Why do headhunters pay job seekers such a high salary? This salary should be given by the company the job seeker joined, not by the headhunting company.

First of all, Basil. Com wants to declare that the salary of job seekers must be given by the company they join, but the salary level of job seekers is not casually said. It is the "satisfaction value" given by headhunters after understanding the needs of both job seekers and companies.

In headhunting, there are many examples of unsuccessful candidate recommendation due to unsuccessful salary negotiation. As far as headhunting is concerned, we must first master the salary and welfare system of enterprises; Secondly, grasp the candidate's existing salary structure and expected salary, and finally understand the overall income of related industries and positions. When these data are already in mind, how can headhunters assist in the negotiation? The following basil net has compiled some salary negotiation skills.

1. Assess the value of candidates.

Generally, it is necessary to know the salary of the candidate in his last job first, and then combine his current expectations. Headhunters also have reasonable reference standards to negotiate with enterprises. Evaluate the value of the candidate rationally before the negotiation, accumulate the understanding of the candidate, and ensure that the candidate has a certain degree of understanding of the client company and the applied position. If the candidate is very scarce and excellent, it may be necessary to suggest that the company raise its salary; On the other hand, if the applicant is very ordinary, then the enterprise can give more consideration.

2. Know yourself and know yourself.

Experienced headhunters will spend a lot of time before negotiation, fully understanding the expectations of both the enterprise and the applicant, the needs beyond the salary of the applicant, the advantages of the applicant, the salary level of the position in the industry, and the upper limit of the actual salary of the applicant in the salary budget of the enterprise.

Step 3 get to the point

During the negotiation, if the candidate is unwilling to be frank, the headhunter can tell him directly: We must confirm whether you are the best candidate for the position of customer as soon as possible. You can also greet the applicant like this: If the company gives you an annual salary of xx, can you join the company? Avoid candidates from hesitating for too long in the decision-making process.

4, improvise

If the candidate is the ideal candidate for the vacant position in the enterprise, at this time, the enterprise can be suggested to increase the salary accordingly within the controllable range; If the candidate is very recognized by the enterprise and the current salary expectation is lower than the budget of the enterprise customer, the headhunter can stay put; If the candidate's salary expectation is higher than the budget of corporate clients, then headhunters can focus on other advantages of the enterprise.

5. Advantage integration

The key factor that elite candidates care about is not just salary. How to help enterprises recruit excellent candidates with reasonable salary? Many times, headhunters need to quantify other benefits, such as development space, learning opportunities, promotion mechanism, performance, year-end bonus, flexible working hours, vacations, skills training, platform resources and so on. To help candidates fully understand the real value of the position and enhance their attractiveness.

When negotiating salary, headhunting consultants should give professional advice from both sides, be sincere at the same time, and consider themselves from both sides. Of course, the premise is that the applicant left a deep impression on the enterprise during the interview, and the enterprise has the intention of admission. Grasping the above points can help candidates get the greatest benefits and recommend the most suitable talents to enterprises.