How to talk to the interviewer about salary in the interview, and the rules of interpersonal communication are also very important. There are many problems worth pondering in the workplace. Knowing these rules can help you improve your workplace relationship, read the legal provisions carefully and avoid being cheated. I'll tell you how to talk about salary with the interviewer in the interview.
How to talk to the interviewer about salary during the interview 1
The expected value can be a range.
Nowadays, many job seekers have added "salary expectation" to their resumes, and some enterprises usually have this column on the unified job registration form. If they attend the job fair, the other party will not forget to ask, "What is your salary expectation?"
How to open this expectation? Ms. Zhu, the head of the recruitment department of Shanghai Foreign Enterprise Service Company, believes that if you are an on-the-job employee and are not in a hurry to find a job at present, you can determine your expectations according to your own situation on the basis of referring to the salary level of the target market; If there is no job at present and you are eager to find a job, then the expected value should not exceed the salary level of the target market as much as possible. It is recommended to fill in a range value. Due to the lack of social experience and work experience, the job market exceeds demand, so it is not appropriate for college graduates to talk too much about or ask for salary.
So how do you know the market salary level?
Experts say that there are many information channels, such as the Internet and news reports. As long as job seekers pay attention, they will certainly get a lot of information about industry development and talent demand. In addition, many agencies engaged in talent agency and consultation can also provide information and suggestions for job seekers.
Pay attention to pre-tax and post-tax when talking about wages for the first time.
At the same time, job seekers will also know the salary of the employer and generally ask each other's monthly salary.
Experts suggest that job seekers should pay special attention when talking about salary for the first time. The monthly salary mentioned by the employer usually includes pre-tax income such as four gold and individual tax adjustment. When job seekers talk about their salary expectations, they usually refer to their income. There is a certain gap between the two, especially the higher the income, the greater the gap. Therefore, when you fill in the expected value, you need to indicate it in the back.
In addition, it is best for job seekers to learn how to calculate pre-tax income as after-tax income in advance. If you don't know, job seekers can ask the HR of the employer to help estimate it, so as to avoid a big psychological gap in the future.
Generally speaking, as long as the salary offered by the job seeker is not too outrageous, the employer will take it as a reference, first to see if its qualifications meet, and then to interview the salary.
All kinds of welfare can't be ignored.
After the two sides have a preliminary understanding and a certain intention, they will talk about salary and treatment in person.
At this time, what job seekers need to know is not the simple monthly income, but the salary structure, payment policy and various benefits of the company. Some companies will take the initiative to introduce this information to job seekers.
At present, the compensation policies of various companies are quite different. For example, some companies provide employees with various benefits that are beneficial to their own development, although their monthly income is relatively low. In order to retain talents, other companies divide their annual income into 14 months or even 15 months. It sounds like a low monthly income, but the actual annual income is not low. These situations should be considered comprehensively by job seekers. As for employers, most companies have their own salary system. Each position has a job description and salary range standard. If the job seeker's offer is higher than this range, then the employer will try to find other candidates whose salary requirements are within this range.
Of course, some very scarce jobs are another matter, because finding talents is the most important thing for enterprises, so enterprises will accept higher quotations.
What are the skills to talk about salary in an interview?
Be good at asking questions
Applicants have certain skills in talking about salary. The first step is to understand the salary range that the other party can offer. The key here is to be good at asking questions, let the other person talk more and know enough information by himself. After several rounds of interviews, the interviewer will ask the candidate, "Is there anything else you want to know?" Applicants can ask: "Large enterprises like yours all have their own salary systems. Can you give us a brief introduction? " Interviewers usually give a brief introduction. If the introduction is not too detailed, they can also ask: "Where is your company's salary level in the same industry? Besides salary, what bonuses, benefits and training opportunities are there? How much does the salary increase after the probation period? " And other questions, from the other side's answer, and then compare the market situation, you will have a bottom in your heart. Step two, put forward your expected salary based on the above information. If you are not sure about the salary you want to ask, you can also throw the question to the other party: "I want to ask a question." With my current experience, education and your understanding of my interview, what level can I reach in the company's salary system? " The other party will reveal the salary level you are prepared to open.
