What are the five issues to consider when talking about wages?

Talking about salary is an unavoidable and sensitive topic, and it is also a typical time when greed and fear coexist. On the one hand, job seekers are worried about asking too much and missing the opportunity to be admitted, and at the same time, they are worried about asking too little and are unwilling. And HR, a recruiter, will not tell the truth when he comes up, but will only ask euphemistically, what is your current income? How much do you expect?

Everyone is very concerned about talking about wages, so is wages really "talked about"? People with insufficient ability can make up for it by "talking about salary", or even get a high salary? When is the best time to quote? How to quote? How to find out the card of the other company?

Some people think that HR talks about salary mainly for "bargaining", so I will suffer if I bid lower, and I can only bid higher ... It's true, the candidate's competence for this position determines the salary level, which is the most critical salary element. Therefore ... when the applicant interviews, his work experience, ability and style fully meet the requirements, even if the original salary is obviously lower than the market, even if his expected salary is not high, then. HR will still give a reasonable salary.

Because HR is very clear, if it is given high, it will be unfair to the inside and will affect the team; If the quotation is low, this person's choice will be unstable, easily poached by other companies, or refuse the quotation.

Therefore, the core factor that affects the outcome of salary negotiation is: how much are we worth?

This has a lot to do with the market and your ability!

As for the important factors, there are really two opportunities to "rule out". How urgent is the position of the first recruiter? If the "predecessor" suddenly leaves his job and there is no one to make up for it for the time being, then it is easier for the recruiter to make concessions and break the regular salary, but it is not that the higher the salary, the better, and there are risks.

In the second scenario, if you don't have many competitors, then you may negotiate a reasonable increase above 10-30% and get a high salary.

Shortage-leads to violations, but this principle is not suitable for most positions, and the risks are also great, such as P2P explosion, immediate dismissal after the completion of the project, etc., and often occurs when the salary is high and far beyond the reasonable range of the market.

Second, the skills of getting a high salary

Can "calculate"

Can calculate-refers to the original income, will be clear, this is not simple? ! Who doesn't know himself?

There are many such situations, but many people don't know.

You have to convert the floating part and welfare part of your original monthly salary into cash. After-tax is converted into pre-tax, and then added up and divided by 12 months, as a base to help us sort out the current salary level.

Will "ask"

Generally, the salary and welfare system of each company is different, including low salary+high bonus, high salary+low bonus and so on.

We should ask questions before reporting our expected salary. Ask the other party to introduce the company's overall salary and welfare system. So we won't know until we receive the salary quotation from the other party. Can we accept this part of his cash, and what level is his overall salary in the market?

Moderate reservation, clever quotation

The salary negotiation style of HR varies from person to person and adapts to local conditions. Anyway, I suggest you prepare three figures before bidding:

One is your bottom line-the number of the minimum acceptable cash portion. Generally, it is based on your monthly salary. The second number is the monthly salary you want to get, and the third number is the "high salary" you want to fight for. What if you get it?

It's easy not to quote the "bottom line". First, quote a range: that is, acceptable treatment ~ The treatment you want to fight for is online, and at the same time tell your own ability, project or resource quotation basis, so that HR can use these "advantages" to help you fight for it internally. After all, HR also hopes to find the right person as soon as possible and complete the kpi index of recruitment-timely arrival rate.

How to judge whether the other company is "necessary" or "unnecessary" by observing HR feedback after bidding, or trying to attract yourself and strive for it moderately, asking "Is this the best treatment?" Then, according to your own situation, decide whether your "persistence" has an offer, whether you can come, and whether you really want this opportunity.

If you are confident and ready to collapse, you can say, "I can't get much treatment, so it's hard for me to accept this offer." If you really want this opportunity, you can say, "I need to consider this treatment plan comprehensively." When do you need to reply at the latest? "

In the end, we still have to quote the reserve price, so we didn't suddenly disclose the reserve price.

Of course, in this specific negotiation process, we suggest that you practice hard. How do you quote? For example, how to find out each other's bottom line. Exposed a range, in order to avoid risks, I added, comprehensive consideration.