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How to talk about salary during the interview

The salary issue is a very important and sensitive issue in the interview, and it is also an issue that the interviewing parties must talk about. Affected by the traditional Chinese concept, people used to talk about this issue in the past. With the increasing marketization and generalization of talent and labor exchanges, people are more and more fluent and straightforward about pay issues. In essence, discussing salary is a bargaining between the supply and demand of talents, but it is different from the bare bargaining in the process of buying and selling goods. Especially for job seekers, how to grasp the size and skills has a great impact on the success of job hunting. Since pay is directly related to the immediate interests of job seekers, they are naturally very concerned about this. However, in the interview process, it is very important to grasp the timing of the discussion of compensation. In this regard, job seekers should pay special attention to: First, do not open the door to discuss salary. Although both sides of the interview will not question the salary issue, the job seeker will go straight to this topic from the beginning, which is easy to give people the impression of being too cumbersome, so that the interviewer can greatly discount your first impression. Secondly, it is best to let the interviewer talk about this issue first. According to the general recruitment program, after having a preliminary impression of the candidate's ability, personality, and work attitude, the interviewer will actively introduce the company's salary and benefits to the job seeker or ask the job seeker "What is your expected salary? ". At this time, the job seeker can naturally put forward his request. In addition, job seekers should try to be "targeted" when making salary requests. Because the salary is too low, it may be suspected of lack of ability; if the salary is too high, it may lose the opportunity to compete. According to the author's experience, job seekers may use the following references to determine their "psychological price": 1. Personal ability, education, qualifications, etc. Many recruiting units generally leave some room for certain remuneration policies to be flexible in light of the different situations of job seekers. In fact, the “high” and “low” of salary are relative. For the recruiting unit, the key is to make “people” worth the money. 2. Market level. Although many units currently do not have a “clear price” at the time of recruitment, an important basis for their formulation of compensation policies is the industry and market pay levels. Job seekers can learn about the general market situation through some channels. Currently, there are regular or irregular reports on recruitment newspapers, talents and labor markets. Of course, friends and family are also very good sources of information collection. 3. The current income level of job seekers. From the current work unit to the new unit, job seekers always hope to get more than before, which is also human nature. Therefore, the job seeker may determine the bottom line of the corresponding "psychological price" based on the current income level. If the job seeker is very concerned about the job, then there is a certain amount of flexibility when discussing salary. Because, even if you pay the salary conditions beyond the interviewer's budget, if they are satisfied with your ability, they may ask you: "Your salary requirements are temporarily unsatisfiable, we give you ×××× , do you accept it." If you accept it, you may get the job right away. Also pay special attention to --- Seriously: Determine your market capitalization based on your own network, and list your requirements in detail, such as salary, insurance, job title, vacation, etc.; only say scope: for example, request The salary is between 3,000 and 5,000 yuan, aiming at the median; Strategic considerations: If the first interview fails to obtain the required, ask for a future salary increase after the interview. Find out what the best situation is and what the conditions are acceptable. Ask for what you want, but prepare for concessions on the next important issue; Be proactive: Take all the points to the table from the beginning, remember that you and the employer are trying to get satisfactory results from this negotiation; Calm: For yourself to pay attention to the time of consideration, show your interest to people, tell the other party you will give a reply in one day; Salary terms: negotiate all the terms of employment - basic responsibility, salary and various notes.

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