When the interviewer asks what your expected salary is, how should you answer?

My cousin was interviewed recently. During the interview, the interviewer will always ask for her expected salary. I was extremely annoyed with this cousin because she didn't know how to discuss such an important and sensitive topic with the interviewer. She said, if I say it is too high, I will probably lose this opportunity; if it is too low, I'm afraid I will regret it. I believe many people in the workplace meet many people in the workplace, so how do we answer "What is your expected salary?" What? "The interviewer said: "What is your expected salary? High-end business interviewers answer the following five ways:

First, roundabout, wealth

During the interview process, the general interviewer will ask for your current salary level, because currently Your salary is one of the reference standards for future bosses to "bid", so this question is good, but bad will directly affect your future salary. Therefore, when the interviewer asks this question, it is best to avoid your positive answer and walk away. We can simply explain the current salary structure to the other party.

For example: "In addition to the fixed salary every month, I now have income, as well as bonuses, rooms, car stickers, etc." Then I will tell the specific part of the specific part. "This way, even if it's not simple, the other party can know what the salary might be, as long as it's a simple estimate.

Second, find a position and go directly to the topic

"Salary expectations" is one of the things on every job seeker's list and this question is just one of the key questions about future life, so be careful when answering this question to the job seeker when you ask it during the interview. It's best to say to yourself, what is the purpose of interviewing people? If the interviewer uses this question as a candidate's consideration list, the best way for the candidate to use it is to use some "diplomatic calls". For example, "Salary is not my main concern." Consider factors, and I value your company's development prospects." If it is several rounds of interviews, the two parties have clearly entered the negotiation stage. At this time, we should seize the opportunity, to put it mildly, our expectations will avoid missing the opportunity.

Third, the answer is not completely negative, there is room for reservation

2020 is a special year, with the impact of the epidemic, many companies are unable to work normally, which has shocked many companies. So the current job is very important, and the job is very important. Therefore, if the salary of the recruitment is not the psychological expectation, you may need to take steps to retreat and maybe allow the other party to seriously consider your request. If you have to reject each other, you must have a negotiation room. Because if the recruitment needs you, he will be happy to fulfill your request but if you start to give them a positive attitude, then the deal is definitely not caught

If the company does not show the trick. Personnel starts talking about compensation with the interviewer, this practice is very unbearable because at the moment you still don't have it, the interviewer is standing in the same place and hasn't talked about salary enough, even if the interview is successful, the salary will not reach the desired level. . There are also some interviewers who have set up for the salary, otherwise it is not good, the best way is to pay yourself and leave the other party, so we finally win. >Fourth, shift each other’s goals

If you are currently asking for your salary, please directly answer the interviewer’s question. At this time, we should learn to be too extreme and look at him. Reasonable compensation will be provided based on my performance to reflect more work principles. "Money is not my only concern. If I am allowed, I would like to talk about my contribution to the company." "When the salary level was low and the interviewer asked us this question, we did a better job of deflecting the question, subtly throwing the question back to the interviewer and letting the other side make the verdict.

Fifth .Set a salary range for yourself

Each boss will have a preliminary understanding of the industry for the recruitment position before recruiting, and set the salary range to the salary level of the recruited employees, based on the market and company conditions, Fluctuate up and down this range, and it's easy to fall into disarray when you don't know what to think as an interviewer.

This is the core of the boss, because every leader wants to use the minimum salary to get the maximum employee value. Therefore, before proposing a salary level, it's best to get a rough price and then ask the interviewer for the salary you want.

For example: "I am willing to accept your company's compensation standard, but I don't know what the compensation amount is according to regulations?" This raises the question of not only reporting to the interviewer, but also uncovering the bottom of the other party. If it is lower than your psychological price, you will set a price that is at least 10% to 20% higher than your current salary. In short, you have to get the price first and don't set the bottom line too high. Because you are low, the interviewer will be less open than you are, and the results will be far from your psychological expectations.