How to talk to HR about salary requirements when applying for a job

How to talk to HR about salary requirements when applying for a job

How to talk to HR about salary requirements when applying for a job? Salary is one of the decisive factors for most job seekers to choose a job. When applying for a job, it is obviously inappropriate to talk about salary rashly, which will lead to job failure. So how do you talk to HR about salary requirements when applying for a job?

Job hunting 1 How to talk to HR about salary requirements without asking first?

Don't say your salary requirements easily. If you suddenly sell yourself before you know the possible range of salary changes, you are simply taking a risk, because salary issues can usually be further negotiated.

Attack the enemy's weakest point and avoid its stronghold.

If the boss asks you how much money you are getting at present during the interview, you must answer this question seriously. You'd better answer: my past salary is not important, what matters is my ability to work.

If your current salary is too low, a direct answer will not do you any good. The salary in the past is not important, the key is to show your working ability and the contribution you can make to the company.

Control proportion

What should you say when the boss finally starts to talk to you about specific salary? Let the boss say the numbers first. Every employer has some upper and lower wages in mind, and they often adjust freely within this range.

Before you ask for any salary, please be sure to find out its approximate price. If it is lower than your psychological price, you should set a price that is at least 10% to 20% higher than your current salary.

If you take too little money in this position, raise it appropriately. Don't use specific figures, which will easily lead to deadlock. Let the other party propose the salary range so that the two sides can continue the discussion smoothly.

Leave some room

If you have to quote first, don't set the bottom line too low. Give a range roughly the same as you think, but remember: employers tend to stare at your bottom line, so you can't set the bottom line too low. In view of the large space, negotiations will naturally be more flexible.

How to talk to HR about salary requirements when applying for a job II. How to talk to HR about salary?

Talking about salary with HR is an important test and the most tiring stage for job seekers in the interview process.

If the salary quoted by job seekers is too high, they will worry about not getting the offer.

If the quotation is too low, I'm afraid I've wronged myself and I can't get through it.

In fact, many times we don't know how to talk to HR about salary.

Of course there are exceptions. If you are an executive of a listed company, you are well-known. You don't have to look for a job, and a high salary will come to you.

Therefore, as an ordinary person, it is better to master the skills of salary negotiation honestly, after all, this is the most helpful for yourself.

There was once a person in charge of HR who said this sentence:

"In our unit, as long as the job seeker's intended salary is within a reasonable range, we never bargain. I am happy because you want a salary, and I hope you are happy because we want the quality of work. "

From this sentence, I understand two meanings:

1, salary is negotiable, as long as it is reasonable.

2. Don't charge unreasonable prices, because the salary you want is directly proportional to the results of your work.

How can I name a salary price that HR can't refuse?

I'm telling you here that talking about salary is not a brain tonic with an annual salary of millions. Instead, we should combine our own abilities and strive for a maximum value within the acceptable range of enterprises.

If you want to get the most value from salary negotiation, you must master the following skills in advance:

0 1 Fully understand the salary structure of the other company.

The first step in talking about salary is to know the salary structure of the other party's salary in advance.

In fact, many people are very vague about the salary structure.

Today, Brother Yi will talk with you about the salary structure.

Salary generally consists of three parts: cash+options+benefits.

(1) cash

Look at the cash first. Cash is divided into basic salary+subsidy+bonus.

Needless to say, everyone should understand the basic salary.

Subsidies include food, communication, transportation, housing and so on.

Bonuses also include quarterly bonuses, half-year bonuses and year-end bonuses, and bonuses are generally linked to performance appraisal.

Some companies HR will say:

In addition to the twelve salaries, our company will have a year-end bonus of two to four months. How much you can get depends on your performance.

Then the problem is coming. If it were you, how would you understand this sentence?

In fact, many companies regard performance appraisal as an incentive standard and means for employees.

Performance appraisal often refers to "72 1 principle".

70% people can get a two-month year-end bonus, 20% people can get a four-month year-end bonus, and the remaining 10% people may not get a year-end bonus or be eliminated directly.

(2) Options

The value of options lies in realization.

Generally speaking, there are three options:

The first is that your company is listed; The second is that your company has been acquired; Third, your company may have option repurchase in the subsequent stage of financing.

If the company goes public, this kind of liquidation space is very large and the risk is very small.

If it is a medium-sized and large-scale wage that develops very rapidly, after several rounds of financing, there will be more room for appreciation of such options.

(3) Welfare

Welfare is generally divided into:

Category I: Supplementary Provident Fund

Category II: Commercial insurance and savings benefits.

