Many people have been interviewed in their daily study, work and life. What kind of interview is classic? The following is my collection of ways to talk to HR about salary after the interview is passed, hoping to help everyone.

How to talk to HR about salary after the interview is passed

In the whole career, ordinary people usually don't have many opportunities to negotiate salary, so it is easy to get the final salary that they are not satisfied with, but once the salary is reached and put forward, it is not easy to refuse. Rejection is not good for future employment. The salary manager has rich experience in salary negotiation with countless candidates every day, but it should be noted that the role of the salary manager is not to push down your salary desperately, but to push both parties to reach an agreement on salary expectations as soon as possible within a reasonable range, so as to promote candidates to join the company as soon as possible.

Let's talk about some methods of three common practical situations:

1, pursuing high salary

After working in a certain field for several years, especially those who have the will, they have become very proficient in a certain field. However, if the existing jobs and salaries cannot be improved quickly, it happens that other companies have jobs in the same direction with higher salaries, which is actually what many people are happy to see.

In this case, when talking with the salary manager, even in the final interview, you can try to find out what the other party can offer and report an ideal salary in your heart. Although the success rate of this method will be reduced, once it is successful, your salary will be significantly improved. Even if you fail, you don't have to be too sad, because if the other party can't give you a big salary increase to make up for giving up your familiar working environment and other factors, it is not worth the candle to do the same thing with a small salary increase. Such a job opportunity is worth considering only if the salary increase is obvious, otherwise it is not worth going.

In addition, Xiao Benjun also heard that people from PricewaterhouseCoopers once jumped to Ernst & Young just because their salary was 1 1,000 yuan per month. Of course, this is also because the four major companies are similar and the two sides are highly familiar with each other, so even if the salary is raised a little, some people will choose to quit.

2. Pursuing the balance between salary and employment probability.

After working in a company for several years, if the work skills are almost improved and the progress is slow, this model can be considered in consideration of a better platform and a certain salary increase. When talking to the salary manager, you can clearly express your wishes, for example, you want a certain salary increase, but you should also follow the company's standards (I believe that in your eyes, the company you choose must have a formal salary standard system), so as long as you follow the salary system,

3. Try to be hired.

When you work in a small company for several years, due to the small scale of the company, you encounter problems such as obvious skills ceiling or limited employee development (but when you are in a small company, you don't feel that your pattern is slowly getting lower. If you want to communicate with friends in the same direction and field, you can see the positive or negative gap) The most important thing at this time is to ensure that you enter a better system (the top first-line companies in the industry can usually provide better resources and opportunities). Therefore, when talking about salary, it is important to ensure that you are finally admitted. Therefore, when talking about salary, you can properly express your sincerity to the salary manager that you really want to join the company, and even boldly show your sincerity. For example, the expectation of salary is not high, and the key is to join the platform. The HR department will also use this as one of the reference factors when comparing different candidates, which can help you improve your chances of being admitted at a critical moment! Of course, the general company will not specifically suppress your salary, or it will be determined in its own salary system standards.

How to talk about salary in an interview

The salary problem is a very important and sensitive issue in the interview, and it is also a problem that both sides will inevitably talk about. Influenced by China's traditional ideas, people were reluctant to talk about this issue in the past. With the increasing marketization and universal exchange of talents and labor, people can talk about salary more and more frankly and directly.

In essence, discussing salary is a bargaining between the supply and demand sides of talents, but it is different from naked bargaining in the process of buying and selling goods. Especially for job seekers, how to grasp the discretion and skills has a great influence on the success of job hunting. Because salary is directly related to the vital interests of job seekers, they are naturally particularly concerned. But in the interview process, it is very important to grasp the timing of discussing salary. In this regard, job seekers should pay special attention to: first of all, don't discuss salary directly. Although neither side of the interview will talk about salary, job seekers will go straight to this topic from the beginning, which will easily give people the impression that they are too stingy and will greatly reduce the interviewer's first impression of you.

Secondly, it is best to let the interviewer talk about this problem first. According to the general recruitment procedure, the interviewer will take the initiative to introduce the salary and benefits of the company to the job seeker or ask the job seeker "what is your expected salary" after having a preliminary impression on the job seeker's ability, personality and work attitude. At this time, job seekers can naturally put forward their own requirements. In addition, job seekers should try to be "targeted" when asking for salary. Because the salary offered is too low, it may be suspected of lack of ability; If the salary offered is too high, you may lose the chance to compete.

According to the author's experience, job seekers may determine their "psychological price" according to the following references:

1. Personal ability, education, qualifications, etc. Many recruiting units generally leave some room when determining the salary policy, so as to master it flexibly according to the different situations of job seekers. In fact, the "high" and "low" wages are relative. For employers, the key is "value for money".

2. Market level. At present, many companies do not have a "clear price tag" when recruiting, but an important basis for their salary policy is the salary level of the industry and the market. Job seekers can learn about the general market situation through some channels. At present, recruitment newspapers, talents and the labor market will be reported and analyzed regularly or irregularly. Of course, relatives and friends are also very good channels for information collection.

