preface
I have a friend who failed to get a job this year. He has been interviewed several times, but he is not satisfied with his salary, so he made fun of me again. Today I’m going to share a super secret that will help you maximize your salary increase when you negotiate. In fact, this topic is not easy to talk about, mainly because this degree is very difficult to master, accidentally overdo, this Offer will be dropped. Many friends dare not to ask for a high salary, but also have this concern. Don’t worry. I’ll give you a thorough autopsy today, which will give you more leverage in your salary negotiation.
When you finish your interview, what does the HR do
Generally speaking, there will be two to four rounds of interviews, one peer interview, one supervisor interview, some companies will have a supervisor interview, some weird companies or important positions will have cross-level interviews. After these interviews, it is time for HR to confirm the Offer.
Note that this process node is important. This means that you have passed all the interviews and the employer has confirmed that you are qualified for the offer. At this time, the task of HR is to complete the entry task of this post as soon as possible. There are still several information to be confirmed about the entry task:
1. Understand the recruitment desire of all candidates; 2. Eliminate all kinds of entry risks; 3. Confirm the entry time of all candidates; Negotiate salary with each candidate; 5. Take the information of all candidates to the employing department for final confirmation, prioritize, and then recruit them in order. If you meet someone who is particularly suitable, stop waiting and send an Offer.
In the case of recruitment, the employing department is the internal customer, and the hr department is the back office service department. The employing department sends out the recruitment demand to the HR department, which assigns tasks to the corresponding HR, and HR is responsible for completing the recruitment task. Therefore, the KPI of HR is the number of posts to complete the recruitment task.
OK, if you’re HR, you’ve been assigned a job, sifted through dozens of resumes, pushed a dozen people to the hiring department, and finally found a few decent candidates. What do you do at this point? All kinds of cards to drop candidates? This node won’t!
HR will quickly call you, collect the above information, and give it to the head of the department. Then HR and the hiring department head will use something called a “salary rank scale” to match your “broadband salary” to your position and rank. In a nutshell, it depends on whether your salary requirements match the company’s salary range for the position and level.
Finally, it is based on priority. If something unexpected happens to the first preference, Offer to the second preference.
How to kill HR in one sentence?
A: Sorry, I won’t be able to start tomorrow.
What is important when negotiating salary?
When HR negotiates with you, it’s really because of broadband salary constraints, as well as the department’s cost budget. Secretly tell you a secret, normally speaking, outside the range of pay and internal broadband pay range is not the same oh! If you are strong enough, you can be hired at or above the salary range.
Do you realize that when you negotiate your salary, the HR already has a lot of information about your department’s budget, the salary range for your position, and your revealed salary expectations? But you don’t know that much about your target company. So this is naturally a negotiation of unequal information.
And HR will have a lot of operations to deal with all kinds of situations:
1. For example, if your salary expectation is slightly higher, HR will put all kinds of pressure on you and find fault with you. 2. For example, if your previous salary is relatively low, HR will bully you with various increases stipulated by the company; If the company can’t afford it, HR will make up for it with benefits, culture and other nonsense.
A lot of people fall for this, and when HR finds fault, they immediately fall for it and lower their salary expectations. Guys, please don’t! Because “praise and criticism are buyers, applause is idle.” HR won’t even call you if you’re not a good fit.
Indifference is HR’s greatest gentleness to the unsuccessful candidate.
In the adult world, if you don’t say yes right away, you’re already saying no. HR is the same.
So as soon as HR comes to talk to you about your salary, it’s over, and the progress bar goes straight to 99%. How many cards do you have in your hand?
1. Incumbency = King; 2, have good Offer= Xiao Wang; 3, offer=2; 4. Lots of interviews = straight; 5. Nothing = a bad hand.
If you’re dealing a bad hand, I suggest you give me a half – answer. But if you have a king and a 2, you can go for it. What you need is confidence!
HR is a professional habit, no matter how much you pay, will give you a lower price. Commonly used price pressure routine: the increase is too high, the job is not easy to find, resume all kinds of fault, when these tricks are not good, they start to talk about career development, company prospects and so on empty head
Salary Negotiation tips
Of course, you can’t talk silly. If it’s a negotiation, you have to be skilled. Several principles to grasp: 1, sincere + sweet mouth, this is the most important, because HR little sister is now your spokesperson! 2, confidence; 3, serious.
Plus, here are a few tricks up your sleeve:
Q: What if you’re too embarrassed to talk about your salary? A: it was said earlier that this was an unequal match, and if you are embarrassed, you are at the mercy of others. You have to be brave to speak up, and the HR won’t be bored with you. Quotation must be reported to the high, the so-called sitting starting price, landing also money, because this price out is cut. However, it is not too outrageous. I suggest finding an anchor point, for example, I already have an Offer of 1.5W. You need to formally state your claim and tell him you’re worth the money. In addition, it is recommended that you always have a list of questions to ask. A list of questions is attached at the end.
Q: how to do when you feel low? Answer: all went to HR to talk about salary, affirmation had quoted price before. If there is another offer at this time, the offer is higher than here, you think it is lower than before. At this time suggest you ask clear with HR, is ten salary? What are the benefits? Are there hidden benefits (residence permit, public rental housing, etc.)? Be as specific as possible, and finally pick a spot to pick on, just as the HR would pick on you. Of course, you need to be sincere and interested so that you don’t have to worry about being passed. Finally, he said that there was a gap between his company’s welfare and his previous company’s (for example, he paid the social security in full before, but now he pays at the minimum). He hoped that he could make up for it in salary.
Q: What about higher salaries? A: If HR tells you clearly, the company can’t offer that much. Here’s what you can do: 1. Ask how much the company can offer. 2. Make sure there is any room for negotiation; 3, be sure to express your interest in the position, and then say that you need to think about it, and ask HR to help you apply to the employer again, and agree to reply tomorrow; 4. If the HR calls you tomorrow, it means you can have more points. If you haven’t called you by the end of the day, it means you really can’t afford it.
Q: This increase is quite large. What should HR do to limit the increase according to company regulations? A: In fact, key positions and key talents never set the salary increase line. So what you have to do is: prove that you are a key position or key talent, that you are valuable. In plain English, you need to provide the HR with a reason for a higher raise to include in your interview review. For example, if the market price is 2W, you used to pay 1W, now you want 1W8; For example, you used to earn a low salary, but the benefits are super good, including food and housing; Like you’re a cow, doing two people’s work, and so on.
Q: What questions should you ask when negotiating your salary? Answer: 1. Duration of probation period and salary payment during probation period (the shorter the probation period, the higher the salary, the better); 2, welfare situation (whether there is food supplement, telephone supplement, transportation supplement, housing supplement and other subsidies, remember to convert into money); 3. Salary structure (basic salary, performance salary, subsidy, bonus, hidden benefits, social security base and provident fund, the higher the basic salary, social security base and provident fund, the lower the performance salary, the better, don’t forget hidden benefits); 4, staff growth (is there any new staff training plan, the company training how to do? The pace of promotions and raises? Although the rules of some big factories can be found on the Internet, it is still suggested to ask);
After the language
If you feel this article is helpful to you, please click like + follow, your support is my motivation to continue to output good content!