Author | Sean Ye
Source | Nonsense Workplace (ID: HRInsight)
There is such a problem on Zhihu:
I don't like this HR answer. He uses an uncomfortable way of communication: you are only worth 7000, which implies: for employees of your ability, our upper salary can only be set to 7000.
In fact, it’s better to communicate frankly: Our company’s fixed salary for this level of staff is only 7000. You can see if it is acceptable. In addition to the basic salary, we have other benefits...
I have also experienced a similar experience. I dislike the low offer, and the boss sincerely told me: I will raise my salary after I get a job.
Interviews and salary talks are often the most tormenting moments in the workplace.
We don't want to bargain with the company like the aunt of the vegetable market, let alone take less and lose ourselves.
In this case, how should we communicate to get a suitable salary?
First of all, there are two hard facts about salary, we need to know:
First, HR is not our enemy of salary.
In a normal enterprise, the HR indicator is the fastest and most efficient way to recruit talents for the company to retain talents, rather than lower the wages of talents.
If the HR indicator is to depress the candidate's salary, he will find himself facing two other dilemmas:
The candidate abandons the offer, the recruitment task cannot be completed, and the business team diss the recruitment ability;
After the candidate came in, he discovered the fact that the salary was suppressed, and quickly ran away, and was once again dissed by the business team.
Second, HR has more information than us.
In large companies, HR will buy market salary reports, such as from my old club Mercer. Their salary positioning can be specific to a certain rank, a certain position, a certain city, and what is the salary of the 50th place in a certain industry.
In addition to the salary report, HR also has data from its own company, headhunting company data, and salary data from different companies collected during interviews. It also allows job seekers to provide salary flow (about how to deal with this, I have shared a Responding to the routine, welcome to reply to "Talking Salary" to review).
The data held by HR is more accurate. As job seekers, we don't know how much the previous employee is paid in this position, and we are at a complete information disadvantage.
How can you talk about the salary that suits you in such a completely disadvantaged situation?
I share 3 suggestions for your reference.
Fully understand the salary framework
When talking about salary in the interview, we should first understand the salary framework of this company .
In the human resources circle, a commonly used term is "Total Reward". Salary is not just a basic salary. The overall salary includes:
1- Cash part:
Basic salary
Year-end bonus (fixed part & floating part)
Performance bonus & commission & allowance
2-Cash part:
annual leave
Employee benefits (such as employee insurance, travel, New Year gifts...)
Long-term incentive plan (equity, option, annuity...)
3-Employee career development related:
Staff training (internal training opportunities & external tuition reimbursement)
Employee promotion and growth opportunities
Company reputation, industry status
……
I have seen a case:
Two similar companies have made similar offers, but the candidate chose the one with a lower salary. The core reason is that the one with the lower salary lists all the benefits and opportunities they provide to employees in the offer. Add up to a lot higher than another offer.
As a candidate, the third part of the overall salary, "employee career development-related", may not necessarily have a clear measurement standard. You can only rely on peers to inquire.
But the first two parts can be asked through the interview.
You understand the framework, even if the basic salary has been known by HR, you still have some room for negotiation.
for example:
If this company tells me that he can only increase 15% of my current salary base, then I will ask, do you have allowances? What about employee benefits? Do you offer options?
My salary is not just as simple as bank turnover, including:
N-month year-end bonus, what is your company's year-end bonus? Is there a guarantee?
N days of annual leave, what is your company's annual leave system?
N-share options, does your company provide similar options?
When I was in Mercer, I had 20 days of annual leave, and the employee benefits totaled tens of thousands. There was also a half of the MBA tuition reimbursement system.
This is why I am willing to accept Mercer's low salary.
If what your company provides is better than our current one, then it will increase by 15%, and I admit it; if everything is not as good, the salary will increase a bit, and I am not doing charity, right.
I will be very polite to inform:
Although my base salary is slightly lower, my current overall salary is higher than your offer. I also hope that you can understand. I will not accept this offer.
Know yourself and the enemy, never end in a hundred battles
The reason why HR takes the initiative in the salary negotiation process is because they have more information than us.
Look at HR interviews with HR, or HR interviews with Mercer's salary research consultants. They never engage in these falsehoods.
Consultation company consultants' understanding of salary data can slap many unprofessional HRs.
As ordinary people, it is impossible for us to have so much data, nor can we buy so much data. At present, there are not many platforms for sharing salary data and work experience on the Internet.
Linkedin has a salary calculation tool, and Zhihu has a lot of sharing about work experience. ChinaHR and Kanzhun, the Chinese version of Glassdoor, also have some data.
