How to negotiate salary during an interview?

1. HR doesn’t like to negotiate salary with interviewers?

In many people’s minds, negotiating salary with HR is simply a “sin” because they are afraid of making the other party unhappy. Actually, it’s not necessary. Because as long as HR is professional enough, they all know that when employees or applicants negotiate salary, it means they care about it. In other words, salary is one of the motivations that drive them to work hard. On the contrary, those candidates who are "just waiting to die" and "don't care" make them even more worried about whether they can create value for their company.

2. Is it necessarily a tragedy to ask about salary on the phone before the interview?

When many people talk to HR on the phone before the interview, they will first ask about salary and benefits. However, many of them are either rejected or questioned, such as "it is not convenient to disclose on the phone" or " "It's too utilitarian to just ask about the salary without even knowing the position," etc. However, it is not uncommon for applicants to struggle for a long time and arrive at the interview location only to find that the treatment offered by the other party is completely different from what they expected.

Isn’t the interviewer’s time precious? Do we have to wait until the interview to discuss this topic?

Not necessarily! So how do you ask questions without triggering the other party’s plan? It is recommended that you first understand the company and the position; when asking, do not ask about the specific salary, but politely ask about the salary range; if you can "have a good conversation" with the HR on the phone, after understanding the company and the position, After expressing your interest in the job, it is not a bad idea to tactfully ask HR about the salary range.

3. Don’t know the salary level at all.

Almost all interviews will involve this issue. If you are very interested in the company you are interviewing for, but do not understand your "value" and are completely waiting for the other party to make an offer, the result will usually not be very satisfactory to you. . A friend of mine applied for a job at a company that he liked very much. When asked about his expected salary during the interview, he told the person that it would be no less than his previous salary level. In the end, his salary when he joined was the same as his previous salary. . Therefore, before the interview, it is necessary to set reasonable expectations for yourself based on the market industry and your own strength.

4. How to understand the salary of 8K-16K?

When submitting resumes, we often see the salary level of 8K-16K written clearly on the job application. What is the concept of this floating range? Simply put, unless there is a particularly outstanding person, it is difficult to hope to get close to this number when applying for a job. For most people, 16K is the advertising effect, responsible for attracting your attention, and then it completes its mission. In fact, 8K is the real salary this company is willing to pay, which fluctuates by 20% to 30%. Of course, it is not ruled out that this 8K is the average monthly salary after the basic salary + various benefits + various subsidies.

5. Don’t reject it immediately because the salary is low.

In the actual application process, some units will provide benefits at the beginning. Maybe the number given is not your ideal salary, but it is recommended not to get up and leave immediately, but to communicate in depth first. When the interview is about to end, based on the overall interview evaluation, ask HR whether there is any possibility of promotion. If not, it is still too late to refuse. You know, as a negotiator, it is a common strategy to leave yourself space at the beginning of the negotiation.

6. How to offer a price that will not be rejected?

The specific asking price mainly depends on several factors, including your own positioning and value, your interview performance, the average level of the industry and the position you are applying for, and the urgency of hiring the company you are applying for. If you feel that the company is in an urgent stage of recruiting people, and the person in charge is very satisfied with you, you can ask for a higher salary. If you are not confident enough, just follow the price on the job posting. For example, "I learned that the company's position salary is 8k to 15k. If I am lucky enough to join your company, I hope my salary will be no less than 10k.

7. How to propose your expected salary to make it more accurate? Insurance?

If HR asks you what your expected salary is? I suggest you first ask what the company’s salary structure is? Usually the answer will include monthly salary or annual salary, specifically base salary and performance. Bonuses, meal subsidies, phone subsidy, five insurances and one housing fund, options, stocks, etc., may also involve salary increase rules and times. Then based on your own expectations, combined with the company's salary structure, come up with your own expectations.

8. What should you do if HR thinks your expectations are too high?

After raising your expectations according to the above method, if HR replies that it is a bit high, or the other party is curious about the basis for the numbers you gave, then you can say this:

1) Yourself What was the salary level at your last job?

2) What is your expected increase?

3) What is the industry average for the position you are applying for?

4) How well does your profession, ability, and position match you? How much benefit do you expect to bring to the company, etc.?

After listing all these factors, HR will determine whether it can make adjustments for you based on its own rights. If it cannot make a decision, it will report to the hiring department or leader for approval.

9. The salary composition must be clarified!

When negotiating salary, be sure to understand the company's salary structure, and then try to negotiate a higher monthly salary or basic salary. Because in some companies, the monthly salary is divided into basic salary + performance. For example, the monthly salary negotiated by HR is 14K, of which the basic salary may only be 6K, and the remaining 8K is performance salary, and performance salary is not a guaranteed salary, but is based on your salary. Performance appraisal is linked, and each may have a coefficient range such as 0.8-1.5. If your performance coefficient in a certain month is 1, then you can get the full 8K for this month's performance, but if it is 0.8, you can only get to 6,400 yuan.

10. When the other party asks about salary expectations, the reply should not be too straightforward.

For example, "Based on my ability, how much do you think is appropriate?" This kind of answer is like asking the other person "How much do you think I am worth?" It is not only too straightforward, but also inherently misleading. It's a bit false, and it's also too subjective, because it's difficult to prove whether you have the ability just from your resume or a few conversations, so it's difficult for the other party to give an answer. It's better to ask in other words, such as "What is your approximate budget for this position?"