High-paying circuitous tactics
If you are not satisfied with the salary standard offered by the company, you can try to strive for a higher salary through discussion and negotiation: for example, "I think the most important thing in my job is pleasant cooperation, and salary is the second, but my original monthly salary is RMB ××, so I hope I can make progress if I change my job." If it's not too difficult for you, do you think this salary can be raised a little? " At this time, it depends on whether the tone of the other party can be loosened. If it is loose, you can give a reason why you are more valuable. If the other party's tone is firm, you can shorten the probation period by detour, such as "I have more confidence in myself." Do you think I can get the salary for the probation period directly in one step, or shorten the probation period from three months to 1 month? "
Strive for extra "salary"
In addition to formal wages, many enterprises will also generate some bonuses, benefits and other extra wages. In this regard, candidates will boldly strive for it. Candidates should pay attention to observation and not ask too many questions. Otherwise, after making an exception, the other party will assess you with higher requirements when they come in, and may even promise to fail in the end. To be on the safe side, the applicant had better ask the other party to specify the salary, probation period, working hours, etc. On the admission notice to avoid disputes in the future.
How to talk to the interviewer about salary in the interview 2 In essence, discussing salary is a bargaining between the supply and demand sides of talents, but it is different from naked bargaining in the process of buying and selling goods. Especially for job seekers, how to grasp the discretion and skills has a great influence on the success of job hunting. Because salary is directly related to the vital interests of job seekers, they are naturally particularly concerned. But in the interview process, it is very important to grasp the timing of discussing salary. In this regard, job seekers should pay special attention to:
First of all, don't discuss salary directly. Although neither side of the interview will talk about salary, job seekers will go straight to this topic from the beginning, which will easily give people the impression that they are too stingy and will greatly reduce the interviewer's first impression of you.
Secondly, it is best to let the interviewer talk about this problem first. According to the general recruitment procedure, the interviewer will take the initiative to introduce the salary and benefits of the company to the job seeker or ask the job seeker "what is your expected salary" after having a preliminary impression on the job seeker's ability, personality and work attitude. At this time, job seekers can naturally put forward their own requirements.
In addition, job seekers should try to be "targeted" when asking for salary. Because the salary offered is too low, it may be suspected of lack of ability; If the salary offered is too high, you may lose the chance to compete.
Job seekers can determine their "psychological price" according to the following references:
1, personal ability, education, qualifications, etc. Many recruiting units generally leave some room when determining the salary policy, so as to master it flexibly according to the different situations of job seekers. In fact, the "high" and "low" wages are relative. For employers, the key is to make "people" valuable. Therefore, graduates can personally evaluate their ability, education and qualifications to get how much reward.
2. Market level. At present, many companies do not have a "clear price tag" when recruiting, but an important basis for their salary policy is the salary level of the industry and the market. Job seekers can learn about the general market situation through some channels. At present, recruitment newspapers, talents and the labor market will be reported and analyzed regularly or irregularly. Of course, relatives and friends are also very good channels for information collection.
3. The current income level of job seekers. It is human nature that job seekers always want to get more salary than before when they jump from their current work units to new work units. Therefore, job seekers may determine the corresponding "psychological price" bottom line according to the current income level. If job seekers are very concerned about the job they are applying for, they need to be flexible when discussing salary. Because, even if your salary exceeds the interviewer's budget, if they are satisfied with your ability, they may ask you, "We can't meet your salary requirements for the time being, so I will give you XXX. Do you accept it?" If you accept it, you may get the job right away.
Pay special attention to
Careful comparison: determine your market value according to your personal network, and list your requirements in detail, such as salary, insurance, professional title, holidays, etc. Just the interval: for example, the salary is required to be between 3000 and 5000 yuan, aiming at the median;
Strategic considerations: If you don't get what you need in the first interview, ask for a future salary increase after the interview. Find out what the ideal situation is and what the acceptable conditions are. Put forward what you want, but be prepared to make concessions on the next important issue;
Proactive: put all the points on the table from the beginning, and remember that you and your employer are trying to get a satisfactory result from this negotiation;
Calm down: buy yourself time to think carefully, show your interests to others and tell them that you will give an answer within one day;
Salary terms: negotiate all terms of employment-basic responsibilities, salary and various remarks.