The third category: interest-free benefits of loans.

The fourth category: fitness expenses and travel expenses.

Category V: Travel allowance

……

Speaking of the welfare module, there is a problem that job seekers need to pay attention to.

As we all know, some companies follow the process of tax avoidance, so there will actually be a big gap after tax.

You must ask these questions clearly in the process of finding a job. For example, what is the payment base of five insurances and one gold? What is the payment base of the provident fund? Is the rest tax-free after payment?

Regarding the salary structure, many companies will differ more or less.

Therefore, it is very helpful for job seekers to know the salary structure of the other company in advance.

The premise for job seekers to talk about salary is that you have to understand the salary structure of this company.

If HR asks you, what is your salary requirement?

You can answer this way: hello. Because I don't know what the salary structure of the company is. Can you give me a brief introduction?

At this time, you can focus on the salary and treatment of the other company according to the introduction of HR.

Learn as much information as possible.

(1) Understand the reasonable salary increase ratio.

If you are job-hopping, the proportion of salary increase will greatly affect whether you are hired or not.

For example, if you are the director of operations, the salary of your last company was 15K, and you need 25K to come to this company.

This means that you have to undertake the 25K job requirements of this company.

If the company finds that you are not worthy of the name after joining the company, you may be eliminated or dismissed by the unit. This is a great harm to your career.

Of course, if you are a friend who often changes jobs to make a living, it is ruled out.

Therefore, it is very important to grasp the proportion of your salary increase.

I have heard an HR analysis before. If the annual salary of Internet practitioners is 20W, the general increase ratio is 15~30%.

Because if your salary quotation is too high, you will be under great pressure. If the quotation is too low for you to accept, the price increase ratio is an important balance range.

(2) Understand the issues that HR will consider when talking about salary.

First of all, we should be clear:

When HR talks about salary with job seekers, her starting point must be to promote this offer.

Because HR also has performance appraisal, she hopes to recruit suitable post personnel as soon as possible. Therefore, job seekers and HR have the same positioning.

From the HR point of view, on the premise of recruiting job seekers, try to save the recruitment cost of the company.

Therefore, the salary standard that HR will give to job seekers is only to meet the salary expectation of job seekers, not higher than expected.

(3) Understand the urgency of job hunting.

The standard of salary also depends on the urgency of the work.

A company wants to recruit the position of operation manager, and now this position is very scarce, and there is a great need for post talents.

For job seekers, salary negotiation has a lot of flexibility. Of course, it also depends on the job seeker's own ability.

Offer yourself an acceptable salary.

Before entering the formal salary negotiation stage, you must think clearly about your acceptable salary range.

Never accept a salary standard that you don't recognize from your heart because of face.

The scenario of this situation is roughly like this:

Job seekers had a good talk with HR at the scene and the atmosphere was very harmonious. Then HR asked, since we talked so well, the company is now in a hard time. He gave you 15K when it was clear that you wanted 20K and asked if you could accept it.

In fact, you couldn't accept it at all, but because the atmosphere was very pleasant and you were embarrassed to bargain, you agreed.

At this time, even if you don't like it in the future, it's not good to go back on your word.

Therefore, within the salary range given by HR, you must think clearly and don't choose at will.

Salary tips and guide to getting out of the pit

Many job seekers always find it difficult to talk about salary with HR.

The following senior will sort out some reasonable expressions when talking to HR.

If HR asks you, what is your expected salary?

If the job seeker directly answers: 20K.

That may be the routine of HR directly. HR can bargain at 20 K and will eventually give it to you at a salary below 20 K.

So you can refer to these answer criteria:

In fact, my job-hopping is not about money, I still value the company's development platform and opportunities. But the salary part also represents the company's recognition of my value, which is still very important. So I want to ask you, according to my interview performance, what is the highest salary your company gives me?

If the salary given by the company is slightly lower than your expectation, it is not unacceptable, but you still want to win more.

In this case, you can express it like this:

I am very grateful to the company for giving me such an offer. In fact, I can accept it. However, if the company can give the expected salary standard, I believe I will be more passionate.

This statement is a euphemism for whether you have any demands for a raise.

If the salary given by the company is obviously lower than your expectation, it is not clear whether there is room for growth.

In this case, don't refuse directly, but give the other party and yourself a space to consider.

If you have a headhunting consultant, you can ask a third party to help you negotiate your salary. If not, express the salary standard you want and give the other party time to think about it.

Ok, that's enough about how to talk to HR about salary. If you think the article is helpful to you, please follow me.