How to discuss salary requirements with HR when applying for a job

How to negotiate salary requirements with HR when applying for a job

How to discuss salary requirements with HR when applying for a job. Salary is one of the deciding factors for most job seekers when choosing a job. When applying for a job, be reckless It is obviously inappropriate to talk about salary, otherwise it will lead to failure in job hunting. So how do you discuss salary requirements with HR when applying for a job? How to discuss salary requirements with HR when applying for a job 1

Without asking first

Don’t tell your salary requirements easily. If you rush into selling yourself before you know how much your salary is likely to change, you're taking a risk, because salary issues are usually negotiable.

Avoid the truth and stick to the lie

If during the interview the boss asks you how much money you currently make, you must answer this question carefully. Your best answer: past salary is not important, the key is my work ability.

If your current salary is too small, then a direct answer will not bring you much benefit. Past salary is not important, the key is to demonstrate your work ability and the contribution you can make to the company.

Control the proportion

When your boss finally starts to talk to you about the specific salary amount, how should you say it? Let the boss tell you the number first. Every employer has a mental upper and lower limit on salary, and they often make free adjustments within that limit.

Before you make any salary request, be sure to find out how much it will cost. If it is lower than your psychological price, set a price that is at least 10% to 20% higher than your current salary.

If the money you get at your current position is too little, then it is appropriate to raise it some. Don't use specific numbers, as this can easily lead to deadlock. You might as well ask the other party to propose a salary range, so that both parties can continue the discussion smoothly.

Leave room

If you must make an offer first, don’t set the bottom line too low. Give a range that's roughly the same as what you have in mind, but remember: Employers are often looking at your bottom line, so you can't set it too low. With a lot of leeway, negotiations will naturally be more flexible. How to negotiate salary requirements with HR when applying for a job 2

How to negotiate salary with HR?

Negotiating salary with HR is an important test for job seekers during the interview process, and it is also the most grueling stage.

If job seekers negotiate a salary that is too high, they will worry about not being able to get the offer.

If the quotation is too low, you are worried that you will be wronged and you will not be able to get over the hurdle in your heart.

In fact, many times we don’t know how to negotiate salary with HR.

Of course there are exceptions. If you are a senior executive of a listed company, you are very well-known. There is no need for you to look for a job, high salary will come to you on its own initiative.

Therefore, as ordinary people, we should master the salary negotiation skills honestly. After all, this is what is most helpful to us.

An HR person in charge once said this:

"In our unit, as long as the job seeker's intended salary is within a reasonable range, we never Go bargain. Because I will give you pleasure when you ask for salary, and I hope you will be happy when we ask for job quality."

From this sentence, I understand two meanings:

1. Salary is negotiable, as long as it is reasonable, you can be satisfied.

2. Be careful not to ask for excessive prices that are not worthy of the name, because the salary you want must be directly proportional to the work results.

How can you tell a salary price that HR cannot refuse?

Let me tell you here, negotiating salary is not about making up an annual salary of one million or ten million. Instead, we must combine our own capabilities to strive for a maximum value within the acceptable range of the enterprise.

If you want to get the maximum value from salary negotiation, you must master the following skills in advance:

01 Comprehensively understand the salary structure of the other company

The first step in salary negotiation , that is, to understand the salary structure of the other party’s salary in advance.

In fact, many people are relatively vague about the salary structure.

Today, Brother Yi will chat with everyone about the salary structure.

Salary generally consists of three components: cash + options + benefits.

(1) Cash

Let’s take a look at cash first. Cash is divided into basic salary + subsidy + bonus.

It goes without saying that basic salary is something everyone should know.

Subsidies include meal subsidies, communication subsidies, transportation subsidies, housing subsidies, etc.

Bonuses include quarterly bonuses, half-year bonuses and year-end bonuses. Bonuses are generally linked to performance appraisals.

Some company HR will say:

In addition to the twelve salary, our company also has a year-end bonus of 2 to 4 months. The specific amount you can get depends on your performance.

So the question is, if it were you, how would you understand this sentence?

In fact, many companies use performance appraisal as an incentive standard and means for employees.

What is often mentioned in performance appraisal is the "721 principle".

70% of people can get a 2-month year-end bonus, 20% can get a 4-month year-end bonus, and the remaining 10% may not get a year-end bonus or directly Be eliminated.

(2) Options

The value of options lies in their realization.

Generally speaking, there are three ways of options:

The first is that your company is listed; the second is that your company is acquired; the third is that your company gets financing There may be option buybacks in subsequent stages.

If the company is listed, the realization space is very large, and the risk is also very small.

If it is a medium or large payroll company that is developing very rapidly, after multiple rounds of financing, such options will have greater room for appreciation.

