20 Salary Negotiation Tips to Retain Candidates

20 Salary Negotiation Tips to Retain Candidates

Applicants ask about the salary at the beginning. When they want to reach the salary after becoming a regular employee, they should ask about return management? Who are the strong candidates? When is the right time for recruitment? If a job seeker wants to know how to ask for new recruits, how should they ask?

1. If the company cannot provide the salary that the applicant wants, how can we negotiate?

Answer : Salary negotiation must achieve two goals: one is to attract and motivate talents, and the other is to ensure fairness among internal employees. These two points are the starting point of salary negotiation, and a balance between the two must be grasped.

Insisting on internal standards for salary remuneration. If the level of funeral remuneration is far lower than the market average, it will lead to the phenomenon of "death in the light". As soon as the salary is announced, it will The applicant was scared away, or after a round of "banking war", the company was close to the market level. However, the applicant had already experienced great frustration during the salary and salary negotiation process, and had lost its original trust and trust in the company. Confidence will eventually lead to "the duck flying before your mouth", which is a thankless thing.

Salary should reflect the market value of the applicant, including his or her quality, ability, experience and past performance. If the candidate has rich experience and strong abilities, the salary level should be increased accordingly. If not, the salary level should be appropriately lowered. The key depends on the company's salary standards and whether there is flexibility. If you are truly an outstanding talent that the company needs, you may consider applying to your leader for special treatment.

2. What are the most basic elements of a good salary design plan, such as what salary is divided into?

Answer: Designing a salary plan can be divided into 7 steps. Preparatory work for salary reform: clarification of salary strategy; position evaluation or rank ranking; salary data collection and in-depth analysis; salary structure design; benefit design; design of salary management operating system.

As for what wages are divided into, in terms of wage structure, there are position wages (to ensure employees’ basic living), performance wages (to ensure employees do a good job), welfare wages (to ensure employees cannot leave), and skill wages. (The need for humanized management).

3. The applicant asks how much the salary is at the beginning and how much it will take to become a regular employee. How should they answer?

Answer: Before answering these questions, we must know the bottom line and maximum ceiling of the company's salary, but only tell the candidates the lower limit and middle value of the new range. This can help the company prevent selection. Removing candidates who have excessive salary expectations also leaves room for negotiation. When you meet candidates with rich experience or excellent conditions, you can also have the flexibility to adjust upwards.

4. If the applicant wants to know the segment distribution ratio set by the prime salary, but the company does not implement these, how should the salary be negotiated in this case?

Answer: Based on the market salary survey results and the company's salary policy, the salary area corresponding to each rank, as well as the basic salary and performance salary standards, must be determined. The company can divide the salary areas corresponding to each rank into employee level, supervisor level, manager level, director level, and executive level. Employees at the same job level will have their basic salary standards at the salary level based on their different ability levels and performance. different positions in the interval.

5. It seems awkward to discuss salary in the preliminary interview, and it will not solve the applicant's doubts if not discussed. During the entire interview process, is it better to start or end the interview?

Answer: Suggestions for basic positions can be discussed directly in the preliminary interview, which will improve the efficiency of recruitment. Management or technical positions are arranged according to the interview pace. During the interview process, you can understand the salary needs of the candidates and inform them of the approximate salary range, thus avoiding the loss of outstanding talents due to salary issues.

6. How to negotiate salary when the skills of technical workers cannot be screened during the interview?

Answer: For the recruitment of skilled technical personnel, consider whether their operability can be increased to actual operation assessment, and the employer will organize the assessment to draw a preliminary conclusion on the applicant's technical level, combined with the company's system and Job matching will be determined.

7. When recruiting talents for management positions, how should we negotiate for new talents if the boss sets a salary range?

Answer: If you are looking for a job in a management position, it is recommended that you communicate with the person in charge of the company to come up with a rough salary range. However, in many private companies, the boss or leader directly determines the salary. In this case, you should first understand the applicant's salary requirements and original salary situation and provide feedback to the relevant personnel.

8 How to discuss appropriate salary and benefits during the interview process?

Answer: The first thing to note is to try to avoid revealing all your cards quickly, which is very detrimental to the company: secondly, you can ask them about their current or previous salary, rather than directly asking the applicant what salary they want. In this way, when the other party says that he or she wants to be transferred but the company cannot achieve it, it will easily have a negative impact on the other party: Third, do not go straight to the topic of salary at the beginning. You should first have enough understanding of the applicant. If you blindly tell the numbers, It will destroy the possibility of a light judgment.

9. During the interview, should the job seeker state his or her desired salary range, or should he express politely that he would like to see the company's arrangements?

Answer: First of all, you need to do some homework before the interview to understand the average salary of the position you are applying for in this industry. Then you need to have a certain understanding of the company you are applying for. See Is he in the upper-middle or lower-middle range in the industry? Finally, you have to set an upper limit and a lower limit for your salary, so that you can give appropriate answers with confidence during the interview.

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

Answer: Know your own value. You must also know how much you can contribute to the organization. And make the recruiter recognize your value. Make your employer interested in you and they will be more generous. Before starting to negotiate salary, you must understand the average salary level of the position. You must do your best to understand the salary range of the target company or the income of the predecessor of the position.

Nothing can replace preparation beforehand. If you're well prepared, you'll be confident and confident in your negotiations. If you changed jobs, your salary should be higher than that of your previous employer, and you should negotiate based on the salary of your previous employer.

