Salary negotiation belongs to business negotiation, so we should pay attention to the ways and means to achieve the ideal goal! ! After the interview, HR asks you about your expected salary, indicating that the offer is promising. Then if you want to talk about salary next, you must first understand the internal logic of HR talking about salary! !
HR attention: 1, job seekers' judgment of their own value. 2. Whether the salary expectation of the job seeker matches the salary standard of the enterprise.
HR goal: 1, with high cost performance, to recruit the most suitable talents. 2. Find a balance between the salary expectation of job seekers and the salary that the company is willing to give! !
HR likes: candidates who can simply and rudely say the target salary and have a clear understanding of themselves! !
HR resents: 1, ask HR how much do you think I am worth? 2. Ask the price without looking at the market. 3. Ask the salary at the beginning of the interview.
HR salary fixing strategy: Generally speaking, you should combine your expected salary, the salary of the last company after a salary increase of 20%-30%, and the upper limit salary given by the company for this position, so the purpose of our salary discussion is to get as close as possible to the upper limit that the company can give.
How to bid correctly and objectively? Three steps to prepare!
Understand the market, the salary level of the same position in the same industry, the same company, the same city! ! Channels: recruiting annual salary reports of job search websites APP, job search forums, peers, friends and alumni, contacts of target companies, headhunters, consulting companies and professionals. √ Understand the company, including industry status, employer reputation, salary level and corporate culture! !
Evaluate your own value and ability, and refer to the extra points.
1. Have any related works been evaluated for their own value and can be verified?
2. Have you mastered the core skills required by the post, such as the high matching degree of the development language used?
3. Whether you have rich practical experience in the project.
4. Is there an advantage in academic qualifications?
5. Do you have any relevant resources, such as project resources, contacts and information resources?
Actual combat processing.
1. When HR asked you how much your current/last company paid you, what did you say? HR reported the total annual salary without asking in detail! Including pre-tax annual basic salary, bonuses, subsidies, welfare funds, housing accumulation fund (the part paid by the company), etc.
2. When HR asks you what your expected salary level is, how to negotiate? The principle of avoiding the important is more important than Foley's monthly salary! ! Ask about the welfare benefits of HR company (five insurances and one gold, subsidies, annual leave, bonuses, etc. ) first, in order to prepare for talking about monthly salary! If the welfare is not very good, then the monthly salary needs to be higher, and HR has long been psychologically prepared! !
What is the salary range that HR company can offer for this position? Generally, HR will not directly answer the numbers, but can ask about the salary composition. It's easy to choose the salary structure first when looking for a job! ! However, when talking about the salary structure of your last job, you must spend a lot of money to increase your chips, such as monthly salary, bonus, subsidy, gifts, holiday expenses, physical examination and so on.
3. The last point is coming! ! ! ! Here, I want to give a smart answer "I believe the company will give me a reasonable salary". I'm here to study, and I don't care about the salary. Correct demonstration, for example, I saw on the recruitment website that the salary range of this position is 10- 15k, and the salary of my last company was 12k. I hope that on this basis, a 20%/30% increase (depending on your own needs) should be within your company's budget. Of course, if there are other learning opportunities,
Let's talk about the monthly salary of the next company with the total annual contract income of the previous company! ! Speaking of the salary of the last company, add up all the bonuses and subsidies, and you will get a figure you can't believe! ! Take this and tell HR directly about the annual salary of the last company, and try to avoid talking about the monthly salary of the last company! ! Then multiply the calculated annual salary by 12 or 1.3 (an increase of 20% or 30%), divide it by 12, and add one or two thousand casually, which is your expected monthly salary! !
This calculation will generally get a higher value than you expected before! ! Because you acquiesce that the new company has no benefits, HR will definitely bargain after talking about benefits. It doesn't matter, so you can gradually figure out the upper limit that the company can give! !
4. How to understand the salary level given by HR? Pay attention to the salary caliber and composition, and ask whether the figures have deducted five insurances and one gold, and whether there is tax deduction! ! The ratio of fixed salary to performance bonus! ! Estimate your salary, don't place too much hope on the number of months of year-end bonus proposed by HR! !
Suggestion: 1. Knowing the career development opportunities and platforms provided by the company is even more important than cash for newcomers in the workplace! !
2. The fresh graduates have no previous company as a reference, so the flexible space for salary negotiation is relatively small. The only thing we can win is to tell HR that there are other big factory discounts, and then talk about a reasonable increase on the basis of other discounts! ! But there are risks, so pay attention to HR face.