3. The current income level of job seekers. It is human nature that job seekers always want to get more salary than before when they jump from their current work units to new work units. Therefore, job seekers may determine the corresponding "psychological price" bottom line according to the current income level. If job seekers are very concerned about the job they are applying for, they need to be flexible when discussing salary. Because, even if your salary exceeds the interviewer's budget, if they are satisfied with your ability, they may ask you, "We can't meet your salary requirements at present, so I will give you 8000. Do you accept it?" If you accept it, you may get the job right away.

Also pay special attention to:

Careful comparison: determine your market value according to your personal network, and list your requirements in detail, such as salary, insurance, professional title, holidays, etc. Just the interval: for example, the salary is required to be between 3000 and 5000 yuan, aiming at the median.

Strategic considerations: If you don't get what you need in the first interview, ask for a future salary increase after the interview. Find out what the ideal situation is and what the acceptable conditions are. Put forward what you want, but be prepared to make concessions on the next important issue;

Proactive: put all the points on the table from the beginning, and remember that you and your employer are trying to get a satisfactory result from this negotiation; Calm down: buy yourself time to think carefully, show your interests to others and tell them that you will give an answer within one day;

Salary terms: negotiate all terms of employment-basic responsibilities, salary and various remarks.

Talk to the interviewer about salary skills.

1, don't talk about salary as soon as you meet.

During the interview, HR should avoid talking about salary at the beginning. Because it is necessary to accumulate enough understanding of the candidates during the interview process, it is also necessary to let the candidates have a certain degree of understanding of the company and the position. Otherwise, when the communication between the two sides is not enough, blindly talking about salary figures will undermine the possibility of negotiation.

During the conversation, HR can learn which side has the upper hand. If the applicant has good conditions, then the company must be very generous in salary and treatment; On the contrary, if the candidate is only one of the possible candidates with similar conditions, the enterprise can reduce the salary and postpone the time to talk about salary in order to get information and opportunities for thinking.

2. Don't ask the salary directly.

Some HR often directly ask the candidates what kind of treatment they want in recruitment. In fact, this has given candidates the right to make quotations, which is often unfavorable to enterprises. In particular, when the applicant tells the ideal treatment, and the enterprise can't meet his hopes, it will have a negative impact.

On the contrary, if you know the salary of the applicant's current or last job after asking, even if you attach the salary he wants now, the enterprise will have a more reasonable reference standard. If the candidate's current salary is lower than the maximum salary preset by the enterprise, the enterprise can adjust the salary according to the candidate's participation degree to attract the candidate; If the candidate's current salary is higher than the maximum salary set by the enterprise, HR can focus on other advantages of the position.

3. Only tell the lower limit and middle value of the salary range.

Some companies like to announce the salary range of positions at the beginning, such as in job advertisements. This practice is not good for enterprises. Generally, the upper limit of salary range should be kept, and only the lower limit and middle value of salary range should be told to candidates. In addition, in terms of salary, it is necessary to clarify the competitive and attractive places of enterprises.

Just like marketing, you should be good at telling each other the selling points of corporate compensation. For example, all kinds of insurance are complete, the internal stock donation system is implemented, and large enterprises allow candidates to have relatively stable long-term income and so on. And try to avoid showing the card of the enterprise from the beginning.

Talking only about the lower limit and the middle value can, on the one hand, screen out candidates who expect too much salary for enterprises, on the other hand, reserve room for negotiation, meet candidates with rich experience or excellent conditions, and have flexible room for upward adjustment.

4. Consider the upper and lower limits of specific salary.

Before discussing the salary with the candidate, the enterprise should first consider the value of this position to the enterprise and the salary that the enterprise is willing to pay, so as to find the candidate who meets the salary expectation of the enterprise. Otherwise, when some candidates expect too much salary, the enterprise may fall into unrealistic discussions with the candidates, and finally it will be futile.

Therefore, before the interview, the company must determine the highest salary of the position. Because enterprises must consider the financial ability and the fairness of internal compensation, this upper limit can not be broken even if the best employee of the biggest competitor of the enterprise applies, otherwise the employee compensation may become a burden. Moreover, if the enterprise pays the applicant more than the upper limit, other employees will know, which will also cause dissatisfaction, thus affecting the employees' mood.

5. Know yourself and know yourself, and know the salary information.

In the process of salary negotiation, as an enterprise, we should know ourselves and know ourselves. A bosom friend is to know the salary structure and present situation of his own enterprise, and to know him is to know the real salary and previous salary of the candidate, as well as the average social salary and even the salary and salary of his social relations (classmates, relatives, friends, etc.). ).

On the basis of investigation and comprehensive information, enterprises have mastered the initiative to talk about salary, so as to negotiate with candidates, which can reduce the psychological expectations of candidates and make candidates take the initiative to lower their salary requirements.

