HR How To Negotiate Salary?

< p > < strong > what skills do you have for salary negotiation during the interview? < /strong > < /p >

Answer: from the perspective of the employer, you can ask some questions in the interview. For example, what kind of salary do you want to get in your company? How much do you expect to raise your salary each year? Are you willing to lower your salary standard? What is your salary goal in the three years from now on? How do you think the salary we offer you and so on, and understand your views on salary in the side of P.

When job seekers ask employers for remuneration related, they should only tell the lower and middle values of the salary range, and not announce the salary range at the beginning, which is not good for the company.

We should properly give psychological pressure to job seekers, reduce their psychological expectations, and let the other side treat their salaries practically and rationally. Recruitment process often results in the phenomenon of recruiters being intimidated by the company's high salary provided by job seekers.

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< p > < strong > the salary system of the newly established company is not perfect, and the company needs large-scale recruitment. How can we keep the interviewer and not affect the salary? < /strong > < /p >

< p > answer: a market survey and a leader set a range to draw up a probationary salary or communicate with the leader to assure a general level that the newcomer will not be lower than the same industry.

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< p > < strong > recruitment often meets the right person, but what does the salary exceed the highest salary standard of the job? < /strong > < /p >

< p > answer: (1) tell the fixed salary principle.

Some applicants think that enterprises can have fixed salary based on their original salary and expected salary. There is great flexibility. At this point, it is necessary to clearly inform applicants that salary must be followed by the company's salary system (2) to weaken the importance of applicants.

It is emphasized that many candidates are competing and measuring this position, which can effectively reduce the bargaining chip of candidates (3) to show "comprehensive remuneration".

The influencing factors of talent career pformation are many aspects, including company brand, work platform, salary and welfare, working environment and so on. We should extract as many selling points as possible, and gradually show them to candidates, enhance their confidence in enterprises and enhance the overall attractiveness.

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< p > < strong > < a > href= > http://www.91se91.com/news/index_c.asp > > salary > /a > What are the appropriate time points? < /strong > /p >

< p > answer: general salary negotiations have to go through more than 2-3 times, rather than overnight.

After each pay communication, if the applicant disagrees and asks for a salary increase, it should not be returned immediately, preferably 1-2 days as a buffer.

Let the other party know that the salary adjustment of the enterprise is subject to internal examination and approval, creating a sense of hardship and letting the other party automatically reduce expectations.

When the salary is significantly higher than the company's salary standard, it can ask the other party to provide the original unit salary record (salary slips, passbook), or stick to the bottom line of salary, suspend the negotiation of remuneration, give the party some time to consider, ask his intention again after a while, and continue to look for other candidates.

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< p > < strong > the company is a confidentiality system for salary practice. How can we bypass the salary topic and further interview during the interview? < /strong > < /p >

< p > answer: salary is a sensitive topic. It is impossible to bypass. Suggest that your interview process can be divided into several rounds. The initial screening can not answer these questions. When there is further cooperation intention later, the salary limit should be retained, the lower limit and the intermediate value should be told, and there will be elastic space for upwards adjustment when finally meeting the suitable person at the conditional level.

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< p > < strong > job seekers want to ask "a href=" http://www.91se91.com/news/index_c.asp > salary "/a". How do you ask? < /strong > /p >

< p > answer: I think you have to master your position. As a HR, you don't have to be able to satisfy every applicant, otherwise you will be dissatisfied.

If you are an applicant, you should first have the bottom line and the upper limit of salary so that you can talk with the hiring unit, and you can tell your upper limit directly, depending on the circumstances.

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< p > < strong > < a > href= > http://www.91se91.com/news/index_c.asp > job applicant < /a > job and his work experience do not match. Should salary refer to his previous salary? < /strong > /p >

< p > answer: there is no need for reference. Because he is a new post in this position, he has no experience and suggests that he should follow the company's post wage standard.

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< p > < strong > unable to meet the salary standard of the company. What should we do when the interview has to involve salary negotiation? < /strong > /p >

Answer P: Answer 1: when communicating with the applicant, you can give some information about the company's status and position. If the applicant inquired about the wage issue, you could know his basic situation first. He told the company that the salary elasticity would be greater, and the salary would be determined according to the personnel's working ability and job status. The salary of the post should be determined in conjunction with your situation after our interview.

So as to convey a message to the applicant, we know your general requirements, the enterprise will consider it comprehensively.

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Answer P: Answer 2: the employment department should know that it is better to communicate with the leader of the employment department. If the employment department does not know, the boss should have a salary range that can be received, communicate with the boss, and define a suitable wage standard combined with the situation of the job seeker himself.

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< p > < strong > when the salary of a specific job is not clear, how does the job seeker ask for the salary to circumvent the problem skillfully? < /strong > /p >

< p > answer: that is to say, there is no upper limit in our company's position. If the ability is achieved, it will not be a problem if the monthly salary is over. It depends on your interview and the actual performance. The final treatment will give you a reply after consulting with the company leaders after your interview.

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< p > < strong > when applying for a job, the employee's salary is treated differently from the actual payment, but there is no written evidence. The employee just speaks orally, how to deal with this situation? < /strong > /p >

< p > answer: after entering the job, there is no agreement. From the staff work is not perfect enough to do some psychological guidance, so that he can not be satisfied with the wages of emotions pferred to the work has not yet reached the standard.

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