What if the salary promised in the interview does not match the actual salary?

What if the salary promised in the interview does not match the actual salary?

How to talk with HR about salary must be one of the most concerned issues for every job seeker, especially when we see that some people are close to their own level, but their salary is much higher than theirs. At this time, as job seekers, we always hope to master some unique salary negotiation skills in order to get a good price in our next job. The following words are recommended by me for everyone. Welcome to reading.

What if the salary promised in the interview does not match the actual salary?

Interview is an obvious relationship between supply and demand. Generally speaking, HR will communicate with the employing department and job seekers only when the position of this department has been established. In fact, this position already exists. For each company, the existing positions have their approximate grades and salary categories. This position, whether it is a recruiter, a general manager or a senior manager, will correspond to the salary of all levels. You can't interview a Commissioner and then talk about the salary of a senior manager.

Therefore, Baidu and Zhihu will have many strategies to talk about salary with HR, including my article. Should the interviewer take the initiative to propose the expected salary or guide HR to tell the salary range? Based on my personal interviews with job seekers and interviews with HR friends around me, "most HR hope that job seekers can give a more accurate salary expectation; Often those interviewers who use various circuitous tactics to avoid salary problems will make HR less acceptable. "

For every job seeker, there are two things to know before the interview. "First, what is your inner salary expectation?" Second, the salary range of the interview position? Interview is a process of mutual choice. Don't send resumes and interviews to any company casually. There are many companies that can't get the ideal salary no matter how you master the interview skills, so the preliminary preparation is very important.

& gt What is your inner salary expectation?

No matter what company you interview, you should have your expected salary, whether it is 8K, 1W or 2W. In the current' Internet industry, in fact, in many cases, salary and ability are not completely linked. It has something to do with the value you bring to the enterprise, your bragging skills and your salary in your last company.

As long as it is within the normal range of the market, no matter how much salary you expect, it is understandable. The expected salary is not compared with someone, but an estimate based on personal ability and the overall market situation.

& gt What is the salary range of the interview position?

The salary range of the interview post mainly includes the following three factors: "the company's overall salary policy, job level and salary level of the same department".

The first is the company's overall salary policy. Those who are impressed by local companies, some companies are willing to pay their employees high salaries. Larger companies will have a clear salary policy to determine the approximate salary range of each level.

The second point is the job level of your interview. This position, whether it is a recruiter, a general manager or a senior manager, will correspond to the salary of all levels. Of course, the salary of each level is not a fixed value, but a fluctuation range. For example, the salary range of the operation manager of Company A is 8- 12K, so it is definitely unreasonable for you to ask for 10K.

Thirdly, according to the first and second points, you can determine the salary range of the interviewer. Theoretically, you can get the highest salary within the salary range of this position, but it is often impossible. This is the problem of salary balance within the department. HR also needs to determine your specific salary according to the salary of employees in the same department. For example, the salary of the senior operation manager in this department of Company A is only 12K, so it is difficult for you to interview the operation manager for more than 10K.

So how do we know the salary system of the interview company?

At present, it is not particularly difficult to understand a company's salary system, especially for middle and low-level positions. Through the HR of headhunters, friends or other companies you know, you can basically lock in the salary level of a certain position in a certain company.

After understanding the basic information, go to the interview and talk to HR about salary.

Professional HR will generally know in detail the current detailed salary composition of candidates, including basic monthly salary, number of shares and profit mode, bonus composition and accounting method, subsidy type and reimbursement method, welfare system, purchase ratio of provident fund, etc. I can't wait to get your payroll and study it. Knowing the candidate's current salary, I will know the candidate's salary expectation for the current interview opportunity. The applicant's question arises: how to talk about salary tactfully and elegantly in order to get the highest salary that this position can provide?

When answering HR's question about salary expectation, there are several kinds of sentient beings, which can be classified as follows:

1. Tell HR directly: I want an annual salary of XX and a monthly salary of XX;

2. Tell HR tactfully: I want to increase by XX percentage points, XX percentage points;

3. Ask HR: What salary can you give for this position?

4. Ask HR: How much do you think I'm worth?

5. Avoid the question: I think your company must have its own salary standard. Just tell me the price according to the salary you can give. I can accept it, but I can't.

6. Avoidance: I have no requirement for salary, and I value this platform and development opportunities more.

As an HR who has worked in the recruitment field for many years, I personally like the first answer best. Simple and rude, straightforward. Say what you can, and forget it if you can't. In my experience, "the first candidate to give an answer is often a person with clear self-awareness and strong sense of purpose." But the difficulty of this answer lies in "sober self-knowledge". You know, it is difficult for most people to have self-knowledge. Thus, there are five answers.

The three answers, 3, 4 and 5, are the most unacceptable answers for me. Today I mainly want to answer these three questions. In fact, after the professional interview, the employing department has made a preliminary judgment on this candidate: whether to hire or not, and what is the salary expectation. However, HR should greet the applicant first: What is your salary expectation? The reason is that there is often a gap between the salary expectation of the employing department and the salary expectation of the candidates. Then HR must find a way to find a balance between the expectations of the employing department and the expectations of the candidates. Only in this way can the recruitment be successful. It will not make the employing department feel that it has broken the internal balance, nor will it make the candidates feel that they have been wronged, which will affect the enthusiasm and stability of their future work.

Smart candidates will tell HR like the first answer, that's the price I want. If you can beat me, you will definitely come. If you can't beat me, don't come. But most people don't think so. They will ask: What are the expectations of the employing department? Tell me! Why can't HR tell you?

1. The interview process is actually very similar to the business process. The applicant is a seller, selling his knowledge and skills and the value he may create for the company. The employing department is undoubtedly a buyer. In the process of one-on-one negotiation, the most efficient and reasonable way must be for the seller to bid first, because the seller knows his own ability and value best. Even if it is an auction, there must be a starting price first, right?

2. As far as the interview process is concerned, once the HR outputs the specific salary, it is the final result, and it is difficult to have room for change. You know, HR has no decision-making power in salary, so it is not easy to confirm salary with candidates. If HR determines the salary together with the employing department without knowing the expectation of the applicant at all, and then outputs it to the applicant, if that figure is far from the expectation of the applicant, then the employment will only end in failure. I believe that HR in any company is not willing to bargain with wages as commodities. Once the salary scheme is exported, it is almost difficult to overturn and reissue it.

3.HR can affect the employing department. Therefore, it is very necessary to know the salary expectation of candidates. The employing department can make a final judgment according to the interview evaluation results of the candidate and the salary expectation of the candidate: whether to hire or not, and what is the salary plan. This time is the time for the final negotiation. After all, the interview is a two-way choice process. How to issue an offer is a matter for the employing department, and whether to accept an offer is a matter for the applicant. But this time is basically a foregone conclusion, and the salary plan is like this. Candidates can choose to accept it or not.

To sum up, it can be seen that the key point in talking about salary is to manage your salary expectations and communicate clearly with HR.

As for salary, in addition to the monthly basic salary, many companies will also have performance bonuses, which will increase every year. Some companies may also get good year-end bonuses. So for us job seekers, when evaluating salary and benefits, we can't just look at the basic salary.

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