The monthly salary in the recruitment information is 8k-12k. How much is the expected salary when applying for a job?
The interview is of course a game process, and it is especially focused on negotiating salary. Candidates hope to get as much income as possible on the basis of getting an offer; while recruiters hope to find the right person. It is possible to control the labor cost within the acceptable range.
It can be said that whether we can find a balance point that everyone can accept is the key to the success or failure of this interview.
The monthly salary in the recruitment information is 8k-12k. How much is the expected salary when applying for a job?
First, the misunderstanding of salary negotiation in interviews:
"If you talk too much, you're afraid of running away, but if you talk too little, you're afraid of losing yourself." Just like shopping for vegetables in the vegetable market, people often have such a mentality when negotiating salary during interviews. As a result, they fell into the misunderstanding of static games: even if the price given by the other party is acceptable, the two parties of the transaction cannot help but bargain and compare prices.
For example, you can expect more salary than before. Originally, the other party added 500 yuan to complete the goal, which is acceptable, but you always hope that the other party can add a little more or "feel that you will suffer a loss if you agree to do so"; as a recruiter The same is true. Originally, the budget range could be increased by 1,000 yuan, but I was afraid that you would have to negotiate the price, so I insisted that it could only be increased by 500 yuan. In this way, even after many setbacks and finally reaching an agreement, both parties will still feel: should it be possible to increase (decrease) a little more?
This feeling is a bit like playing stocks. Everyone knows that "buying low and selling high" is the core theory of making money, but it is often difficult to judge where is high and where is low.
The monthly salary in the recruitment information is 8k-12k. How much is the expected salary when applying for a job?
So, how to solve this "dilemma"? Harvard College professor Michael Wheeler's book "The Art of Negotiation" has a point that may help us. He said: Negotiation is not two points in a straight line competing for territory, but is determined by external constraints, the other party's bottom line and you. A triangle area formed by its own bottom line. In this area, any point can be accepted by both parties, and the negotiation is only to determine which party is closer to the transaction point.
Simply put, just like the advice given by financial experts: don't pursue the highest point or the lowest point, but it is easier to get a more suitable point and make money.
The monthly salary in the recruitment information is 8k-12k. How much is the expected salary when applying for a job?
Second, the bottom line of the other party: What does the monthly salary range on the recruitment information mean?
Of course, it is meaningful to clearly state the monthly salary range in the recruitment information. So, what does "monthly salary 8K-12K" mean? Generally speaking, "8K" is the expected value of the recruiter, that is, the number that is ideally achieved and the number that is willing to pay; and "12K" is the bottom line of the other party, which is set to attract as many people as possible to submit resumes; 8-12K can be negotiated between.
Therefore, many people simply say: writing "8K-12K" means "8K", and "12K" just looks good. It makes sense to understand in this way, of course, it is indeed possible to talk about 8K-12K.
The monthly salary in the recruitment information is 8k-12k. How much is the expected salary when applying for a job?
So, is it possible to break through 12K? Not entirely impossible, but unlikely.
First, you do have a value of more than 12K, and this value is needed by the enterprise;
Second, from the process point of view, HR usually cannot be the master, and needs to ask the boss for instructions, which requires HR to recognize you very much and be willing to fight for you. Because he also has to take risks, what if the boss sees your situation and thinks it's not worth it at all?
Moreover, from the perspective of actual work, negotiating salary in an interview is really different from buying vegetables in a vegetable market. My unit once hired an employee out of the blue before, but he left after less than two months. Because if you come in with a higher salary than others, or even higher than the original old people, you will inevitably be excluded, and you will face a lot of pressure.
So my advice is, unless you're talking to the boss of the company very speculatively and appreciate the company, if you're confident that you can get a higher salary, it's better to find a better salary rather than negotiate the salary so much. platform is more convenient.
Third, your bottom line: what preparations do you need to do before interviewing for salary negotiations?
Talking about salary in an interview is not only a skill, but it is not a forehead thing. You must have a bottom line before negotiating. This "bottom" actually includes 3 numbers:
First, your expected salary: that is, you will be more satisfied with this salary, which is generally determined by combining your past salary, the salary of your classmates, and the salary of the same position in the market.
Second, your salary bottom line: that is, it will not be considered if it is less than this number. This includes both the psychological bottom line, such as the past salary standard, the salary of classmates, the salary of the same position in the market, the salary given by the previous offer, etc.; it also includes life The bottom line of cost is the cost of maintaining your current life.
Third, the average salary of the same position in the market: The salary of the same position in the market has been mentioned many times above, which refers to the average salary of this position. This does not mean the salary standard that the company you are applying for can give, but it can be a refer to. An important reference value when you take the initiative to ask for a price or evaluate whether to accept the other party's bid.
The monthly salary in the recruitment information is 8k-12k. How much is the expected salary when applying for a job?
Finally, how to quote the salary for interview negotiation?
The bottom line of the other party in front and your own bottom line is to determine the scope of salary negotiation. Specifically, within this scope, who should be "closer to who is more"? It also depends on your match with the position and whether you have other offers at the moment, that is, external factors.
If your ability is really what the other party needs, or you already have other offers in hand. Then, you might as well be bold and report directly to your expected salary (between 8-12K, it can be close to 12K, for example: 10K or more, or directly hope to be 12K).
If you are not too confident in your abilities, and there is no reliable offer at the moment, then you need to be conservative. At this time, you can be between your own salary bottom line and your expected salary (for example, I hope to be around 9K). And to be on the safe side, it's important to show that this matter is negotiable.
It is not recommended to report to 8K directly. This is indeed a bit useless and makes the other party feel that you are particularly unconfident. But what if your original salary was only 6K? You don't have to be particularly unconfident. Since the other party is looking for you for an interview, it means that you are within the scope of the other party's consideration. I really like this company very much, and if you don’t want the opportunity to be lost, you can emphasize that you like this company very much during the interview, show that you want to work hard, and then hope for a higher salary, but also accept the company’s salary standard.