How to talk about salary with headhunters

How to talk about salary with headhunters? Trust headhunters completely. We should welcome headhunters 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 according to your career planning and development. In fact, headhunting consultants do not necessarily have ready-made positions when looking for candidates, and sometimes they just make 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 for the first time and increase your salary increase.

Clarify 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 6,543.8+0.2 million, your self-reported current annual salary is 6,543.8+0.2 million, and your expected annual salary is 6,543.8+0.4 million, the recruiting unit will immediately promise you. As a result, I didn't know that the basic salary of each month was not as much as before, which delayed the time and energy of both sides and didn't really improve 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.

Never bid blindly.

Market quotation is the standard to measure asking 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, employers often refer to these markets to determine the approximate scope. Demand is a variable of asking price. For the occupation you are applying for, you must know whether the demand for such talents in the current job market is in short supply or exceeds demand. As far as the recruitment company is concerned, the salary level that can be given to you will also fluctuate due to the nature, scale and industry of the company. Take an approximate location as an example. At present, your annual salary is 6,543,800 yuan, and the annual salary proposed by the recruitment company is 6,543,800 yuan. Experts suggest that when applying for this position, the expected annual salary on the resume should be 654.38+0.2 million -654.38+0.4 million 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 average market level of your industry, then the best way is to follow the advice of headhunting consultants and let them 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 has always been the focus topic of 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? For example, at a job fair, a recruiter of a company is talking to a job seeker. "After listening to your introduction, I think your various conditions meet the requirements of our work. Finally, I want to ask, what is your salary requirement? " The recruiter asked. The job seeker faltered for a long time and finally said, "salary is not my primary consideration." What I value more is the development prospects of your company. " "Well, we will inform you of the company 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 stated that "salary is not the most important thing, and they are most optimistic about the company's development, training and promotion opportunities". However, when preparing to sign the contract, job seekers will be dissatisfied with the salary provided by the company, which will lead to the waste of recruitment and job search costs for both parties, which will make 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. So when asked about their salary, they were evasive, but once they really signed the contract, they chickened out 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. Of course, it takes the right time. It is unwise to discuss 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, you can also choose a suitable time and ask him if he is confident in his successful application. Of course, it is not excluded that an interviewer asks about 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. To this, you can answer: "I value the development and promotion opportunities of this position very much." 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 your professional fields that you can contribute to the company.

First of all, make full preparations and propose a rough salary.

In the early stage of the interview, you should master the basic situation of the company, such as the industry and enterprise scale for which the position is applied, analyze your qualifications, including education, working years and skill level, analyze the current salary level in the market, and sum up your expected salary range.

Second, don't ask the candidate's salary expectation directly.

Some HR managers often directly ask candidates what kind of treatment they want in recruitment, but in fact this has given candidates the power to make an offer, which is often unfavorable to enterprises. In particular, 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 applicant's current or last job after asking, even if you attach the salary he wants now, the enterprise will have a more reasonable reference standard. If the candidate's current salary is lower than the maximum salary preset by the enterprise, the enterprise can adjust the salary according to the candidate's participation degree to attract the candidate; If the candidate's current salary is higher than the maximum salary set by the enterprise, the human resource manager can focus on other advantages of the position.

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

Some companies like to announce the salary range of positions at the beginning, such as in job advertisements. This practice is not good for enterprises. Generally, the upper limit of salary range should be kept, and only the lower limit and middle value of salary range should be told to candidates. In addition, in terms of salary, it is necessary to clarify the competitive and attractive places of enterprises. Just like marketing, you should be good at telling each other the selling points of corporate compensation. For example, all kinds of insurance are complete, the internal stock donation system is implemented, and large enterprises allow candidates to have relatively stable long-term income and so on. And try to avoid showing the card of the enterprise from the beginning. Talking only about the lower limit and the middle value can, on the one hand, screen out candidates who expect too much salary for enterprises, on the other hand, reserve room for negotiation, meet candidates with rich experience or excellent conditions, and have flexible room for upward adjustment.

Fourth, come straight to the point, avoid beating around the bush and express your wishes clearly. Now that you have decided to put it forward, 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 first, 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 just say it! Victor Hunt

How to talk about salary in the interview? Talking about salary in an interview is a sensitive topic for graduates. Speak too high for fear of scaring off employers; If you speak too low, you are afraid of lowering the price, which will make the other person feel that you have no confidence in yourself. How to grasp the discretion? Please see the interview website of Kun Can 3C.

