How to talk about quotation

During the interview, the interview supervisor talked about the company's future planning, and the applicant talked about his own work experience. Everything is going well. But when it comes to salary, it often makes both sides very cautious or nervous, which seems a bit difficult to talk about, or they are afraid of making it too clear and there is no room for manoeuvre.

In fact, this question is relative to recruiters and candidates. The applicant is thinking about how to make the recruiter accept this offer, and the interview supervisor is also thinking about how to discuss the salary with the applicant, so that the applicant is satisfied and the company will not suffer. Here are some skills that an interviewer should master when talking about salary.

Spread out all the cards

Many interview supervisors often ask candidates such questions during the interview:? In our company, the salary of this position is 5000 yuan. What kind of salary do you want? Many candidates will answer yes in order to get a job opportunity first. About 5000 yuan? . If so, this candidate has fallen into the trap of the interview supervisor.

In fact, this is not the salary ceiling given by the company. This practice of telling candidates only the lower limit and middle value of salary range is a common means for interview supervisors to talk about salary issues. On the one hand, we can screen out candidates who expect too much from the company's salary, on the other hand, we also reserve room for negotiation, and there is still room for upward adjustment when encountering experienced or excellent candidates.

Therefore, it is suggested that candidates play all their cards at this time and play their ideal salary level in time so that there is room for bargaining in the future. (Personally, when I am recruiting in a general enterprise, the salary of this position is certain, so it is difficult to make an exception. )

Know the upper limit of salary

Before the interview, the applicant must be clear about the position he is applying for and what is the highest salary in society. Even if you think how much the company needs talents like you, don't overcharge, because recruiters must consider their own economic ability and the fairness of internal compensation. Therefore, reasonable and sincere salary requirements are an important basis for both parties to reach an intention.

Don't start talking about salary.

During the interview, candidates should avoid talking about salary at the beginning. Because you need to accumulate enough knowledge about the interview supervisor during the interview process, and you also need to have a certain understanding of the company and position. Otherwise, when the communication between the two sides is not enough, you will blindly say numbers, which will undermine the possibility of negotiation.

During the conversation, candidates should know which side has the upper hand in time. If you think you have good conditions, the company urgently needs talents like you, so you can relax in the negotiation; On the contrary, if you are just one of the possible candidates with equal conditions, you should think twice. In my personal opinion, talk to the person in charge of salary, not to the person doing the technical interview, and generally don't talk to your future leader, who may not have the final say.

Pay must be clearly discussed.

Discussing salary is a key part of applying for a job. If the examinee evades this question or doesn't answer clearly, then you lose yourself. Therefore, candidates must ask whether their salary and benefits, including holidays, are double pay. Remember that your rights and interests are only protected by yourself, and no one will pay for your loss for free.

You can't ignore other rewards.

The reward of the position is not only reflected in the salary. When candidates and companies have different views on salary, candidates can also increase their chips from other benefits and other aspects. For example, applicants can ask whether the company can consider a higher percentage of commission and year-end bonus commission, although the basic salary of the position is relatively low. If it is feasible, it will also change its direction and increase wages.

In addition, for candidates, flexible working hours, vacations, training opportunities, etc. Although it is not a direct salary, it must not be ignored in the negotiation. In my opinion, these benefits may be available, but you may not enjoy them, such as working overtime every day and the probability of taking a vacation is zero.

? Current salary? Should I tell the truth?

What are job seekers most worried about being asked? Current salary? And then what? Expected salary? When and how to answer. Because generally speaking,? Expected salary? what's up Current salary? 120%,? Expected salary? It will be high, won't it? It is suspected of asking exorbitant prices. Current salary? Just say low, will it be pushed down? David taught you some methods: if you really can't avoid these two questions, you should be honest and strategic. Tell each other your current salary honestly, but tell them yours? Current salary? No? Just don't. Don't? Frankly? 2000? 、? 3000? You must tell each other. My current salary structure is as follows: the basic salary is 2000, the house sticker is 500, and the car sticker is 400. I have overseas holidays every year? In this way, there will be no situation where the new boss gives you a higher monthly salary, but after all, it is still a loss.

Don't be afraid that the new boss will reduce your salary accordingly after telling your current salary. David said that as long as companies consider using you, they will definitely give you a reasonable salary. In my personal opinion, many people have lower salaries in their previous companies, but as long as you think your salary is reasonable, it's ok. Don't let them compete.

Let headhunters? Sell? Can I get a higher salary?

Is it? Headhunters? Hunting, will it break? Job-hopping and getting a 20% raise? Rules, let yourself be greatly appreciated? James said that although headhunters are paid according to the salary of the hunted, headhunters will not do anything to help the hunted raise their prices.

James once asked a company in Beijing to help them find an accountant. As a result, they found a suitable person in Tianjin. The man's monthly salary is 7000 yuan. He told James that he would go as long as he could add one or two thousand yuan. But James learned that the starting salary of accounting positions in this company is 17000 yuan. James didn't? Instigate? The applicant offered a high price, and he analyzed the reasons as follows: if he offered 17000 yuan, the enterprise might think that the price he wanted was too far from his current monthly salary and would not want him; And if the company thinks he is suitable and hires him, it will naturally not pay less. The company also has concerns. If his salary is too low, he will be poached. ?

Be good at asking questions

Applicants have certain skills in talking about salary. 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 person talk more and know enough information by himself. After several rounds of interviews, the interviewer will ask the candidate: Do you have any questions you want to know? Large enterprises like you all have their own salary system. Can you give us a brief introduction?

Interviewers usually give a brief introduction. If the introduction is not too detailed, you can also ask:? What is the salary level of your company in the same industry? Besides salary, what bonuses, benefits and training opportunities are there? What is the salary increase after the probation period? From the other party's answer, compare the market situation, and you will have a bottom in your heart.