It is no exaggeration to say that this is a psychological war. Especially in the middle and high-end jobs. General grass-roots enterprises will have their own starting salary, and welfare subsidies are fixed. For interns and part-time employees, they don't spend too much time talking about salary, which basically belongs to the order category, depending on the choice of both parties.
As HR, I know very well that I don't want to lower the salary of job seekers at all, and I am willing to satisfy job seekers. God knows how much time and labor costs it takes to recruit a suitable talent. But HR is more often from the perspective of enterprise development to meet the needs of enterprises and bosses. As an HR, you must know how to effectively talk about salary with job seekers. If you talk too much, your boss will be unhappy. If people don't want to come, it will be more difficult to recruit. The employing department is still complaining about the recruitment efficiency, which affects the performance appraisal results.
As a job seeker, you should know that the last step is salary negotiation after all the initial test, second test and final test. The ultimate essence of work is to embody value, and how to embody value is a great part of the embodiment of salary. Negotiated, is a new beginning, talk about inappropriate, everything will continue to cycle.
Therefore, when it comes to salary, success is the most important thing in job hunting. Next, dry goods.
Understand the reference standard of HR salary.
Most of the salary of each position is not determined by HR, but negotiated within the scope of the enterprise's salary system. After the interview, HR will negotiate with you to determine your salary with reference to three factors.
1. Salary range corresponding to the position in the enterprise. Most enterprises will have their own salary system, whether it is standard or perfect, but each job recruitment will have a corresponding floating salary range. Why is there scope? Mainly based on the ability and experience of job seekers and the degree of job matching.
2. The salary range of this position in the market. In order to ensure the competitiveness of enterprises in the market, enterprises will adjust their salaries regularly, which is also to ensure the stability of enterprise talents. It depends on the competitiveness of enterprises in the market is 25%? 50%? 75%? 90% percentile, these are important measurement factors. For example, the threshold for job hunting in grass-roots service posts is low, and the salary level is correspondingly low. Talents in management, technology and scientific research have higher requirements, higher thresholds and higher corresponding salary levels. We need to know where we are.
3. The salary of the job seeker. HR will measure a given job according to the current salary level of the job seeker. At the same time, it is also an invisible standard for HR to measure job seekers' working ability. Then how can we avoid this pit? We'll talk later.
Don't take the initiative to talk about salary at the beginning.
Knowing the reference standard of HR salary evaluation, then we need to know how to prevent lightning.
When interviewing, avoid talking about salary at the beginning, or avoid talking about your salary.
Because HR needs to know you, personal information, work experience, project experience and so on during the interview. For those that are not presented on the resume, grasp all kinds of information that can match the requirements of the recruitment position. During the interview, HR has a list in mind. Every time he asks a question and hears an answer, his head will automatically tick off. This is job matching.
At the same time, during the interview, you can ask some questions about this company and this position, and then make a judgment after you know it clearly. Self-knowledge before communication is unfounded.
Of course, it can also be evaluated according to the job content of the post and give you the salary you expect in your heart. So, remember to take the initiative to talk about salary from the beginning.
Know yourself and yourself, and master the salary information.
It is possible that HR will ask you about your expected salary during the interview. This is your chance.
Before talking to HR about salary, you must know three things:
Would you like to know the general salary price of the position you are applying for in this market?
You know, what is the popularity of enterprises in this market and what is the market price?
Do you know the salary range of this position in the enterprise?
This is the price standard reference for industries, enterprises and posts. On the basis of comprehensive information, you have the initiative to talk about wages.
Then how do you know the market price?
1, which can be learned through peer network resources;
2. We can contact the salary experts in the industry, or consult HR and industry headhunters in the same industry.
3. You can use online search channels, such as Zhihu and LinkedIn.
4. You can log on to the recruitment website to see the same salary level as companies in the market, such as Hunting, Zhilian, 5 1JOB, etc.
As follows, you will find that the same position will have different prices in different industries and cities.
Be prepared in your heart, don't be blind.
Besides, before the interview, you should make a private statistics on your current salary level. Of course, don't just count your basic salary. You can add up all your income, such as meal supplement, communication allowance, commuting allowance and provident fund, and then divide it by 12 to convert it into your monthly salary.
