For example, if you want to recruit an executive with an annual salary of one million, what you need to know at this time is the salary level related to other positions in the same industry and the development model of the enterprise. Generally speaking, no one wants to accept a new position with a lower salary than the current one, unless the position can bring him some benefits that the current one can't touch.
As a headhunter, when you dig people, you should think from the perspective of the executives you dig. Before the company's reputation and resources may change jobs to other companies, the utilization rate of an executive will be much reduced, and job-hopping will also bear certain risks. It is possible that the new job was discovered by the previous company before it landed, and it was not worth the loss if it was done before the grass moved. First of all, the first point is to test each other's psychological bottom line. For example, an executive earns 1 million yuan a year before job-hopping. What is the minimum salary he can accept? Of course, this amount can only be guessed or discovered by your personal ability. Secondly, when digging people, you must show the advantages of new positions, such as digging a person from Nokia to Apple. Everyone knows the details, but the specific interests must be made clear. If the quotation is too low, it means that you are not sincere, and if it is too high, it will reduce customer satisfaction, so we must grasp the middle degree.
Therefore, knowing yourself and yourself is the most important basic principle in salary negotiation. Second, be clear about the value you provide to the other party. Tell the other party clearly about your value, and the other party will know how much your ability will cost. Third, in the process of interview, we must be keenly aware of each other's satisfaction with ourselves. Fourth, understand the urgency of the other party's demand for this position, because this urgency determines whether you can talk about better salary. Fifth, the scarcity of positions in the market is usually based on scarcity as a reference value.
To sum up, headhunters must pay attention to skills and remember not to be impatient.