In today's era, it is difficult to recruit a company satisfied with the talent I am willing to.

In fact, in the hearts of many HR often tangled is not really able to recruit such people;

But when you have your eye on a certain talent, and each other are suitable but stuck on the threshold of salary negotiations.

In the face of their favorite talent, HR in the end how to talk about salary? What tips should you learn when negotiating your salary?

Here are the top 10 questions HR is most concerned about:

1, the applicant wants the salary company can not give, how to negotiate?

The salary negotiation aims to achieve two goals:

One is to attract and motivate talent,

The second is to ensure the fairness of internal employees.

These two points are the starting point of salary negotiation, you must grasp the balance between them.

Adhere to internal standards for salary negotiations, if the salary level is far below the average market level,

The result is the phenomenon of "seeing light and dying", which scares off the applicants as soon as the salary is released;

Or after a round of "tug of war" has been close to the market level, but the applicant has had a great frustration in the process of salary negotiation, and has lost the original trust and confidence in the enterprise.

The salary should reflect the market value of the candidate, including his or her quality, ability, experience and past performance.

If the candidate has rich experience and strong ability, the salary level should be increased accordingly;

Otherwise, the appropriate reduction.

The key depends on the company's salary standard, to see whether there is flexibility.

If the company really needs outstanding talents, you can consider applying to the leader for special treatment.

2. What are the most basic items of a good salary design scheme, such as salary?

Designing a compensation plan can be divided into 7 steps:

1) Preparatory work for salary reform;

2) Clarification of compensation strategy;

3) Job evaluation or rank ranking;

4) Salary data collection and in-depth analysis;

5) Salary structure design;

6) Welfare design;

7) Design the operating system of salary management.

As for wages, from the perspective of salary structure, there are post wages (to ensure the basic life of employees), performance wages (to ensure that employees do a good job), welfare wages (to ensure that employees cannot walk), and skill wages (to meet the needs of humanized management).

3, the applicant at the beginning to ask how much salary, how much to achieve the transfer, how to answer?

Before answering these questions, we need to know the bottom line and top line of salary, but only tell the candidate the bottom and middle of the salary range;

On the one hand, it can screen out candidates with excessive salary expectations for the company, but on the other hand, it preserves room for negotiation.

When it comes to experienced or qualified candidates, there is flexibility to adjust upwards.

4, if the applicant wants to know the broadband salary set segment number distribution ratio is what, and the company does not implement these, in this case, how to talk about the salary?

According to the results of the market salary survey and the company's salary policy, the corresponding salary range, basic salary and performance salary standards for each rank should be determined.

The company can divide the corresponding salary range of each rank into employee level, supervisor level, manager level, director level and executive level.

Employees of the same rank have their base pay scales at different positions in the salary range according to their different ability levels and performance.

5, in the first interview to talk about salary seems to be more awkward, do not talk and can not solve the doubts of the applicant. Is it better to start or end the interview?

Suggestions for basic posts can be directly discussed in the initial interview to improve recruitment efficiency.

Management or technical classes are arranged according to the pace of the interview, you can understand the salary needs of the candidate during the interview;

Inform the general salary range to avoid the loss of good talent due to salary issues.

6. How to negotiate salary when you can't identify the skills of the technician during the interview?

For the recruitment of technical personnel, considering whether its operability can increase the actual operation assessment, the employing department shall organize the evaluation.

Therefore, a preliminary conclusion is drawn on the technical level of the applicant, and the salary is set according to the company's system and job matching degree.

7, recruitment of management positions, the boss did not give the salary range how to talk about salary?

For the recruitment of management positions, it is suggested that we should communicate with the person in charge of the company and give a rough salary range;

However, in many private enterprises, there will be cases in which the boss or leader directly determines the salary level. In such cases, you will first understand the salary requirements of the applicant and the original salary situation and feedback to the relevant personnel.

8, how to negotiate salary in the interview process?

The first thing to pay attention to is to try to avoid revealing all the cards, which is very bad for the company;

Secondly, you can ask them about their current or previous salary, rather than directly asking the candidate about the salary they want.

In this way, when the other party says the ideal treatment and the company can not reach it, it is easy to make the other party have a negative impact;

Third, don't go straight to the topic of salary at the beginning, you should first have enough understanding of the candidate, if you blindly say the number will destroy the possibility of negotiation.

9. During the interview, did the candidate mention his or her expected salary range, or did he politely express that he or she was looking at the company's arrangement?

Do your homework before the interview to find out what the average salary of the position you are applying for is in the industry.

Secondly, you should have a certain understanding of the company you are applying for, to see whether he is in the middle or the bottom of the industry;

Finally, you need to set a ceiling and a bottom line for your salary so that you can confidently give an appropriate answer in the interview.

10. Do you have any salary negotiation skills during the interview?

From the employer's point of view, the interview can ask some relevant questions, such as:

What kind of salary do you expect?

How much do you think you get a raise each year?

Are you willing to lower your salary scale?

What are your salary goals three years from now?

What do you think of the salary we offer you?

...

When the job seeker asks the employer about the salary, only the lower limit and the middle value of the salary range should be told to the candidate, and the salary range of the position can not be announced at the beginning, which is not conducive to the company.

Appropriate psychological pressure should be given to job seekers to reduce their psychological expectations, so that the other side of the pragmatic and rational view of salary;

Because in the hiring process, it is often the case that recruiters are fooled by the high salary offered by the applicant.

Source: Learn HR every day (ID: daydayhr), if there is infringement, please contact to delete