Teach you how to negotiate salary with HR

Teach you how to negotiate salary with HR

Most college students will be asked this question during the interview. What is your expected salary? Of course, this question may also be asked Presented in other direct or metaphorical ways. Salary is also a difficult issue to discuss during a job interview, but it is also the first question that every job seeker must face.

The salary issue is not a simple income issue. It is a factor that determines whether professionals are satisfied with their salary. In addition to personal income, there are many soft indicators. The main components of remuneration are basic salary, subsidies, benefits, variable salary, options/shares, and annual salary. The subsidies include housing subsidy, transportation, meal subsidy, communication, job subsidy, social entertainment, overtime subsidy, etc. The welfare part includes social insurance, medical insurance, training, further education, etc. Variable salary includes performance bonus, year-end bonus, quarterly bonus, year-end bonus, etc. Large companies: Generally, fresh graduates receive a fixed salary, which varies depending on the school and major. Generally, the starting salary of two students from the same school and the same major is the same. The difference is that after a probation period of three to six months, there will generally be differences in work performance. At this time, different salary adjustments will be given to personnel with different abilities. Those with strong abilities will receive a raise, while those with poor abilities may be fired. . Small companies: Generally there is no standardized salary structure for fresh graduates. There is room for bargaining at this time, but instead of discussing with HR, you have to discuss the salary level with your direct supervisor. If the supervisor thinks that your ability meets their requirements, he will I'll give you a good price based on my head. Therefore, different students in the same school and the same major may have different starting salaries. How to correctly treat the salary discussion during the interview

Do you have negotiation phobia?

Are you afraid of taking risks and will blurt out during the interview: Thank you, I accept your conditions! Even if The salary is pitiful? Don’t be afraid, you are not alone. Many employers admit that when they negotiate treatment, they will deliberately offer low prices to prepare for bargaining. Still, many job seekers are hungry. By avoiding awkward haggling, you may pay a higher price for it. In the report "Who Offers and Who Accepts in Salary Negotiations?" researchers Michelle Marks and Crystal Harold found that employees who dare to negotiate their salary can increase their annual salary by an average of $5,000. Assume that both job seekers are 25 years old, have worked for 40 years, and their annual salary can increase by 5 per year. Then the one who initially raised the starting salary to US$55,000 will earn US$634,000 more than the one who directly accepted the basic salary of 50,000 US dollars. CareerBuilder, the largest online recruitment network in North America, recently conducted a survey to study how many people choose to negotiate salary at the negotiation table. Statistics show that 49% of job seekers have never paid back their offer. In the words of Marx and Harold, these job seekers believe that the negotiation process may damage the relationship between the two parties and lead to the instability of the social mechanism. ?Their ultimate fear is that they will lose their jobs if they even open their mouth to negotiate. Rosemary Haefner, CareerBuilder's vice president of human resources, has only one thing to say about these timid candidates: "It's their loss." ? She further explained, ? Recently, more and more employers have expressed their willingness to negotiate salaries, and more than half have done market research and are even prepared to bargain. Unfortunately, job seekers do not even ask. ?How to correctly put forward reasonable salary requirements? Based on the company's situation you know during the interview, comprehensive analysis and combined with your personal situation, give your expected salary range. Of course, it seems inappropriate to take the initiative to negotiate salary, especially for companies that strictly implement salary confidentiality systems. However, generally formal companies will take the initiative to negotiate salary with applicants. If not, it can usually be done tactfully during the re-examination. Tips for asking. The first step is to understand the salary range that the other party can offer. The key here is to be good at asking questions, let the other party talk more, and let yourself know enough information.

The second step is to propose your expected salary based on the above information. If you are still not sure about the salary you want to raise, you can also throw the question to the other party:? I would like to ask a question. Based on my current experience, academic qualifications and your understanding of my interview, in the company's salary system, about What level can be achieved? If you are not satisfied with the salary standard offered by the company, you can try to use an exploratory and negotiated tone to strive for a higher salary. Advice on negotiating salary

1. Be prepared? Think about your requirements and reasons. Prepare a good draft to predict the reaction of future owners. Anticipate your reaction. Practice it with friends and family. Practice makes perfect, your confidence will increase, and you will be able to handle the conversation no matter where it goes. ?

2. Put aside emotions? Negotiations are often mixed with serious emotional factors. Sometimes, some people panic. Sometimes overcomplicating things. The key is to separate subjective emotions and convert your skills into objective data. Just present the facts.

3. Tell me a story. Instead of arguing in vain, is this the price you want? I am worth more than this. ?You must elaborate on why. Looking at the problem comprehensively, how much value are you, exactly? What have you done? What value can you bring directly and indirectly to the company? You need to be able to say:? I will be able to complete the following one, two, three and four things, so I Ask for a raise. ?This method also applies to promotion or job transfer negotiations within the company. ?

4. Change the request? If the salary is non-negotiable, then change the request to one that is negotiable. You can say. ?Okay, since you can't increase your salary, can you increase your work flexibility? This also means a lot to me. ?We found in the survey that 33% of employers are willing to negotiate for flexible working hours, and 19% are willing to negotiate for increased vacation time. About 15 are willing to cover employees' cell phone bills or work remotely at least once a week. In addition to salary increases, there are many things that can be discussed. ?

5. When is enough? When shopping for a house in the property market, you first quote your own price. Maybe the other party will bargain and you can make a counteroffer. After a lot of back and forth, the price was almost finalized. The same is true for interviews. There must be a bottom line in the bargaining round. When the person making the offer refuses to negotiate, you can call it a day. If there is no room for maneuver and you persist in insisting and being aggressive, the negotiation may fail. ?6. Laying the groundwork? If the other party refuses flatly, your self-esteem may be hurt, but at least you know that you have tried hard. If you really want the job, at the end of the conversation, you should say, "Okay, I understand." I respect your decision. OK, I'm willing to accept your terms. ?But to plan ahead and lay a solid foundation, you could add, ?What do I need to do in the first year to prove that I am worthy of a raise? ?Doing a good job negotiating early in your career is to pave the way for future success. ?;