How to talk about salary with the applicant during the interview?

I have two steps in salary negotiation, one is to pave the way and the other is to talk about salary.

First, pave the way.

Some candidates' salary information contains more water than their work experience! I use bold characters at the top of the registration form instead of at the bottom to remind candidates to fill it out truthfully, otherwise the consequences will be at their own risk.

During the interview, the salary and benefits of his last company/current company should be determined, including the structure and specific amount, the floating range of the floating part, the probability and frequency of payment, the performance appraisal indicators and standards, the post setting, and the comparison with our company's workload, difficulty and pressure. The purpose of this step is to compare the positions and salary levels of the other company and our company.

During the interview, I will ask the interviewer of the Employment Department to refine the advantages and disadvantages of the candidates' professional knowledge and skills, and even very suitable candidates must find their shortcomings. When I meet an awesome person, I will talk to the more awesome person in the company and kill his spirit and pride. Candidates will be much more honest when they know their shortcomings. During the interview, no matter whether the candidate is good or bad, I told the interviewer not to let anyone read his interview performance from the interviewer's face.

Second, talk about wages.

Choose a quiet independent office or conference room for salary negotiation, not in a big office. When there are many ears around, your's conversation will be seriously inflexible, improvising, and the salary itself is confidential.

There are two ways to talk about salary. One way is to send an offer directly to inform the applicant that he has been hired, but it is unknown to discuss the salary and treatment in detail. He only told the candidate that he would send the offer to his email address later, so that he could check it carefully first and call him back or contact him later if he had any questions. The other is to inform the applicant by phone that he is hired and discuss the salary and treatment at the same time. Unless he explicitly refuses, the basic interest will be offered. I prefer the latter, because salary negotiation can make both sides know each other better, and the logical thinking ability, job-hunting will, emotional control and communication ability displayed by the applicant in the communication process are my second evaluation and choice of the applicant.

Of course, salary negotiation must be frank and have many skills. For example, in addition to salary, our HR department should systematically extract the highlights of the company, the highlights of the position, the professional level and charm of the leader, the composition of colleagues, the team atmosphere and so on. These are not decisive but play an attractive role. At the same time, it is necessary to emphasize the shortcomings of candidates in order to promote their pragmatic expectations. In addition, in the interview, we should also pay attention to collecting salary information of various types of peers, so as to be aware of it. Finally, the applicant is required to provide the salary bank flow for nearly six months, and then the reasonable salary is approved according to his skill level and the salary structure of the company, which can also reduce the communication cost of salary negotiation.

In short, although salary negotiation is a game between the two sides, as long as we have more information and a little negotiation skills, we will definitely reduce the rejection rate of candidates, that is, improve the registration rate of candidates.