11. The salary system of a newly established company is not perfect, and the company needs to recruit people on a large scale. How can we retain interviewees without affecting salary negotiations?

Answer: Conduct a market survey in advance and finalize a rough distinction with the leader, and then formulate a probation period salary or communicate with the leader to ensure that the sales level of a new recruit will not be lower than that of the same industry.

12. Do you have any skills for salary negotiation during the interview process?

Answer: From the employer's perspective, you can ask some relevant questions during the interview, such as: What kind of salary do you hope to receive when working in our company? How much do you think your salary increase will be every year? Are you willing to lower your salary standards? What is your salary target three years from now? What do you think of the salary we provide you, etc., and learn about his views on salary.

When job seekers ask the employer about Korean acid, they should only tell the applicant the lower limit and middle value of the salary range. Do not announce the salary range at the beginning. This approach is not good for the company. . It is necessary to put appropriate psychological pressure on job seekers, reduce their psychological original expectations, and let the other party view salary pragmatically and rationally, because during the recruitment process, recruiters often get stuck with the high salary provided by the original company provided by job seekers.

13. What should I do if I often meet suitable candidates during recruitment, but the salary exceeds the maximum salary standard for the position?

Answer: Inform the Ding Lei principle. Some applicants believe that the company can set the salary based on the original salary and expected salary provided by them, and there is great flexibility. At this time, the applicant must be clearly informed that the salary must be determined in accordance with the company's salary system. Downplay the importance of candidates. Emphasize that many candidates are competing for the position and the company is comparing and measuring them, which can effectively reduce the applicant's bargaining power.

Show "gold-faced salary". There are many factors that influence the career transition of talents, including company brand, work platform, salary and benefits, working environment, etc. It is necessary to extract as many selling points of the company as possible and gradually present them to the applicants to enhance their confidence in the company and improve their Overall eye appeal.

14. What are the appropriate times to discuss salary?

Answer: Generally, salary negotiations have to go through more than 23 times and are not completed in one go. After each salary communication, if the applicant has objections and requests a salary increase, he should not reply immediately. It is best to have 1-2 days as a buffer. Let the other party know that the company's salary adjustment requires internal approval, create a sense of "hard work", and let the other party automatically lower their expectations.

When the salary obviously exceeds the company's salary standards, you can ask the other party to provide salary records, salary slips, and passbooks from the original unit, or stick to the bottom line of salary, suspend salary negotiations, and give the other party a certain amount of time to consider. Asked again about his intentions, and at the same time continued to look for other potential candidates.

15. The company has a confidentiality system for salary internships. How can we avoid the salary topic during the interview and conduct further interviews?

Answer: Salary is a sensitive topic and cannot be avoided. It is recommended that your interview process can be divided into several rounds. You do not need to answer these questions in the initial screening. When there is further intention to cooperate later, the salary will be retained. The range is sucked upward, telling the lower limit and the middle value. When you finally meet someone with a suitable condition level, you can still have the flexibility to adjust upward.

16. How should job seekers ask about salary and benefits?

Answer: Do a market survey in advance and finalize a general salary with the leader, and then formulate a salary for the probation period or communicate with the leader to ensure a general level that tells the newcomer that it will not be lower than that of the same industry. Answer: I think you have to grasp your 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 should first have a bottom line and upper limit of salary, so that you can talk to the hiring unit. You can directly state your upper limit, and then decide based on the situation.

17. If the job applicant is applying for a position that does not match his work experience, should his salary still refer to his previous salary?

Answer: No need to refer, because he is new to this position and has no experience. It is recommended to follow the company's position salary standards.

18. When job seekers ask about salary when the salary for a specific position is not clear, how can they cleverly avoid this problem?

Answer: There is no upper limit for this position in our company. If you meet the ability, a monthly salary of more than 10,000 yuan is not a problem. The key depends on your interview and actual work performance. I will give you the final salary after you pass it. After the interview, we will give you a reply after consulting with the company leaders.

19. When applying for a job, the salary promised to employees is different from what is actually paid, but there is no written evidence and the employees only say it verbally. How to deal with this situation?

Answer: Didn’t you actually get a promise after joining the company? Provide some psychological guidance from the perspective that the employee's work is not perfect enough, so that he can transfer the feeling of unsatisfied salary to the fact that the work is not up to standard.

20. What should I do if I have no access to the company’s salary standards and have to negotiate salary during the interview?

Answer: When communicating with the applicant, you can first inform the company and some information about the position. If the applicant asks about salary, you can first understand his basic situation and tell the company that if the salary is more flexible, it will be considered. The required qualifications will be determined based on the personnel's working ability and position situation. The specific qualifications for this position will be determined based on your situation after our interview. This sends a message to the applicant that we know your general requirements and the company will consider them comprehensively.

The employing department should know, and it is recommended to communicate more with the leadership of the employing department. If the employing department does not know, the boss should have an acceptable salary range, communicate with the boss, and take into account the applicant's own situation. , define a more appropriate salary standard.

Postscript: The challenge of HR is not only whether it can find the talents that the company needs, but the painful thing is that when you have set your sights on the right talents and feel that they are suitable, you are stuck in the salary negotiation process. . Salary negotiation is not only the negotiation process, but also the preparation before negotiation such as background investigation and salary market analysis and interpretation. It is also a process of intellectual game between the recruiter and the applicant.