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

Answer 1: My salary requirement may be a bit high. How much monthly salary can the company give?

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 the company will understand my value in my work and gradually improve my salary level. What is the salary range that the company can offer?

Comments: You can't "talk about salary" in the interview, but you should grasp the principle of flexibility. The examiner directly raises this question, which may indicate that your requirements are a bit high, and it is also possible to examine your self-confidence. The answer to 1 is very unstable. As soon as the company can't accept it, it is not confident enough, and it is bold to ask the salary directly. Answer 2 acknowledges that the salary requirement may be too high, but at the same time shows enough self-confidence. It is logical to take the opportunity to ask about the salary range provided by the company, but it is impolite.

Q: What do you think of our salary?

Answer 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 don't know what I can do 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 of all, make sure that the salary given by the interviewer is the salary of the company's regular employees. If so, compare this amount with your salary requirements and see if you can accept this salary. The answer of 1 is acceptable to the examiner. Although the student said that his expectations were higher, he has indicated that this is not a problem. Answer 2 is also good. Although his expectations were a little high, he didn't express them stiffly, but asked if the company could give him a chance so that both sides wouldn't be embarrassed.

Author: Epson

Li Li went to a well-known enterprise for an interview. After recognizing her basic situation, the examiner asked her about her salary. Li Li believes that entering the company is a kind of affirmation for herself, and there are not too many requirements for herself. The salary is the same as that of the company staff. However, the examiner suggested that the monthly salary is a measure for employees to evaluate themselves, and they must have their own clear understanding and cannot be avoided. If you don't think it over, you can go back and think about it. After Li Li returned to school, she thought twice, but 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 prevaricated, and even don't know how to talk about salary. So how do college students talk about salary during the interview?

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, "Is there anything else you want to know?" Applicants can ask: "Large enterprises like yours all have their own salary systems. Can you give us a brief introduction? " Interviewers usually give a brief introduction. If the introduction is not too detailed, they can also ask: "Where is your company's salary level in the same industry? Besides salary, what bonuses, benefits and training opportunities are there? How much does the salary increase after the probation period? " And other questions, from the other side's answer, and then compare the market situation, you will have a bottom in your heart. Step two, put forward your expected salary based on the above information. If you are 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 reach in the company's salary system? " The other party will reveal the salary level you are prepared to open.

High-paying circuitous tactics

If you are not satisfied with the salary standard offered by the company, you can try to strive for a higher salary through discussion and negotiation: for example, "I think the most important thing in my work is to cooperate happily, and the salary is second, but my original monthly salary is RMB ××, so I hope to make progress in my resignation." If it's not too difficult for you, do you think this salary can be raised a little? " At this time, it depends on whether the tone of the other party can be loosened. If it is loose, you can give a reason why you are more valuable. If the other party's tone is firm, you can shorten the probation period by detour, such as "I have more confidence in myself." Do you think I can get the salary for the probation period directly in one step, or shorten the probation period from three months to 1 month? "

Strive for extra "salary"

In addition to formal wages, many enterprises will also generate some bonuses, benefits and other extra wages. In this regard, candidates will boldly strive for it. Candidates should pay attention to observation and not ask too many questions. Otherwise, after making an exception, the other party will assess you with higher requirements when they come in, and may even promise to fail in the end. To be on the safe side, the applicant had better ask the other party to clarify the salary, probation period, working hours, etc. On the admission notice to avoid disputes in the future.

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

Experts talk about wages

Teacher Qiao of Successful Career Counseling Center: A person's salary is closely related to his ability, role, performance and contribution. When the employer does not know your above situation, the price is too high for the employer to accept. If the price is too low, you will suffer. So 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 prescribe the 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 quote, you can tell him a salary range. If he insists that you name a certain 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 talking about salary and welfare, it is best to ask the employer to write an agreement contract, because some employers may forget to promise you after the interview.

At present, the salary system of large companies is relatively sound. The interviewer's talk about the role of salary is already an affirmation of your working ability. You can boldly put forward your own requirements and pay attention to the actual situation. Too high a requirement is easy to arouse disgust, too low shows a lack of self-confidence, and it is necessary to seek truth from facts. Specific standards can refer to friends in the same industry, or consult the managers of the talent market and ask them to give guidance. As long as it is not too outrageous, the company will negotiate with you.