Come on, this account can be calculated like this:
1, the monthly salary is 8000 yuan/month, so your annual salary is 8000 yuan * 12 months =96000 yuan/year; But you can't tell HR!
You should add all your bonuses with subsidy income. For example, the year-end bonus is 2 months, 16000 yuan, the quarterly bonus is 10000 yuan, and other welfare subsidies are 12000 yuan;
3. Then, your annual salary is 96,000 yuan+1.6 million yuan+1 10,000 yuan+1.2 million yuan = 1.34 million yuan/year;
4. Then, the annual salary is134,000/1February =1166 yuan/month. Use this data as your monthly salary.
From 8,000 yuan to 1 1 166 yuan, this has increased by 40%. If HR really wants you, it will give you a certain increase on this basis, and the increase of 50% is close. This is the skill.
After HR asks about your expected salary, 120% will ask about your current salary, and you will use the above data to answer and tell me what value I can bring to the enterprise and department as an applicant for this position, so I hope to have an increase of 15%-50% on this basis (except, of course, those who quickly exceed this ratio).
If your expected salary is higher than the high value range set by the enterprise, you can focus on the advantages such as the value you can bring to the enterprise and the performance you can create for the department.
In view of this, the standard of HR constant salary largely depends on the monthly salary of your last salary, which has a certain increase on the basis of your last salary. Therefore, this account must be clear.
The wage standard should be clear
It is not advisable to talk directly about probation salary and full-time salary. Some enterprises only talk about probation salary in HR, so we must make all the standards of salary, welfare and bonus clear when talking about salary, leaving no ambiguity.
In addition, you need to ask about the salary promotion mechanism, the period and range of salary adjustment. That is to say, according to the usual rules, how often and how much is the salary adjustment? Of course, this is another matter for startups.
Don't ignore the invisible benefits.
If the salary given by HR is within your expectation, or even beyond your expectation, congratulations.
If not, we can measure intangible welfare and value. The reward of the post is not only the embodiment of the salary. Recently, we can look at the commission or bonus points, welfare subsidies, and the base of five insurances and one gold payment, especially the provident fund. This ratio and cardinality can be achieved; Far away, you can pay attention to workload intensity, working environment, training frequency, project participation opportunities, etc. We should see the real value behind this position in order to better evaluate whether it meets our needs. For example:
1. Direct remuneration: salary, subsidy, bonus, stock and other cash remuneration. All these should be asked clearly and counted as a whole.
2. Indirect salary: company welfare, commercial medical insurance, five insurances and one fund (base and proportion should be clearly asked), annual physical examination, paid holidays, training frequency, etc.
3. Work content: whether the value of the work itself matches your interests and abilities, the diversity, challenge, importance and significance of the work, and whether you can participate in project management.
4. Career development: know your position, know the development path of this position, and whether this position matches your development track in the next three to five years.
5. Corporate culture: Corporate culture determines the pattern, development and future of the enterprise. This is also an important factor that determines whether you can work happily in this enterprise.
6, the company platform: the platform determines how much return you will pay, and newcomers in the workplace try to choose the head company. For example, Fortune 500 companies work hard and work overtime, but the platform and development they give you can really make you jump several benchmarks.
7. Follow the leader: This is difficult to figure out, but if there are insiders, you can consult in advance to find out the style of the leader. Is it in the core store of the company? The more departments there are, the more the leader has the right to speak. Only by reporting to such leaders can you have more resources and opportunities.
All of the above are important measures behind the value of a post. In the workplace, we should be able to endure loneliness and move forward skillfully.
A good professional image can give you extra points.
When talking about wages, the whole process should be stabilized after talking about wages. Because if you show an eagerness to find a job, HR will give you a "bargain" in your heart, so you must maintain a good professional image and don't let HR see through you.
To sum up, it is very important to talk about salary, which directly determines your salary income in the next two years. However, we should not only look at money, but also look forward and see our own value. If, when negotiating with HR, the performance of the previous stages is not very good, don't pay too much attention, after all, it has already happened. At this time, you should be concerned about the value you can create for the company, and evaluate your own value through this value and the salary level of the industry and region, so that you can win the company you like steadily.
This is also what enterprises and HR value and expect most.