HR meets the right candidate's salary but can't negotiate normally. How to negotiate salary well?

First, we should lower the psychological expectations of job seekers.

If people give job seekers psychological pressure, reduce their psychological expectations and let them look at realistic problems more rationally and objectively. To do this, we need to find out each other's salary bottom line.

First, it should be recorded in the salary negotiation in the early stage of recruitment. Understand the awareness of salary negotiation in the initial stage of recruitment, and understand the salary situation and psychological bottom line of the other party. For example, there is a salary column in the recording application form. When the accident happened, they also had some considerations and concessions on the competitive relationship of the team.

At this time, HR took the initiative to negotiate salary with me. And give each other a psychological warning about freshmen, or hint to facilitate natural negotiation in the later stage. At the same time, recruiters should also record the previous salary level and structure of job seekers. One of the most important points is her historical reasons and job-hunting motivation. As well as the current situation of job hunting and the company stage of application.

? Second. In salary negotiation, especially in the middle and late period, it is necessary to help job seekers split the original salary structure. In many cases, the salary level has not changed or even improved, but employees can't accept the salary structure after joining the company. Because salary is composed of floating and fixed.

So if the original salary has not changed much compared with the current salary, we can help him split up mentally. Make clear our advantages, show our conditions at the same time, and help them do a good job in analyzing the salary structure. For example, fixed salary and performance salary, as well as reading quarterly and annual performance and bonus commission, allowances and subsidies, option equity and other benefits.

Third. During the interview, we should tell job seekers about our company's salary and performance management system, that is, tell them the standards and principles of our employees' salary. This can make the salary of our employees fair, and tell us that the salary is also leading in the industry, fair and competitive to employees. Rather than arbitrarily, subjectively and willfully determining the wage standard.

Fourth, appropriately weaken the importance of job seekers. It is not the best to emphasize him properly. When many job seekers compete for positions, the company's funds have been compared and measured to determine that he is more suitable, so that his job search and skills can be listed appropriately, reducing psychological expectations.

Second, lengthen the advantages of enterprises.

? The duck mentioned earlier means that we should foster strengths and avoid weaknesses, and the pull here means that as long as we want to be strong. Is to urge the company to sell points and pay attention to salary.

First of all, you can show the overall salary, which is the comprehensive salary. It is necessary to inform employees of the composition and level of salary, as well as the company's brand, the company's platform welfare policy and working environment and other competitive advantages. It is also necessary to tell prospective job seekers the name, grade, superiors, subordinates and cooperative units of the position to enhance the selling point of the position. The company is required to tell employees that we have the soft competitive advantages of ethylene, such as the challenge of work, the richness of working methods, the perfection of management system and people's sense of security.

Second, you should describe the vision and blueprint properly. Let employees follow the career development path that the organization and employees hope and conform to the facts. Such as salary increase, career development channel and so on.

Third, we should grasp the needs of job seekers, especially senior talents, and meet them to some extent. Every job seeker has his needs and motivation. We also need to grasp his needs and meet them appropriately. For example, job seekers are concerned about the workplace, job stability, salary and benefits, opportunities for learning and growth, team atmosphere, working hours and overtime hours. These are all things that we can analyze and understand according to the reasons for his previous resignation and the motivation for job hunting. It is also our responsibility and mission to appropriately create good conditions and opportunities for them.

The above are the details and skills I answered about salary negotiation. In short, salary negotiation is a kind of management, and science is also a management art. We need rationality and emotion, at the same time, we should be good at capturing the details of the other party's information and psychology, and communicate effectively with reason, benefit and restraint in order to achieve the expected success of the negotiations.