Speaking of salary, why is it better for headhunters to join us? When it comes to salary, we may be embarrassed to say: I believe that the company will give a reasonable salary or directly say a lower or unreasonably high price, but it is different through headhunting. The task of headhunting is not only to find a suitable job for a person, but also to talk about a reasonable salary, otherwise it will not be a good headhunter.

How to talk to the boss about salary 1 The workload has increased, but the salary has not increased.

How do I know your workload has increased if you don't tell me? I think you are still capable. You did it well and easily. Uh-huh ...

Countermeasures: record your extra work tasks and the time you occupy; An increase in workload does not necessarily mean that you are entrusted with an important task. Only by proving that you have taken on extra work in a more efficient and creative way can you be used as a bargaining chip for asking for a raise.

TIPES: I hope the boss will find the idea of getting more for more work.

Summon up the courage to have a frank talk with your boss. A salary increase may still be a distant dream, but your boss may let you reduce your workload. At the very least, let your boss notice that you are doing something extra.

Let the boss know your name, and your name will always be buried behind that pile of papers. You are no longer Linda or Lily.

2. Pay and income do not match

Can take the initiative to ask for a raise, with a positive attitude; I feel that I have paid a lot, and my work attitude is bound to be positive, but is your contribution to the company really big enough? Can you prove your so-called "giving" with data?

Countermeasures: Pay attention to accumulation in daily life. In addition to the year-end summary report and daily work report, you should also record your contribution to the company in detail and organize it into written materials. At least we should be able to tell what we did.

Record the extra tasks and related achievements you have completed outside of work, and how many benefits these tasks have brought to the company.

TIPES: Use vague words to explain your contribution. In case the salary increase request is rejected, please politely ask the boss what he has not done enough, so that the boss can gain trust in himself and further explain the task while knowing himself. These are your future work goals and development space.

3. There is a gap between income and colleagues

The salary is agreed by both parties in advance. Why didn't you say anything at first, and now you complain?

Countermeasures: To tell the truth, the risk coefficient of salary increase on this ground is higher and the success coefficient is lower. There are only two conditions for negotiation here: you can try to raise your salary by 5% first, and then ask for a raise of 5% after half a year; You can also ask the boss to give training and other conditions a "disguised salary increase".

TIPES: Never say that colleagues don't do as well as themselves, or even simply say that colleagues don't do well.

Putting forward a salary increase for this reason first shows that you doubt the company's salary system; Second, you doubt the boss's decision. So, you might as well doubt yourself first, why is the salary low? If it is your own ability, make persistent efforts; If it's the boss's problem, you should go, too.

4. I was dissatisfied with my salary when I first entered the company.

How can you blame me if you accept it yourself?

Countermeasures: If the boss doesn't agree to the salary increase, you should talk to the boss about how to get the salary increase, or whether you can compensate in other ways, such as bonuses, holidays, transportation and so on.

Turn the salary increase request into asking the company to provide you with career development opportunities, such as training, transferring to a more suitable and important job, and asking to participate in larger projects or the company's future development plan. To show your enthusiasm for serving the company.

TIPES: Compare with the salary of other colleagues or other companies.

If you are satisfied with all aspects of the company except salary, try to make your role in the company more obvious and talk to your boss about the purpose of salary.

Pay attention not only to the figures on the payroll, but also to your future development.

5. Wage can't reflect value

Are you worth it? Do you really think you're the only one? You have achieved "open source"-how much wealth have you created for the company? Again, have you achieved "throttling"? How much wealth have you saved for the company?

Countermeasures: Try to prove your work performance or contribution with specific figures. For example, those projects have been negotiated, how much profit these projects have brought to the company, how much cost has been reduced for the company, how much productivity has been improved, and how much commodity turnover has been increased.

How to make achievements when the company is in trouble? For example, what projects have been completed in the case of serious shortage of manpower, and amazing orders have been completed in the case of insufficient or aging equipment, which has successfully solved customers' difficulties and maintained the company's image.

TIPES: Unless you leave yourself a better way out, don't take threats like job-hopping.

If you are an indispensable 20% in the company.

