2 weeks, 2 days ago

It's very touching to see this problem. I had a similar experience when I was young:

I wanted a salary of 4K a month. 

After the first round of interview and professional interview, an interviewer came in and said that he wanted to discuss with me "several professional issues about translation". 

And then there's the endless "you're not right" who taught English? "Your idea is too naive.". After 15 minutes, I couldn't help but Tucao, "it is foolish for me to make complaints about the fact that no investigation has been made. 」

The interviewer stopped the interview decisively and went out with a satisfied smile. 

The HR interviewer in the audience sighed and asked me, "are you an only child? You haven't been wronged, have you? 」

HR interviewer added: I'll see if the offer can be approved, but the 4K salary you originally expected should not reach the target. 

I was very remorseful at that time. I felt that I couldn't hold my breath. 

Then the offer came, and the monthly salary was 2500, but I calmed down: this company did not recognize my ability, repeatedly hit my confidence, and finally opened a low salary offer company. Is it really worth my joining? 

HR also called to urge: why don't you take the offer? Don't regret it. With your performance in the interview, if it wasn't for my help, you couldn't have got the offer. 

I finally gave up the offer, of course, without regret. 


In the eyes of many employers, the employment market is not good this year, so employees should be "grateful". In fact, the more this attitude is, the less able it is to attract talented people to join. 

In this issue, HR thinks that the price of candidates is too high, which is understandable. 

But this HR also adopts a condescending way of communication, which makes people uncomfortable and uncomfortable

 you're only worth 7000. 

Its real implication is that:

 for employees of your ability, our salary ceiling can only be up to 7000 (in other more efficient and profitable enterprises, talents may be worth 10000). 

If I am this HR, I will communicate candidly in another way:

 our company's maximum fixed salary for this rank of employees is only 7000. Please check whether it is acceptable. In addition to the base salary, we have other welfare and training opportunities to help employees grow rapidly. I hope you will consider our opportunities. 

But at least this kind of communication will not arouse the anger of candidates, and will not have a negative impact on the company. 

As a human resource practitioner, I would like to share the salary talk routines I have seen over the past 10 years. The full text is 4000 words. If you can't read it at one time, I suggest collecting it first. If the content is helpful, I hope to get your support. 

 1. What are the common ways for interviewers to talk about salary? 

 you lack experience / skills and are not worth so much money 

 that's a lie, no job seeker is perfect. 

If the enterprise really does not think it is appropriate, why invite people to interview? 

To say the least, as an interviewer, if I don't think a candidate is worthy of the salary he wants, I won't expose him face to face. I don't need to belittle others face to face. 

Just like the supermarket to buy vegetables, you think tomatoes are expensive, so don't buy them. Why do you have to disgust supermarket employees? 

In this way of communication, most of the 
 job seekers have met the requirements of the enterprise, but the enterprise is not willing to offer the satisfactory salary of the job seeker, deliberately suppress the self-confidence of the job seeker, and seek to copy the bottom price at a low price. 

Such companies suggest not to go. They lack long-term vision and respect for their employees. 

As long as the job seeker interviews several times more, he will find that even if he is cheated into the job, there will be an interview opportunity in the future. Once he finds out that his salary has been cheated, he will surely change his job. 

When I was in a headhunting company, I saw a case in which the candidate wanted 20000 monthly salary and the client had enough budget. However, thinking about whether to make a symbolic price reduction, the headhunter immediately stopped him and asked:

 we have been looking at this position for a long time, so it is difficult to find such a suitable candidate. If his salary is lowered, he will be hesitant and may look at other opportunities. If he takes an offer from others, our work will have to be overturned and we will have to have a new interview with HRD and business director. The time cost is also very high. 

After hearing this, HR decisively offered a price of 22000. The candidate was overjoyed and signed the offer letter on the same day. 

 "after you enter the company, you will be given a salary adjustment" 

 this big probability is a lie. 

If the last one is insulting, this is deception. 

There are two principles to pay

 internal equity and external competitiveness. 

Internal salary increase should be considered in an all-round way. It can't give a raise to one person, but it chills the heart of other colleagues. But the outside diggers must follow the market rules, otherwise they will be beaten in the face every minute. 

