How should HR negotiate salary with job seekers during the interview?

Salary negotiation usually takes place in the last part of the interview. Often HR and job seekers can't reach an understanding in salary negotiation, and finally HR can't recruit the person they want. Obviously, salary negotiation is very important. If HR wants to win the salary negotiation, it must master the salary negotiation skills. Generally speaking, salary negotiation skills have the following four points:

A kind of "pressure"

When talking about salary, give the applicant appropriate psychological pressure, reduce their psychological expectations, and let the other party treat the salary pragmatically and rationally. Find out the candidate's salary bottom line in advance. Emphasize that there are many candidates in the company competing for this position, and the company is comparing and measuring, which can effectively reduce the chips of candidates.

Second, "pull"

If "pressure" is to "avoid shortcomings" and "pull" is to "become stronger", that is, to highlight the selling points of the company and weaken the candidates' attention to salary. During the interview, avoid the candidates from focusing all their attention on the salary, and instead tell the candidates that many core value points of the enterprise, such as company brand, work platform, hidden benefits, working environment, etc., are gradually displayed to the candidates, so as to enhance their confidence in the enterprise and enhance the overall attraction. The more attractive this is, the more chips will be on the salary negotiation scale. At the same time, inform the applicant of the development prospects available in the enterprise, such as career development channels and salary promotion. , and give practical examples of internal employees to illustrate, guide candidates to look forward. This information is used to meet the potential needs of candidates, enhance their psychological insurance coefficient and help them make a decision to sign a contract.

Of course, senior HR is good at analyzing the job needs of candidates. On the one hand, we can analyze the reasons for the applicant's resignation, which is the unsatisfied part in the original company. During the interview, you can ask the candidates what they are most dissatisfied with the original company, such as salary and benefits, job stability, exercise opportunities, work authority, team atmosphere, working time and place, whether to work overtime or not, and even the length of probation. In the salary negotiation stage, it is often necessary to grasp the most critical needs of candidates to exert influence and make appropriate attractive measures.

Three "Shit"

That is, when negotiating salary, HR can put itself in the other person's shoes according to the psychological state of the candidate and impress the candidate with emotion. People are emotional animals, and they can be both soft and hard in the negotiation process, especially when the salary negotiation is deadlocked or the candidate is hesitant, HR's emotional persuasion may play a catalytic role. For example, HR will care about the career planning and development of the candidate, whether the economic pressure of the candidate is great, whether the other person's family is far from the workplace and so on. ...

Four "hidden"

Companies whose salaries are not very competitive in the market can tell candidates a competitive figure (annual salary or monthly salary). As for other relevant data, you can tell the applicant the salary composition and calculation method, such as the ratio of fixed and floating parts, payment time, etc., without involving the specific amount, or try to show the welfare items instead of the specific amount when introducing benefits.

HR often encounters some unexpected problems when negotiating salary with job seekers. Here are some answers to the questions that HR and job seekers encounter when negotiating salary.

1. How can we negotiate if the salary the applicant wants can't be given by the company?

Answer: salary negotiation should achieve two purposes: one is to attract and motivate talents, and the other is to ensure the fairness of internal employees. These two points are the starting point of salary negotiation, so we must grasp the balance between them. Adhere to the internal standards of wage negotiation. If the salary level is far below the market average, it will lead to the phenomenon of "from ruin". As soon as the salary comes out, the candidates will be scared away, or after a round of "tug-of-war", close to the market level. However, the applicant has been greatly frustrated in the salary negotiation process, and has lost the original trust and confidence in the enterprise, which eventually leads to your "duck flying on the tip of the tongue" salary reflecting the applicant's own market value, including his quality, ability, experience and past performance. If the candidate is experienced and capable, the salary level should be increased accordingly, otherwise it should be reduced appropriately. The key depends on the company's salary standard and flexibility. If you are really the outstanding talent that the company needs, you can consider applying for special treatment from the leader.

2. What are the basic details of a good salary design, such as the salary?

A: Designing a salary scheme can be divided into seven steps. (1) Preparation for salary reform; (2) Clear salary strategy; (3) job evaluation or job ranking; (4) salary data collection and in-depth analysis; (5) salary structure design; (6) Welfare design; (7) Design the operating system of salary management.

