How to talk about salary with headhunters

How to talk about salary with headhunters

Fully trust headhunters. Headhunters should be welcome and make friends with them. Headhunting consultants can not only provide you with new positions, but also improve your job-hopping success rate. Most importantly, he will keep your personal information absolutely confidential. Therefore, don't say "no" to headhunting consultants easily, but decide whether to accept new job opportunities based on your career planning and development. In fact, when a headhunting consultant is looking for a candidate, he doesn't necessarily have a ready-made position, and sometimes he just makes a reserve. As a talent, you should patiently communicate with the headhunting consultant and let the headhunting consultant know about you, so that when there is a new position, he is likely to think of you at the first time and increase the room for your salary increase.

Make clear the salary composition of the recruiting unit

Many people will simply think that the usual annual salary = monthly salary ×12, but it is not. The composition of annual salary includes basic salary, annual salary, subsidy, year-end bonus and welfare. If your current monthly salary is 1, yuan, your self-reported current annual salary is 12, yuan, and your expected annual salary is 14, yuan, the employer immediately promised you. As a result, when it comes to details, you know that the basic salary of each month is not as much as before, which has delayed both parties' time and energy, and has not really improved your social status. Therefore, it is very important to clarify the salary concept of the other party, which should be consistent with the annual salary concept of the recruiting unit.

don't ask for the price blindly

The market quotation is the standard of asking for the price. Generally speaking, most positions will have a relatively recognized salary price in the market, which is often referred to as the market average by headhunting consultants. When considering your salary, the recruiting unit often refers to these markets to determine the approximate range. The demand situation is a variable of the asking price. For the occupation you are applying for, you must know whether the demand for this kind of talents is in short supply or exceeds demand in the current job market. As far as recruitment companies are concerned, the salary level that can be given to you will also fluctuate due to the nature, scale and industry of the company. Take a general position as an example. At present, your annual salary is 1, yuan, and the annual salary proposed by the recruiting company is 15, yuan. Experts suggest that when you apply for this position, the expected annual salary on your resume should be 12,-14, yuan, and the success rate will be relatively high. If your expected annual salary is much higher than the market average, then the employer will not consider you at all. If you really don't know anything about the market average of your industry, then the best way is to listen to the advice of the headhunting consultant and let the headhunting consultant help you fill in the expected salary, so as not to let the recruiting unit delete you because of this link. How to talk about salary < P > has always been the focus of discussion between job seekers and recruiters, and it is also a sensitive topic. Can job seekers talk generously with the interviewer about salary? When asked about salary, how to answer it? For example, at a job fair, a recruiter of a company is having a conversation with a job seeker. "After listening to your introduction, I feel that your various conditions are in line with our job requirements. Finally, I would like to ask, what is your salary requirement? " Asked the recruiter. The job seeker faltered for a long time, and finally said, "Salary is not my primary consideration. What I value more is the development prospect of your company." "Well, we will inform you to come to the company for an interview next Monday." A week later, the company informed the second interview. After the second interview passed successfully, the interviewer asked the candidate to sign the contract and told him the salary. At this time, the applicant said that the salary offered by the company was too low, which was unexpected and unacceptable. In the end, the two sides broke up in discord. So what's the problem? Recruiters in many companies have encountered the above problems. During the first interview, many job seekers sincerely said that "salary is not the most important thing, and they are most optimistic about the company's development, training and promotion opportunities". However, when they are ready to sign the contract, job seekers will express dissatisfaction with the salary provided by the company, which leads to the waste of recruitment and job hunting costs for both parties, which makes job seekers and recruitment companies very upset. Nowadays, job seekers, especially recent college graduates, seem to have a common misunderstanding that an excellent job seeker should pay more attention to career prospects than money. Therefore, when asked about the salary, they were evasive, but once they actually signed the contract, they retreated because they had to consider practical issues. Job seekers should be outspoken about "salary issues". Salary is a key part of the job-hunting goal, and talking about salary is an important step in the job-hunting process, so there is no need to avoid it. You might as well speak out your expected salary boldly. Of course, it needs the right time. It is not wise to discuss the salary directly at the beginning of the interview, but you can answer it truthfully in time when asked. If the interviewer has never mentioned the salary issue, he can also choose an appropriate time to ask if he is confident of his successful application. Of course, it is not excluded that some interviewers ask about the salary for "another purpose". For example, he wants to know whether you value salary or the development opportunities and work platform of the enterprise, because people who value salary blindly are more likely to jump ship. In this regard, you can answer: "I value the development and promotion opportunities of this position. The salary is not important. What matters is whether my work ability and professional knowledge are what your company needs and whether I can win greater benefits for the company." Then turn the topic from salary to show your outstanding work achievements in the past, your good comprehensive quality and the professional fields you can contribute to the company.