That is to say, job hopping is the time when job seekers have the most say. At this time, we can't get the expected salary, but we still expect to get a raise after entering the job? 

Don't be naive. 

 "although the salary of our company is average, there is a lot of room for growth" 

 if the salary is low, there is a large space for increase. So we have to show evidence. 

Interviewers should be specific, how to grow space? 

For example: we attach great importance to the training of employees. When employees study MBA, we will pay for tuition. In the past, we adjusted our salary by 30% every year and by one rank in two years That's great. There's room for growth. 

Otherwise, it will be empty talk. 

 "to give an option, there is the possibility of wealth freedom" 
Attracting employees with options is a common method for many start-ups. 

But for different enterprises, the value of options is different, there is no standard answer. 

, for example, taking the byte jump or the Kwai Fu option now, it is equivalent to taking cash and taking the opportunity of wealth freedom. 

But for some a-round enterprises and even Angel round enterprises, even if everything goes well, it will take 5-6 years to go public. In the golden age of our employees, should we really gamble on the opportunities of wealth and freedom with low wages? 

Not necessarily. What's more, I shared in the previous answer that more than 90% of round a enterprises will not be listed. 

 how much impact has it had on your career to go to the wrong company after graduation? 

 2. As job seekers, how do we deal with the interviewer's routine? 

Interview to talk about salary is often the most difficult moment for the workplace. 

We don't want to haggle with the enterprise like the aunt of the vegetable market, and we don't want to lose ourselves by taking less. 

In this case, how to communicate to get the right salary? 

 1) understand the company's salary framework

When we talk about salary in the interview, we should first understand the salary framework of this enterprise. 

In the field of human resources, there is a common term of "total reward". Salary is not only as simple as the base salary, but also includes:

1 - cash part:

 base salary

Year end bonus (fixed & amp; floating portion)

Performance bonus & amp; Commission & amp; allowance

 2-cash part:

 annual leave

Employee benefits (such as employee insurance, travel, holiday gifts, etc.) 

Long term incentive plan (equity, options, annuity...) 

 3 - employee career development related:

 staff training (internal training opportunities & amp; external tuition reimbursement)

Promotion and growth opportunities for employees

Company reputation, industry status


 as a candidate, the third part of the overall salary "related to employee's career development" is not clear. It may not necessarily have a clear measurement standard, which can only be inquired by peers. 

But the first two parts can certainly be asked through the interview. 

If we understand the framework, even if the previous base salary has been known by HR, there is still some room for negotiation. 

For example:

If the company told me that it could only increase my current salary by 15%, then I would ask, do you have an allowance? What is employee welfare like? Do you offer options? 

My salary is not only as simple as bank statement, but also includes:

 what is your company's annual bonus for n months? Is there a guarantee? 

What is the annual leave system of your company? 

N-share options, do you provide similar options? 

 when I was in Mercer, there were 20 days of annual leave, 7788 employee benefits, and a system of half reimbursement of MBA tuition fees. 

If the welfare and training opportunities provided by your company are better than those of our company, I will accept the 15% increase. If everything is not as good as it is, my salary will rise a little. I am not a philanthropist, am I. 

I will tell you politely:

 although my base salary is slightly lower, my current overall salary is higher than your offer. I hope you can understand that I will not accept this offer. 

 2) know yourself and know the enemy, and you will be invincible in a hundred battles

The reason why HR takes the initiative in the process of salary negotiation is that they have more information in their hands than us. 

As ordinary people, it is impossible for us to master and purchase so much data. At present, there are not many reliable platforms for salary data and work experience sharing on the Internet. 

LinkedIn has a salary calculation tool, and there is a lot of sharing about work experience. China talent net and guanzhun.com are the Chinese version of Glassdoor, and there are also some data. 

But the data may not match your reality very well. 

The simplest and most effective way to know how much you should be paid in the market is to 

Open offer letter in the company also has a very formal and standardized operation, formal companies will never make an offer hastily. 

In this case, most offers are reasonable. 

The number of offers can better reflect your strength than any research report or the salary share of any colleague. 

Even if you can't get an offer, you can get a general idea of the salary range of this position through the communication with HR and headhunters. 

It's hard to be fooled if you have a bottom in your heart. 

 3) about salary


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