How to negotiate an offer

How to negotiate an offer

During the interview process, the interview supervisor talks about the company's future plans, and the applicant talks about his or her work experience. Everything goes smoothly. However, when salary issues are brought up, both parties often become cautious or nervous, as if it is a bit difficult to talk about it, or they are afraid of speaking too clearly and leaving no room for maneuver.

In fact, this question is relative to recruiters and applicants. The applicant is thinking about how to offer a price that the recruiter will accept, and the interview supervisor is also thinking about how to negotiate salary with the applicant so that the applicant is satisfied and the company does not suffer a loss. Here are some tips that interviewers should know when negotiating salary.

Show all your trump cards

Many interview supervisors often ask candidates this question during interviews: In our company, the salary for this position is 5,000 yuan. What do you want? How much is the salary? Many applicants will answer "about 5,000 yuan" in order to get the job opportunity first. If this is the case, the candidate has fallen into the trap of the interviewing supervisor.

In fact, this is not the upper limit of salary given by the company. This method of only telling applicants the lower limit and middle value of the salary range is a common method used by interview supervisors when talking about salary issues. On the one hand, it can help the company screen out candidates with excessive salary expectations, and on the other hand, it can retain room for negotiation. When it comes to candidates with rich experience or excellent conditions, it can also have the flexibility to adjust upwards.

Therefore, it is recommended that applicants should show all their trump cards at this time and reveal their ideal salary level in a timely manner so that they can have room for bargaining in the future. (In general, when companies recruit, the salary for this position is determined, so it is difficult to get exceptions for admission)

It is necessary to know the upper limit of salary

Before the interview, the applicant You must be clear about the maximum salary limit in society for the position you are applying for. Even if you think the company needs talents like you, you must not ask for excessive prices, because the recruiter must take into account its own financial capabilities and the fairness of internal salary. Therefore, a reasonable and sincere salary requirement is an important basis for both parties to reach an agreement.

Don’t talk about salary at the beginning

During the interview, candidates should avoid talking about salary at the beginning. Because you need to accumulate enough understanding of the interview supervisor during the interview process, and you also need to have a certain procedural understanding of the company and the position. Otherwise, when the communication between the two parties is not enough, blindly stating numbers will destroy the possibility of negotiation.

During the conversation, the applicant should know in time which side has the upper hand. If you think you have very good conditions and the company is in urgent need of talents like you, then you can be more relaxed in the negotiation; on the contrary, if you are only one of the possible candidates with comparable conditions, you should think twice. (According to my personal opinion, talk to the person in charge of salary, not the person doing the technical interview, and generally don’t talk to your future leader, as he may not have the final say)

Salary must be negotiated Be clear

Discussing salary is a key part of the job application. If the applicant avoids this question or the answer is unclear, you will lose yourself. Therefore, applicants must ask clearly about their salary, benefits, including vacation, whether they have double pay, etc. Remember that your rights and interests are only protected by yourself, and no one will pay for your losses for free.

Don’t ignore other rewards

The rewards of a position are not only reflected in salary. When the applicant and the company have different views on salary, the applicant can also benefit from other benefits, etc. To increase the bargaining chips. For example, the applicant can suggest that although the basic salary of the position is relatively low, the company can consider a higher commission and year-end bonus. If this is feasible, the salary will be increased.

In addition, for applicants, flexible commuting hours, vacations, training opportunities, etc., although not direct salary remuneration, must not be ignored in negotiations.

(In my personal opinion, these benefits may be available, but you may not be able to enjoy them. For example, if you work overtime every day, the probability of taking a vacation is 0)

? Current salary? Should you tell the truth

The most worrying thing for job seekers is how to answer when asked about "current salary" and "expected salary". Because generally speaking, the "expected salary" is 120% of the "current salary". The "expected salary" is too high, which seems to be asking for a high price. The "current salary" is too low. Will the price be lowered? David I’ve taught you some methods: If you really can’t avoid these two problems, then you should act both honestly and strategically. Tell the other party your current salary level honestly, but when telling the current salary, don’t say 2000 or 3000. You have to tell the other party that my current salary composition is like this. : The basic salary is 2,000, the housing allowance is 500, the car allowance is 400, and you have the opportunity to take an overseas vacation once a year so that this will not happen. The new boss gives you a higher monthly salary, but after all calculations, you still suffer a loss. thing.

Don’t be afraid that if you tell your current salary, your new boss will lower your salary accordingly. David said that as long as a company considers you, they will definitely give you a reasonable salary. (My personal opinion is that many people’s previous salary is lower, but as long as you think your salary is reasonable, it’s ok, don’t let them compare)

Let the headhunter? Sell? Can you get a higher salary? Salary

If you are headhunted, will you break the rule of "getting a 20% salary increase once you change jobs" and increase your own value significantly? James said that although headhunting is based on the characteristics of the hunted You get paid by salary, but headhunting companies will not do anything to help the hunted ones drive up their worth.

James was asked by a company in Beijing to help them find an accountant. As a result, they found a suitable person in Tianjin. The man's monthly salary at that time was 7,000 yuan. He told James that as long as he could get an extra one or two thousand yuan, he would go. But when James learned more about it, he found that the starting monthly salary for an accountant position in this company was 17,000 yuan. James did not instigate the applicant to offer a high price. He analyzed the reason as follows: If he offered 17,000 yuan, the company might feel that the difference between the price he wanted and his current monthly salary was too far and would not hire him; and if the company felt If he is suitable, if he is hired, the salary will not be reduced. The company also has concerns. If the salary given to him is too low, he will be poached by others. ?

Be good at asking questions

Applicants have certain skills in negotiating salary. The first step is to understand the salary range that the other party can offer. The key here is to be good at asking questions, let the other party talk more, and understand enough information yourself. After several rounds of interviews, the interviewer will ask the applicant: Do you have any other questions that you would like to know? The applicant can ask: Large companies like yours have their own salary system. Can you please simply ask? Would you like to introduce it?

The interviewer will usually give a brief introduction. If the introduction is not too detailed, you can also ask: What is the position of your company's salary level in the same industry? In addition to salary, What bonuses, benefits and training opportunities are there? What is the salary increase after the probation period? From the other party's answers, you can have a good idea by comparing it with the market conditions.