As for the salary, from the salary structure, there are post salary (to ensure the basic life of employees), performance salary (to ensure that employees do well), welfare salary (to ensure that employees can't stay) and skill salary (to meet the needs of humanized management).

3. At the beginning, the applicant asked how much the salary was and how much it would cost to become a full member. What should he say?

Answer: Before answering these questions, you must know the bottom line and upper limit of the company's salary, but only tell the candidates the lower limit and middle value of the salary range, so that on the one hand, you can screen out candidates who have too high salary expectations, on the other hand, you can reserve room for negotiation, and you can have the flexibility to adjust upward when you meet experienced or qualified candidates.

4. If the applicant wants to know what the proportion of broadband salary is, but the company doesn't implement these, how should the salary be discussed in this case?

Answer: According to the market salary survey results and the company's salary policy, determine the salary range, basic salary and performance salary standard corresponding to each rank. The company can divide the salary range corresponding to each rank into employee level, supervisor level, manager level, director level and senior management level. The basic salary standard of employees in the same rank is in different positions within the salary range according to their different ability level and performance.

It seems awkward to talk about salary at first, but not talking about it can't solve the doubts of candidates. In the whole interview process, is it better to start or end the interview?

A: Suggestions for basic positions can be made directly in the initial test, which will improve the recruitment efficiency.

Arrange management or technical courses according to the interview rhythm. You can know the salary demand of the applicant during the interview and tell the approximate salary range to avoid the brain drain caused by salary problems.

6. How can we talk about wages when we can't identify the skills of skilled workers during the interview?

Answer: 1 For the recruitment of technical personnel, whether the operability can be increased or not will be assessed by the employing department, which will draw a preliminary conclusion on the technical level of the applicant and determine the salary according to the company system and job matching.

7. How to talk about salary when the boss didn't give the salary range when recruiting talents for management positions?

Answer: For the recruitment of management positions, it is suggested to communicate with the person in charge of the company and give a general salary range. But in many private enterprises, the salary level will be directly decided by the boss or leader. In this case, you should first understand the salary requirements and original salary of the applicant, and feedback your opinions to the relevant personnel.

8. How to negotiate the appropriate salary during the interview?

Answer: the first thing to pay attention to is to try to avoid playing all the cards, which is very unfavorable to the company; Secondly, you can ask them the salary of their current or last job, instead of directly asking the salary that the applicant wants, so that when the other party says the ideal salary and the company can't reach it, it will easily have a negative impact on the other party; Third, don't go straight to the topic of salary at the beginning. You should know enough about the candidate first. If you blindly say the numbers, you will destroy the possibility of negotiation.

9. During the interview, did the job seeker say his expected salary range or euphemistically expressed the company's arrangement?

Answer: First of all, you should do some homework before the interview to find out the average salary of the position you want to apply for in this industry. Then you should have a certain understanding of the company you are applying for to see if it is above or below the industry. Finally, you should set a ceiling and a bottom line for your salary, so that you can confidently give an appropriate answer in the interview.

10. How to ask the company for salary during the interview?

Answer: (1) Know your own value. You must know how much you can contribute to the organization. And let recruiters realize your value. (2) Make employers interested in you, so that they will be more generous. (3) Before starting salary negotiation, you must know the average salary level of the position, and you must try your best to know the salary range of the target company or the income of the predecessor of the position. (4) Nothing can take the place of preparation in advance. If you are fully prepared, you will be confident of winning the negotiation. (5) If it is job-hopping, the salary should be higher than that of the previous unit, and the negotiation should be based on the salary of the previous unit.

1 1. Are there any skills in salary negotiation during the interview?

Answer: From the employer's point of view, you can ask some related questions in the interview, such as: What kind of salary do you want to get when working in our company? What do you think is your annual salary increase? Are you willing to reduce your salary? What is your salary target in three years from now? What do you think of our salary, and so on. , and understand his views on salary. When a job seeker asks about the salary of the employer, he should only tell the applicant the lower limit and middle value of the salary range, and can't announce the salary range of the position at the beginning. This is not good for the company. It is necessary to give job seekers appropriate psychological pressure, reduce their psychological expectations, and let the other party treat their salary pragmatically and rationally, because in the recruitment process, recruiters are often intimidated by the high salary of the original company provided by job seekers.

