The interview should be calm, let the other party play the first card first, see the tricks and take the initiative

During an interview, never offer up your desired salary. If the interview has progressed to a certain level, it is time to talk about salary, and you should never come up with the exact number before the other person. Based on years of interview experience, no matter the reason, the person who puts up the number first is often the loser. Inexperienced interviewers and job seekers will never expect this outcome, experienced people know how to handle the situation, which is why they like to throw the salary change ball at you and see how you respond. Don't make the mistake of thinking that this is a matter of goodwill, salary matters and goodwill interference, whoever persists to the end is the winner. Usually the first party to come up with a clear number will cede the remaining control to the other party, so the first to say the price will lose.

The interview should be calm, let the other party play the first card first, see the tricks and take the initiative

In order not to be disadvantaged, job seekers can politely ask each other: "This position was created by you and should have clear salary standards, I would like to hear about it." Or: "I don't know what the salary of the previous candidate for this position is. How many?"

In many cases, we should first listen to the standards of the recruiting unit. The recruiting unit recruits employees equally. Listen to what the standards are for other employees. The company has specific regulations in terms of treatment. After understanding the basic situation, seek workarounds.

Example A: "Is there any room for further discussion on salary? Although this salary is similar to my current salary, the commute to get off work is much longer than before. Is there a transportation allowance as a subsidy?"

Example B: "Thanks to your company's attention, I am very honored to be a member of your company. However, according to the current treatment, it is equivalent to a monthly salary reduction of 45%. Of course I understand this is Your company's salary standard, however, it is difficult for me to maintain the basic expenses of my family, I wonder if there may be some workarounds to make this gap shorter?"

If both of you are willing to allow this matter to be negotiated, the employer may be willing to consider some alternatives, such as: early performance evaluation; Allocate company cars, grant car purchase subsidies, or provide free parking spaces.

In short, don't be in a hurry to play cards. If you don't meet the standard, you can't talk about it. And don't limit yourself to thinking that "a salary increase must be a successful negotiation." If the whole treatment and benefits can be discussed more generously, it may be more practical to look at it from another angle.

The interview should be calm, let the other party play the first card first, see the tricks and take the initiative

Two taboos in salary negotiation:

(1) Separate from the market conditions and put forward completely outrageous salary requirements, that is, the sky-high asking price that people often say. Employers often sneer at this type of job seekers; job seekers themselves fail to achieve the purpose of finding a job and return without success, waste their expressions, and pay for transportation expenses in vain.

(2) Shy and shy, and do not make clear salary requirements. This will cause two situations: one is to give the boss an opportunity, and one is to occupy your labor value at a low price; the other is to give the impression that the market value of the job seeker is not high, and the efficiency of job hunting activities is greatly reduced— -Either result in a failed job search, or be hired at a low price.

Take a look at this successful case study:

A foreign-funded digital company is recruiting a technical developer. During the interview, the interviewer directly said to Xiao Tong who came to apply for a job: "You apply for the position in our company. According to our company's salary system, the basic salary is only 1,500 yuan per month. , is there a problem?" Xiao Tong smiled and said: "Although this salary is not too high, as far as I know, your company has another salary structure for senior talents - the highest monthly bonus is about 500 yuan. , 16 months of salary can be paid every year. After working for one year, the salary will double. I have a postgraduate degree and three years of work experience, which fully meets the standards of senior talents. I hope that I can enjoy the highest standard of this salary system. If that is the case, I am very willing to do this job." The interviewer smiled and said: "It seems that you are prepared, our salary system is indeed like this, and you also meet the standards of senior talents. You are welcome. Join our company”

The interview should be calm, let the other party play the first card first, see the tricks and take the initiative

Before coming to the interview, Xiao Tong had already learned about the company's salary system, which means he knew the situation of the other party, and Xiao Tong knew his own situation well - he had a postgraduate degree and rich work experience. This is naturally an important bargaining chip between himself and the employer. According to the salary system of the company that he knew in advance, Xiao Tong accurately put forward the treatment he expected—that is, the highest standard for senior talents. Although this requirement does not seem to be low, But in fact, it is in line with the company's regulations and Xiaotong's own situation. How can the company not love such a wise talent? It is reasonable for Xiao Tong to get a satisfactory salary.