A successful human resource must know how to effectively discuss salary with job seekers. As we all know, if you talk too high, your boss will be unhappy and depressed. The salary is low and people don't want to come, which makes it difficult to recruit, and the employing department will complain that the recruitment speed is too slow. How can we give job seekers a reasonable salary? Below, I have compiled the necessary 12 salary practical skills for you, hoping to help you.
First, don't talk about salary at the beginning.
During the interview, the HR manager 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, the personnel manager 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.
Second, don't ask the candidate's salary expectation directly.
Some HR managers often directly ask candidates what kind of treatment they want in recruitment, but in fact this has given candidates the power to make an offer, 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 highest salary value determined by the enterprise in advance, 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, the human resource manager can focus on other advantages of the position.
Third, only tell the applicant 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.
Fourth, consider the upper and lower salary limits of specific positions.
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 about salary information.
In the process of salary negotiation, as an enterprise, we should know ourselves and know ourselves. A confidant is to know the salary structure and current 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 salary and salary of similar talents 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.
Sixth, the wage standard should be clearly discussed.
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 avoids this question or can't answer clearly, it is suggested that HR manager 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 or the time of the enterprise. ?
In addition, HR managers can explore 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, candidates can think and accept it in a hypothetical way to reduce the surprises of both parties.
Seven, 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.
Eight, make good use of psychological warfare to reduce the actual psychological expectations of candidates.
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.
Nine, talk about salary attitude should be sincere.
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, the human resources manager should tell the candidate honestly at once 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.
Ten, promote their own enterprises, attract people with the cause.
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 the candidates, actively and positively guide the candidates to work 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.
Eleven, playing hard to get, deliberately subtraction.
There is another trick called:? Deliberate reduction? He wants 5000 to deal with job seekers who ask exorbitant prices. I think he is only worth 3500. I would say that our company can only pay 2500. 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'll use .5, 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.
Twelve, the probation period and fixed salary, one-time.
Another point, that is, we must negotiate with job seekers about probation salary and full-time salary. Some HR only talk about probation salary, and then talk about it after full-time. This is not desirable. 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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