6. The salary standard should be discussed clearly.

It is not easy for candidates to be honest about their salary requirements. Many people are afraid that if they tell their current or expected salary, they may lose their advantage in the application process, and enterprises will admit job seekers with lower salary requirements but similar conditions.

However, discussing salary is a key part of applying for a job. If the candidate evades this question or the answer is unclear, HR is advised to tell the candidate: "We have a vacancy at present, and we must know whether you are a possible candidate. I don't want to waste your time, nor do I want to waste the time of the enterprise. "

In addition, HR can discuss the possibility of salary by asking questions to avoid possible embarrassment for both parties. For example, "if the company gives you a salary of 5000 yuan, is it possible to meet your expectations?" On the other hand, before the salary is formally determined, we can make the candidates think and accept it in a hypothetical way to reduce the surprises of both sides.

7. Don't ignore other rewards.

The reward of the position is not only reflected in the salary. When the enterprise and the applicant have different views on salary, the enterprise can quantify other benefits to narrow the difference between them. For example, the human resources manager can analyze to the candidates that although the basic salary of the position is lower than the candidates' expectations, the commission and year-end bonus of the enterprise are higher than those of the general enterprise, and try to show the true value of a position to the candidates without raising the salary, thus enhancing the attraction to the candidates.

In addition, HR managers can listen carefully to the opinions of candidates and find out what conditions they value in order to meet their requirements as much as possible. For some candidates, flexible working hours, holidays, training opportunities, etc. Although it is not a direct salary, it may also be an important reference for them to decide whether to accept a job.

8. Psychological warfare lowers the expectation of the other party.

Talents who are in urgent need should not rush into the salary negotiation stage, but should make full use of the latitude of time to solve the problem. When the salary expectation of talents is much higher than the salary level of their own enterprises, don't give up easily, and you can take a test if necessary.

A manager has a crush on an excellent talent and wants to hire him very much, but the applicant has a high asking price and too strong self-confidence. So he raised several sharp questions in the professional field during the negotiation. As a result, the candidates didn't answer well, their self-confidence dropped sharply, and the salary was soon negotiated. Therefore, salary negotiation is a psychological war, but also an endurance war and an intellectual war.

9. Sincere attitude towards salary.

The goal of salary negotiation is not to minimize the salary, but to find the most suitable employees for the enterprise. If companies play too many tricks on salary, such as misleading candidates to get a big salary increase in the future, invite candidates in first. In this way, even if the applicant reluctantly accepted the low salary at that time, he would wait for an opportunity to leave later because the salary did not meet his own needs.

Although the enterprise has saved some money for the time being, it will pay a greater price in the future. If the candidate's current salary is much higher than the maximum salary set by the enterprise, HR should tell the candidate honestly immediately so as not to waste the time of both parties.

When the enterprise honestly tells the applicant that although the enterprise really wants to hire him, it really can't afford such a high salary, and sometimes the applicant even makes concessions on the salary automatically because he likes the work content and other reasons. This kind of honest practice can give enterprises a greater chance to obtain talents with low salary than finding other excuses to reject candidates after hearing the high price of candidates.

10, promote enterprises and attract people with their careers.

When talking with the candidates, the HR manager should guide the candidates to look at the website and related brochures of the enterprise, introduce the management team of the enterprise and introduce the culture of the enterprise; In addition, it is also necessary to introduce the development trend of the industry in which the enterprise is located, and introduce the development history, present situation, future trend and development strategy of the enterprise under the background of this big industry; According to the applicant's own characteristics, make a concise and hopeful career plan for the applicant to meet the applicant's growth desire.

At the same time, according to the actual situation of candidates, actively and positively guide candidates to struggle together and experience the fun of enterprise growth. Positive futures-style concept guidance will increase the attractiveness of enterprises to candidates and offset the expectations of candidates for real salary. However, in such an action, it is forbidden to brag about Hu Kan.

1 1, lust, the method of deliberately reducing.

There is also a trick called "deliberately lowering the price", which is specially used to deal with job seekers who ask exorbitant prices. He asked for 5000 yuan, but I thought he was only worth 3500 yuan, so I said, our company can only pay 2500 yuan. At this time, those people are often forced to show the reserve price.

In fact, I have been HR for a long time, and I basically know how much the other person is worth. It will be much easier for you to negotiate with him after he shows the bottom line. If he agrees to this salary, I will use the fifth point, that is, "pay more" to deal with him. As HR, it is not advisable to press the salary of job seekers desperately, because if you want to keep him for a long time, you must treat him fairly. Otherwise, even if he comes to the company, he will leave sooner or later.

12, probation period and full-time salary, one-off.

Another point, that is, we must negotiate with job seekers about probation salary and full-time salary. Some HR only talk about probation salary, saying that it is not advisable to talk after full-time. You should give everyone a clear goal. Moreover, at the end of the probation period, companies and individuals usually judge themselves differently. Then negotiate. If it collapses, it will be a loss for both sides.

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