Elite, you can ask for a raise for this reason. Your odds are that although no one is irreplaceable, the cost of replacing you may exceed the cost of your salary increase.

How to talk about salary during the interview? After the examiner recognized her basic situation, he asked her about her salary. Li Li believes that entering the company is a kind of affirmation for herself, and there are not too many requirements for herself. The salary is the same as that of the company staff. However, the examiner suggested that the monthly salary is a measure for employees to evaluate themselves, and they must have their own clear understanding and cannot be avoided. If you don't think it over, you can go back and think about it. After Li Li returned to school, she thought twice, but 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 prevaricated, and even don't know how to talk about salary. So how do college students talk about salary during the interview? Being good at asking salary questions is a skill. 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, "Is there anything else you want to know?" Applicants can ask: "Large enterprises like yours all have their own salary systems. Can you give us a brief introduction? " Interviewers usually give a brief introduction. If the introduction is not too detailed, they can also ask: "Where is your company's salary level in the same industry? Besides salary, what bonuses, benefits and training opportunities are there? How much does the salary increase after the probation period? " And other questions, from the other side's answer, and then compare the market situation, you will have a bottom in your heart. Step two, put forward your expected salary based on the above information. If you are 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 reach in the company's salary system? " The other party will reveal the salary level you are prepared to open.

High-paying circuitous tactics

If you are not satisfied with the salary standard offered by the company, you can try to strive for a higher salary through discussion and negotiation: for example, "I think the most important thing in my work is to cooperate happily, and the salary is second, but my original monthly salary is RMB ××, so I hope to make progress in my resignation." If it's not too difficult for you, do you think this salary can be raised a little? " At this time, it depends on whether the tone of the other party can be loosened. If it is loose, you can give a reason why you are more valuable. If the other party's tone is firm, you can shorten the probation period by detour, such as "I have more confidence in myself." Do you think I can get the salary for the probation period directly in one step, or shorten the probation period from three months to 1 month? "

Strive for extra "salary"

In addition to formal wages, many enterprises will also generate some bonuses, benefits and other extra wages. In this regard, candidates will boldly strive for it. Candidates should pay attention to observation and not ask too many questions. Otherwise, after making an exception, the other party will assess you with higher requirements when they come in, and may even promise to fail in the end. To be on the safe side, the applicant had better ask the other party to clarify the salary, probation period, working hours, etc. On the admission notice to avoid disputes in the future.

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

Mr. Qiao, an expert in successful career counseling center: A person's salary is closely related to his ability, role, performance and contribution. When the employer does not know your above situation, the price is too high for the employer to accept; If the price is too low, you will suffer. So 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 prescribe the salary you want; Try to understand from your conversation whether the salary given to you by your 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 quote, you can tell him a salary range. If he insists that you name a certain 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 talking about salary and welfare, it is best to ask the employer to write an agreement contract, because some employers may forget to promise you after the interview.

At present, the salary system of large companies is relatively sound. The interviewer talks to you about salary, which is an affirmation of your working ability. You can boldly put forward your own requirements and pay attention to the actual situation. Too high a requirement is easy to arouse disgust, too low shows a lack of self-confidence, and it is necessary to seek truth from facts. Specific standards can refer to friends in the same industry, or consult the managers of the talent market and ask them to give guidance. As long as it is not too outrageous, the company will negotiate with you.

First of all, understand the salary structure of the interview company and put forward a reasonable market range. First of all, we should understand the difference between the so-called "basic salary" and "full salary". For example, if the monthly salary is not high, but the salary is fixed for one year 15 months, or bonuses and stocks will be paid every year according to performance, you can't just look at the monthly salary, but you should make an evaluation after you have a comprehensive understanding.

Tip 1: Leave room for talking.

In a general interview, the interviewer will ask about the ideal salary. If you bargain at this time, there is no room for negotiation. It will not only affect your employer's impression of you, but also ruin your future. Under normal circumstances, the chances of success in such an interview are very small.

Tip 2: circuitous tactics

Don't worry if the salary offered by the company can't reach your ideal salary. Try to get higher treatment through negotiation.

Tip 3: Be good at asking questions.

As the saying goes: "Know yourself and know yourself, and you will win every battle." In the salary negotiation, we should constantly strive for the initiative, be aware of it, and prepare for the success of the negotiation.