Secretarial knowledge > interview skills

Candidate: Will you pay your salary?

During the interview process, the interview supervisor talked about the company's future plans, and the candidates talked about their work experience, and everything was smooth. However, when raising salary issues, the two sides are often cautious or nervous. Especially for college students who have just stepped into the society, it seems a bit difficult to talk about, or afraid to say too clearly, there is no room for manoeuvre. In fact, this issue is relative to recruiters and candidates. Applicants are thinking about how the offer price can be accepted by the recruiter, and the interview supervisor is also trying to talk about the salary issue with the candidate, which will satisfy the applicant and the company will not suffer. Here is a talk about some of the tricks that interviewers should master when talking about salary. Spreading all the cards Many interview supervisors often ask the employer in the interview: "In our company, the salary for this position is 5,000 yuan. What is the salary you want?" Many candidates want to get a job first. The answer will be "about 5,000 yuan." If this is the case, the candidate will be in the trap of the interview supervisor. In fact, this is not the salary ceiling given by the company. This method of telling the lower limit and the median value of the salary range is the usual means for the interview supervisor to talk about salary issues. On the one hand, the company can be screened out for candidates who have high expectations for salary. On the one hand, the negotiation space is reserved. When experienced or well-qualified candidates, there is also a flexible space for adjustment. Therefore, it is recommended that candidates should present all the cards at this time and spread the ideal salary level in their minds in time so that there is room for bargaining in the future. To know the upper limit of salary Before the interview, the candidate must be aware of the maximum salary limit for the job in this position. Even if you think that the company needs talents like you, you must not ask for price, because recruiters must take into account their financial ability and the fairness of internal pay. Therefore, a reasonable and sincere salary requirement is an important basis for the parties to reach their intentions. Don't start talking about salary interviews. Applicants should avoid talking about salary at the beginning. Because you need to have a good understanding of the interview supervisor during the interview process, you also need to have a certain understanding of the company and the position. Otherwise, when the communication between the two parties is not enough, blindly speaking the numbers will destroy the possibility of negotiation. In the course of the conversation, candidates should know in time which side has the upper hand. If you think you have good conditions and the company is in desperate need of talent, then you can relax in the negotiations; on the contrary, if you are only one of the possible candidates, you have to think twice. Salary must be clearly discussed Discussing salary is a key part of the application. If the candidate does not evade the question, or the answer is not clear, then the loss will be your own. Therefore, candidates must ask their salary, benefits, including whether they have a double salary on vacation. Remember that your rights are only maintained by yourself, and no one will pay for your losses without compensation. Cannot ignore other rewards The remuneration of a job is not only reflected in the salary. When the applicant and the company have different views on salary, the applicant can also start from other welfare aspects to increase the bargaining chip. For example, the candidate may propose that although the basic base salary of the position is relatively low, the company can consider the commission and the year-end bonus to be a higher percentage. If it is feasible, it will increase the salary. In addition, for the candidates, flexible commuting time, vacation, training opportunities, etc., although not a direct salary, but can not be ignored in the negotiations. Source: Shanghai Wednesday

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