First, fully prepare to put forward the salary approximate

In the early stage of the interview, we should grasp the basic situation of the company, such as the industry and scale of the enterprise where the position is applied for, analyze our qualifications, including educational level, working years and skill level, analyze the current salary level in the market, and sum up our expected salary range.

Second, don't directly ask the candidates about their salary expectations

Some HR managers often directly ask the candidates what they want in the recruitment, but this has actually given the candidates the right to make an offer, which is often unfavorable to the enterprise. Especially, when the applicant tells the ideal treatment, and the enterprise can't meet his hopes, it will have a negative impact. On the contrary, if you know the salary of the candidate at present or in his last job after asking, even if you attach the treatment he wants to get now, the enterprise will have a more reasonable reference standard. If the current salary of the candidate is lower than the maximum salary preset by the enterprise, the enterprise can adjust the salary to attract the candidate according to the degree of participation of the candidate; If the current salary of the candidate is higher than the maximum salary set by the enterprise, the HR manager can focus on other advantages of the position.

Third, only tell the candidates the lower limit and middle value of the salary range

Some enterprises like to announce the salary range of the position at the beginning, for example, in the recruitment advertisement. This practice is not good for enterprises. Generally, the upper limit of the salary range should be kept, and only the lower limit and middle value of the salary range should be told to the candidates. In addition, it is necessary to tell the competitive and attractive places of the enterprise in terms of salary. Just like marketing, you should be good at telling each other the selling points of corporate compensation. For example, if all kinds of insurance are complete, the internal stock donation system is implemented, and large enterprises allow candidates to have more stable and long-term income, etc., and try to avoid showing the cards of enterprises from the beginning. Only talking about the lower limit and the middle value can screen out the candidates who expect too much salary for the enterprise, and on the other hand, it reserves the negotiation space, and meets the candidates with rich experience or excellent conditions, as well as the flexible space for upward adjustment.

Fourth, cut to the chase, avoid beating around the bush, and express your wishes clearly. Now that you have decided to bring it up, don't hesitate to express your thoughts in the most direct and clear way.

How to talk about salary with headhunters

Generally, tell headhunters your current salary, then tell them your expected salary, and he will help you talk about it according to your situation and the salary offered by the company, so say it directly! How to talk about salary in the interview of Wit Hunters?

Talking about salary in an interview is a sensitive topic for graduates. If you talk too high, you are afraid of scaring off the employer; if you talk too low, you are afraid of cutting your price and making the other party feel that you have no confidence in yourself. How to grasp the discretion? Please see the interview site of Cankun 3C.

q: such a high salary requirement is unacceptable to our company. Can you tell me your thoughts?

a 1: my salary requirement may be a bit high. how much monthly salary can the company offer?

answer 2: my salary may be too high, but I don't think salary is the most important thing. I care more about the position itself, because I like this job very much and my major and ability meet the requirements of the company. I believe that the company will understand my value at work, so as to gradually improve my salary level. What is the salary range that the company can offer?

comment: you can't talk about salary in the interview, but you should grasp the flexible principle. The examiner puts forward this question directly, which may indicate that your requirements are a bit high, and it may also be examining your self-confidence. Answer 1 seems to be very unstable. As soon as I hear that the company can't accept the immediate self-reduction, I don't feel confident enough, and I have the temerity to ask the salary directly. Answer 2 admits that the salary requirement may be too high, but at the same time it shows sufficient self-confidence, and it is logical to take the opportunity to ask about the salary range provided by the company, but it is not polite.

q: what do you think of the salary we offer you?

a 1: the figure you gave is close to my expectation, but my expectation is slightly higher. I understand that the company has certain restrictions on the salary of newcomers. Can we talk about other benefits besides salary?

answer 2: there is still a gap between your salary level and my expected value. I wonder what efforts I can make to narrow this gap if I can enter the company. I believe that if the company gives me this opportunity, I can make my salary meet my expectations.

