Q, interview skills. How come I interviewed more than n people and no one wanted me?

How do graduates talk about salary in the interview?

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The salary problem is a very important and sensitive issue in the interview, and it is also a problem that both sides will inevitably talk about. Influenced by China's traditional ideas, people were reluctant to talk about this issue in the past. With the increasing marketization and universal exchange of talents and labor, people can talk about salary more and more frankly and directly.

In essence, discussing salary is a bargaining between the supply and demand sides of talents, but it is different from naked bargaining in the process of buying and selling goods. Especially for job seekers, how to grasp the discretion and skills has a great influence on the success of job hunting.

Because salary is directly related to the vital interests of job seekers, they are naturally particularly concerned. But in the interview process, it is very important to grasp the timing of discussing salary. In this regard, job seekers should pay special attention to:

First of all, don't discuss salary directly. Although neither side of the interview will talk about salary, job seekers will go straight to this topic from the beginning, which will easily give people the impression that they are too stingy and will greatly reduce the interviewer's first impression of you.

Secondly, it is best to let the interviewer talk about this problem first. According to the general recruitment procedure, the interviewer will take the initiative to introduce the salary and benefits of the company to the job seeker or ask the job seeker "what is your expected salary" after having a preliminary impression on the job seeker's ability, personality and work attitude. At this time, job seekers can naturally put forward their own requirements.

In addition, job seekers should try to be "targeted" when asking for salary. Because the salary offered is too low, it may be suspected of lack of ability; If the salary offered is too high, you may lose the chance to compete.

According to the author's experience, job seekers may determine their "psychological price" according to the following references:

1. Personal ability, education, qualifications, etc. Many recruiting units generally leave some room when determining the salary policy, so as to master it flexibly according to the different situations of job seekers. In fact, the "high" and "low" wages are relative. For employers, the key is "value for money".

2. Market level. At present, many companies do not have a "clear price tag" when recruiting, but an important basis for their salary policy is the salary level of the industry and the market. Job seekers can learn about the general market situation through some channels. At present, recruitment newspapers, talents and the labor market will be reported and analyzed regularly or irregularly. Of course, relatives and friends are also very good channels for information collection.

3. The current income level of job seekers. It is human nature that job seekers always want to get more salary than before when they jump from their current work units to new work units. Therefore, job seekers may determine the corresponding "psychological price" bottom line according to the current income level. If job seekers are very concerned about the job they are applying for, they need to be flexible when discussing salary. Because, even if your salary exceeds the interviewer's budget, if they are satisfied with your ability, they may ask you, "We can't meet your salary requirements for the time being, so I will give you XXX. Do you accept it?" If you accept it, you may get the job right away.

Also pay special attention to-

Careful comparison: determine your market value according to your personal network, and list your requirements in detail, such as salary, insurance, professional title, holidays, etc. Just the interval: for example, the salary is required to be between 3000 and 5000 yuan, aiming at the median;

Strategic considerations: If you don't get what you need in the first interview, ask for a future salary increase after the interview. Find out what the ideal situation is and what the acceptable conditions are. Put forward what you want, but be prepared to make concessions on the next important issue;

Proactive: put all the points on the table from the beginning, and remember that you and your employer are trying to get a satisfactory result from this negotiation;

Calm down: buy yourself time to think carefully, show your interests to others and tell them that you will give an answer within one day;

Salary terms: negotiate all terms of employment-basic responsibilities, salary and various remarks. (Wang Xue)

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