(3) Welfare

Welfare is generally divided into:

Category 1: Supplementary Provident Fund

Category 2: Business Insurance and savings benefits

Category 3: Interest-free loan benefits

Category 4: Fitness expenses, travel expenses

Category 5: Business trip subsidies< /p>

…

Speaking of the welfare module, there is an issue that job seekers need to pay attention to.

We all know that some companies use tax avoidance procedures, so there is actually a big gap between pre-tax and post-tax amounts.

During the job search process, you must ask these questions clearly. For example, what is the payment base for five insurances and one fund? What is the payment base for provident fund? Will the remaining portion after payment be tax-avoided?

Regarding salary structure, there will be more or less differences between many companies.

Therefore, it is very helpful for job seekers to understand the salary structure of the other company in advance when negotiating salary.

The prerequisite for job seekers to negotiate salary is that you must understand the company's salary structure.

If HR asks you, what are your salary requirements?

You can answer this: Hello. Because I don't know what the company's salary structure is? Could you please give me a brief introduction?

At this time, you can focus on understanding the salary situation of the other company based on HR's introduction.

02 Learn as much information as possible

(1) Understand the reasonable salary increase ratio

If it is a job change, for job seekers, the salary increase The ratio will greatly affect whether you are hired.

For example, if you are the director of operations, your previous company’s salary was 15K, but in this company you will be paid 25K.

This means that you You have to bear the job requirement of 25K in this company.

If the company finds that you are not worthy of your reputation after joining the company, you may be eliminated or fired by the company. This is a great harm to my career.

Of course, this is excepted if you are a friend who often changes jobs for a living.

Therefore, it is very important to grasp the proportion of your salary increase.

I heard an HR analysis like this before. If the annual salary of an Internet practitioner is 20W, the general increase rate is 15~30%.

Because if your salary quotation is too high, you will be under great pressure. If the quotation is too low and you cannot accept it, the increase ratio is an important balance range.

(2) Understand the issues that HR will consider when negotiating salary

First of all, we need to be clear about this:

HR is negotiating salary with job seekers At this time, her starting point must be to promote this offer.

Because HR also has performance appraisals, she hopes to recruit suitable personnel for the position as soon as possible. Therefore, the positions of job seekers and HR are consistent.

From the perspective of HR, on the premise that job seekers can be recruited, the company's recruitment costs should be saved as much as possible.

Therefore, HR will give job seekers a salary standard that exactly meets the job seeker’s salary expectations, rather than higher than the expectations.

(3) Understand the urgency of the job position

The standard for salary negotiation also depends on the urgency of the job position.

If a company wants to recruit the position of operations manager, the position is now in very short supply and there is a great need for qualified personnel.

For job seekers, there is a lot of flexibility in negotiating salary. Of course, this also depends on the abilities of the job seeker.

03 Submit a salary that is acceptable to you

Before entering the formal salary negotiation stage, you must think clearly about the salary range that you can accept.

Never accept a salary standard that you do not approve of in your heart just because of face.

The scene in this situation usually looks like this:

The job seeker had a great conversation with the HR on the spot, and the atmosphere was very harmonious. Then HR took advantage of the situation and asked, since we had such a good chat, the company is now in a difficult start-up period. Obviously you want 20K, but he will give you 15K and ask if you can accept it.

In fact, in your heart you couldn't accept it at all, but because the atmosphere was very pleasant and you were too embarrassed to bargain, you agreed.

At this time, even if you are not happy later, it is not easy to regret it.

Therefore, within the salary range given by HR, you must think carefully and never make a random decision.

04 Tips for negotiating salary and a guide to getting out of the trap

Many job seekers always find it difficult to discuss salary with HR.

Below, Brother Yi will compile some reasonable expressions for you when negotiating salary with HR.

If HR asks you, what is your expected salary?

If the job seeker answers directly: 20K.

That may be directly tricked by HR. HR can bargain down based on 20K, and will eventually give you a salary lower than 20K.

So you can refer to these answer standards:

In fact, I didn’t change jobs because of money. I still value the company’s development platform and opportunities. However, the salary part also represents the company's recognition of my value, which is still very important. So I would like to ask you, based on my interview performance, what is the highest salary your company can offer me?

If the company gives you a salary that is slightly lower than your expectations, it is not unacceptable, but you still want to strive for something higher.

In this case, you can express it like this:

I am very grateful to the company for giving me such an offer. This salary standard is actually acceptable to me. However, if the company can provide the expected salary standard, I believe I will be more passionate.

This statement tactfully expresses that you still have some requirements for a salary increase.

If the company gives you a salary that is obviously lower than your expectations, but it is not clear whether there is room for increase.

In this case, you should not refuse directly. You can give the other party and yourself a space to consider.

If you have a headhunting consultant, you can ask a third party to help you negotiate your salary. If not, express the salary standard you want and give the other party time to think about it.

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