Comments: First, make sure that the salary given by the interviewer is the salary of the company's regular employees. If this is the case, compare this amount with your own salary requirements to see if you can accept this salary. Answer 1 is acceptable to the examiner. Although the student said that his expectation is higher, he has indicated that this is not a problem. Answer 2 is also good. Although the expectation is a little high, he didn't express it stiffly, but asked if the company could give him a chance so that both sides wouldn't be in an awkward position.

Author: epuson

Li Li went to a well-known enterprise for an interview. After approving her basic situation, the examiner asked her about her salary. Li Li believes that entering the company is an affirmation for herself, and she does not have too many requirements, and the salary is the same as that of the company staff. However, the examiner suggested that the monthly salary is a measure of an employee's evaluation of himself, and he must have his own clear understanding and cannot avoid it. If you don't think it over, you can go back and think about it. After Li Li returned to school, after much consideration, she still couldn't determine the standard. Undeniably, in the job interview, because the graduates have no work experience, the salary requirements put forward by the employer are either difficult to talk about, or faltering, and they don't even know how to talk about salary. So how do college students talk about salary during the interview?

Be good at asking questions

There are certain skills for candidates to talk about salary. The first step is to know what the salary range the other party can offer. The key here is to be good at asking questions, let the other party talk more, and know enough information by yourself. After several rounds of interviews, the interviewer will ask the candidate, "Is there anything else you want to know?" Applicants can ask: "Large enterprises like yours all have their own salary system. Could you give us a brief introduction?" Interviewers usually give a brief introduction. If the introduction is not too detailed, they can also ask: "What is the position of your company's salary level in the same industry? What bonuses, benefits and training opportunities are there besides salary? What is the salary increase after the probation period? " And other questions, from the other side's answer, you can have a bottom in your heart by comparing the market situation again. The second step is to put forward your expected salary based on the above information. If you are still not sure about the salary you want to ask, you can also throw the question to the other party: "I want to ask a question. With my current experience, education and your understanding of my interview, what level can I achieve in the company's salary system?" The other party will reveal the salary level you are prepared to open.

circuitous tactics to get a high salary

If you are not satisfied with the salary standard offered by the company, you can try to get a higher salary in an exploratory and negotiated tone: for example, "I think the most important thing in work is to cooperate happily, and the salary is second, but my original monthly salary is RMB ××, so I hope I can make some progress if I quit my job. If it is not too difficult for you, do you think this salary can be improved a little?" At this time, it depends on whether the tone of the other person can be loosened. If it is loosened, you can cite the reason why you are worth more. If the other person's tone is firm, you can make a detour to shorten the probation period, for example, "I am more confident in myself. Do you think I can get the salary of the probation period directly in one step, or shorten the probation period from three months to one month?"

Strive for extra "salary"

In addition to the formal salary, many enterprises will generate some extra salaries such as bonuses and benefits, so candidates should strive for it boldly. Candidates should pay attention to observe and observe, and don't ask too much. Otherwise, after making an exception, the other party will assess you with higher requirements when you come in, and may even promise to fail in the end. To be on the safe side, it is best for the applicant to ask the other party to specify the salary, probation period, working hours, etc. on the acceptance letter, so as to avoid disputes in the future.

In a word, a good salary depends on one's power, but more investigation and more attention to this information will help you know the approximate salary of this position before the interview, which will prevent you from making unrealistic demands too high or too low, thus losing your job. Also, the key to talking about salary is to fully demonstrate your strength. If the company agrees with your strength, you will succeed in most cases if the salary you want is not too high.

experts talk about salary

Teacher Qiao of successful career counseling center: A person's salary is closely related to his ability, role, performance and contribution. When the employer has not yet understood your above situation, the price is too high and it is difficult for the employer to accept it; If the price is too low, it is yourself who suffers. Therefore, you must know the following points: Don't discuss salary unless the employer has made it very clear that it wants to use you; Don't blindly offer the amount of salary you want; Learn as much as possible from the conversation whether the salary given to you by the employer is fixed or negotiable; Try to understand the salary, benefits and job vacancies in this industry before the interview.

in the process of coordination, if the employer wants you to make an offer, you can tell him a salary range. If he insists that you name a definite amount, ask him how much he is willing to pay and then measure whether he can accept it. The ideal salary should be acceptable to both employers and job seekers, and job seekers should show some flexibility. When the salary and benefits are negotiated, it is best to ask the employer to write an agreement contract, because some employers may forget what they promised you after the interview.

At present, the salary systems of large companies are relatively sound.