewers will think that you only value money. That's why you should take the first step yourself. Now that you know that the salary range of the position you are applying for is within your expectation, you are not in a hurry.
Fourth, salary negotiation should be strategic.
When the interviewer asks about your salary and expectations, don't simply explain your salary and expectations. You can communicate according to the following strategies:
To sum up, both you and the recruiter have made great efforts to promote cooperation, and salary communication is natural. You can spend more energy to make the company recognize your value. Generally speaking, as long as the company wants you, salary is not a big problem.
I am Xiaoyang, working and living, and I have something to say.
In the process of job hunting, besides the job content, the job seeker is most concerned about salary and treatment. Of course, it is really inappropriate to talk directly about salary, especially for a newcomer like Xiaobai who has just entered the workplace. But generally speaking, formal companies will take the initiative to ask about the expected salary standard at the end of the interview. If not, they will inform the job seekers to join the job. At this time, they must ask politely and don't blindly join the job.
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Generally speaking, salary will be affected by many factors, such as the company's industry, region, position, personal comprehensive quality, ability and so on. Therefore, before the job interview, job seekers need to know the average salary of their industry, and then comprehensively evaluate their abilities and specify an expected salary range instead of bidding blindly. This is not only irresponsible to yourself, but also makes hr feel that you are unprofessional.
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So what salary negotiation principles do you need to know?
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1, the salary income of the previous company cannot be falsely reported. Because ordinary regular companies will conduct background checks before employees join the company, and even some companies will need job seekers to provide social security certificates, payrolls and so on. Therefore, when explaining the salary level of the last company, it must be true, which is not only responsible for yourself, but also for the enterprise.
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2. Pay attention to the salary structure, not just the salary "figures". A company's salary structure allows you to fully understand the company's salary composition standards, and then put forward your own opinions and suggestions.
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3. Anticipate the expected salary level in advance, even if you leave room for yourself, it will also provide the company with flexible space. Because the company will evaluate it according to your expected salary and your own comprehensive quality. So this is also a crucial step.
These are some of my experiences, which I hope will be helpful.
It is understood that in the interview process, some interviewers are embarrassed to ask, or don't know how to ask for salary, so that they miss the advantage of asking for salary in person. Some people don't even know the salary when they go to work. They can only say that these people have too little experience in the workplace.
Interviewing is like talking about business. The interviewer sells himself as a product to the employer and offers a price. The employer considers whether the product is qualified and gives the price that the interviewer is willing to pay. There is no need to think that both sides are inferior to each other in their equal and fair choices. The company is choosing you, and you have the right to choose the company.
When interviewing, how to ask about salary skills can highlight a person's emotional intelligence.
My suggestion is simple.
No problem, such a person is straightforward, and straightforwardness is his character. Usually the interviewer will explain the salary structure to the interviewer in detail and estimate the salary level that can be achieved.
In general institutions, the wages below the middle and lower levels are basically fixed, and there is not much room for change unless there are special actions. The basic salary of models with the most sales categories+commission, the basic salary of office clerks+performance, and the basic salary of assembly line employees+overtime pay or piece rate. When applying for these positions, the basic salary, as well as the calculation methods of commission, performance, processing fees and so on, should be considered emphatically. And basically you can judge how much money you can get each month.
If you are applying for a senior position, the floating space is relatively large. For the same position, the gap can be tens of thousands or hundreds of thousands. Of course, the focus is on your personal ability and whether the boss is willing to pay a large price to invite you.
Therefore, before talking about salary, I suggest you know some information that is conducive to negotiation, such as the salary standard of the industry, the salary level of the enterprise, the value level I can create, the scarcity of professional technology and other data that can help determine your own value.
After comprehensively understanding these data, make a salary positioning for yourself, and you won't lose yourself or the company. Then negotiate the salary with the human resources department of the enterprise, so as not to worry that the enterprise can't afford it because it is not prepared in advance and doesn't know how to quote, and that it will suffer if it is too low.
Well, that's my personal opinion. I hope I can help you.
I suggest asking.
1. What are the specific responsibilities of this position?
2. Where is the promotion and development direction of the post?
3. What is the salary standard of the company?
4. What are the company's performance appraisal standards and promotion standards?
The above questions are posted to understand the salary and future development.
Ask the company's existing salary standard first.
Second, ask about the company's existing welfare and performance appraisal methods.
The above two points can not only convey to the interviewer your attitude of respecting the company regulations, but also help the interviewer understand the salary standard.
Third, ask about the salary increase standard during the probation period. Ask clearly in advance to avoid subsequent disputes.