But these data may not match your situation very well.
The easiest and most effective way to know how much salary you should get in the market is to interview.
The opening of offer letters also has a very formal and standardized operation within the company, and regular companies will never make offers rashly.
The offer made in this case is absolutely reasonable.
The number of this offer can reflect your strength better than any research report or the salary share of any colleague.
Even if you can't get an offer, you can roughly understand the salary range of the position in the communication with HR and headhunters.
for example,
After you interviewed 3 companies, one opened 7000, one opened 8000, and one opened 9000. Then when HR says that only 7000 can be opened for you, you can reply:
Thank you for the interview opportunity. I understand that each company has its own salary framework, but I did get a higher offer, so I decided to decline your offer and hope to have the opportunity to cooperate again in the future.
Time to talk about salary
Finding the right time to talk about salary is very important.
For HR, ta's indicator is to recruit excellent talents as soon as possible. What is the best way to recruit people? Isn't it enough for me to drive a high salary? Like LeEco back then, your monthly salary is 20,000. I will double it to you. Will you come?
With a high probability, talents are still willing to double.
But the boss is not necessarily willing. Not every boss is willing to "stay in the US and return to China next week." So the boss will give a reasonable salary range, for example:
Our company wants to hire a marketing manager, and the salary range is between 10,000 and 10,000.
If it is less than 10,000, the company thinks that it cannot recruit suitable people, and if it is more than 10,000, the company cannot afford it.
In this case, unless the candidate is excellent at the level of a director, and the company does need to hire a director, the salary that the company can offer is 15,000.
Whenever a headhunter calls me to recommend a position, my first reaction is: Could you please introduce the salary range of the position. Let me judge whether it meets my requirements.
If so, I will try to show my ability in subsequent interviews, but I will try not to talk about salary.
for example:
(The salary range offered by the headhunter sharing company is between 800,000 and 1,000,000 per year)
HR: What are your salary expectations?
Me: Salary is only part of the position. What is the task of this position that I pay more attention to? How to build the team? What are the growth opportunities in the future?
(Of course, this is also true. The headhunter has already reported to me the salary range, I can accept it, so it really is no longer a concern.)
If on the first side, I would ask for a salary of 1 million, it would be difficult for HR to be convinced. He would think you can ask for such a high level, and it would be more difficult for me to get recognition in the interview.
If on the first side and on the second side, I don’t talk about salary and focus on the team, goals and future growth opportunities, HR may recognize me as a solid candidate. After a period of interview, both corporate HR and line managers Recognize my ability.
This needs to be experienced by everyone during the interview. If the two parties have a good talk, the interviewer will have a posture that you must do. At this point in time (at least after the two sides), the initiative to talk about salary will return to the job search. In the hands.
In the salary range of a company, even if I decide to do it, the company will most likely accept it, because the salary is within the salary positioning of the job, and the interviewers like me very much.
Of course, if you are a fresh graduate and go to a big company, then don't struggle to ask about salary. Large companies have a fixed salary position for fresh graduates, and it is impossible to change because of a certain student. Just show your excellence in the interview.
If you are a recent graduate, go to a small company, etc., I advise you to go to a big company as much as possible.
Talk about common routines of salary
1. "After entering the company, I will adjust your salary"
This high probability is nonsense. Job-hopping is the time when our job-seekers have the most right to speak. At this time, we can't get the expected salary, and still expect a salary increase after joining?
Don't be naive.
2. "Although our salary is average, there is a lot of room for growth."
Nonsense, the space is large, it's not because of low salary.
If there is a lot of room for growth, please elaborate on how to grow? Are there any good cases? For example, we attach great importance to the training of our employees. When our employees study MBA, we reimburse tuition fees.
That's great, there is indeed room for growth.
3 "With options, there is the possibility of wealth freedom"
There is no standard answer to this question.
According to the situation of the company, for example, if you take ByteDance or Ant Financial's options, it is equivalent to taking cash, which is equivalent to taking wealth and freedom.
But for some A-round companies, and even angel-round companies, even if everything goes well, it will take 5-6 years to go public. In your golden age, should you really take a low salary to bet on opportunities for wealth and freedom?
not necessarily.
4. "If the salary is high, it is worth going. "
I understand that everyone wants to get the ideal salary.
But a high salary does not mean that future growth will be better. Everyone still needs to make a good career plan. The current money is important, but the future of the money is even more important.
I hope everyone can find a good job, but don't miss a real quality opportunity just because of a small profit.
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