12. The salary system of the newly established company is not perfect, and the company needs to recruit people on a large scale. What can I do to retain the interviewer without affecting the salary negotiation?

Answer: A market survey and leaders finalize a rough range, draw up a probation salary or communicate with leaders to determine a rough level and tell newcomers that it will not be lower than the same industry.

13. What should I do if I often meet suitable candidates when recruiting, but my salary exceeds the maximum salary standard of the position?

Answer: (1) Inform the salary principle. Some candidates think that enterprises can set their salary according to their original salary and expected salary, which is very flexible. At this time, it is necessary to clearly inform the candidates that the salary setting must follow the company's salary system (2) to weaken the importance of the candidates. Emphasize that many candidates are competing for this position, and the company is also comparing and measuring, which can effectively reduce the chips of candidates. (3) Display "comprehensive salary". There are many factors that affect the career change of talents, including company brand, work platform, salary and welfare, working environment and so on. It is necessary to extract the selling points of the enterprise as much as possible and gradually show them to the candidates in order to enhance their confidence in the enterprise and enhance the overall attractiveness of the enterprise.

14. What are the appropriate time points to talk about salary?

Answer: Generally, salary negotiation takes more than 2-3 times, not overnight. After each salary communication, if the candidate has any objection and asks for a raise, don't reply immediately. It is best to have a buffer time of 1-2 days. Let the other party know that the salary adjustment of the enterprise needs internal approval, create a sense of "hard work" and let the other party automatically lower its expectations. When the salary obviously exceeds the company's salary standard, you can ask the other party to provide the salary record (salary slip, passbook) of the original company, or stick to the bottom line of salary, suspend salary negotiation, give the other party some time to think about it, ask his intention again every once in a while, and continue to look for other candidates.

15. The company keeps the paid internship confidential. How can we avoid the salary topic for further interview during the interview?

Answer: Salary is a sensitive topic, so it is impossible to avoid it. I suggest that your interview process can be divided into several rounds. You can not answer these questions in the preliminary screening. When you have the intention of further cooperation in the future, you can keep the upper limit of salary range, name the lower limit and the middle value, and you can have the flexibility to adjust upwards when you finally meet someone with the right qualification level.

16, how do job seekers ask about salary?

Answer: I think you should grasp your own position. As an HR, it is not necessary and impossible to satisfy every applicant, otherwise you will definitely be dissatisfied. If you are an applicant, you must first have a bottom line and an upper limit of salary, so that you can talk to the employer, tell your upper limit directly, and then see the situation.

17. The position applied by the job seeker does not match his work experience. Should the salary refer to his previous salary?

Answer: No reference is needed, because he is a new post and has no experience. It is suggested to follow the company's post salary standard.

18. What should I do if I can't get in touch with the company's salary standard during the interview and have to involve salary negotiation?

Answer 1: When communicating with candidates, you can talk about some company and position information first. If the candidate asks about salary, you can first understand his basic situation and tell him that the company has great salary flexibility. The salary of this position will be determined according to the working ability and position of the personnel. The salary of this position will be determined according to your situation after our interview. So as to convey a message to the applicant that we know your general requirements and the enterprise will consider them comprehensively.

Answer 2: The employing department should know that it is recommended to communicate with the leaders of the employing department. If the employing department doesn't know, the boss should have an acceptable salary range, communicate with the boss, and define a more suitable salary standard in combination with the job seeker's own situation.

19. When the salary of a specific position is not clear, the job seeker asks how the salary can skillfully bypass this problem.

Answer: Let's just say that there is no upper limit for this position in our company. If the ability is reached, the monthly salary of over 10 thousand is not a problem. The key depends on your interview and actual work performance. I'll give you an answer when you pass the interview and negotiate with the company leaders.

20. There is a discrepancy between the salary promised to the employee when applying for the job and the actual payment, but there is no written evidence, and the employee only said it verbally. How to deal with this situation?

Answer: After joining the company, you can't get the commitment? Do some psychological counseling from the imperfect aspects of employees' work, so that they can transfer their dissatisfaction with wages to the fact that their work is not up to standard.