After the interview, how to negotiate salary with HR

Once you understand the composition of your salary, keep your bottom line.

First of all, the onboarding interview is a process of getting to know each other, and you need to understand the company's culture, benefits, career development, etc. And HR will also evaluate your background, skills, experience, etc. In this process, salary negotiation is a very important part.

Secondly, you need to know the salary level of the company in advance. Before the job interview, you can find out the salary level of the company by searching on the Internet, asking friends, or referring to the recruitment information. This will help you better control your bargaining chips and negotiate a better salary package for yourself.

Third, you need to be clear about your salary expectations. Before you talk about salary, you need to be clear about your expected salary range and have a bottom line. This will prevent you from losing the initiative in the negotiation and at the same time you can get a better salary package for yourself.

Fourth, you need to demonstrate your worth. When talking about salary, you need to show your value and let HR know where your capabilities and value lie. You can show your value through your work experience, project experience, results, etc., so as to fight for a better salary package for yourself.

Fifth, you need to consider the company's salary policy. When talking about salary, you need to consider the company's salary policy and benefits package. If the company's salary policy is strict, you can consider increasing your income through other aspects, such as bonuses, ** options, etc.

Sixth, you need to show your sincerity. When it comes to salary, you need to show your sincerity and recognition of the company. You can express your love for the company and your passion for your work, let HR know that you identify with the company's values and culture, so as to fight for a better salary package for yourself.

Seventh, you need to pay attention to attitude. When it comes to salary, you need to be mindful of your attitude and not be overly aggressive or overcompromised. You can take a positive and cooperative attitude and work with HR to achieve a mutually acceptable salary package.

Eighth, finally, you need to think about the long term. When it comes to salary, you need to consider your own long-term development. In addition to the salary package, you also need to consider the company's career development, training opportunities, promotion space, etc.

In this way, you can lay a good foundation for your long-term development.

In short, talking about salary in the job interview is an important part, you need to understand the company's salary level in advance, clarify your expected salary, show your value and sincerity, consider the company's salary policy and benefits, pay attention to attitude, and consider your long-term development. With these methods, you can get yourself a better salary package and grow your career in the company.

Talking to HR about salary is a key topic during the onboarding interview process. Here are some tips to help you be more confident and effective when discussing salary with HR:

1.Be prepared: Before the interview, research and understand the industry and the salary range for the position so that you have a reasonable expectation. Consider factors such as your own experience, skills, academic qualifications, and market demand, and have a clear understanding of your value.

2.Postpone talking about salary: In the early stages of the interview, if HR asks questions about salary, a euphemism can be a way to say that you prefer to understand the specific requirements of the position and the company's overall benefits package first.

This can postpone specific salary negotiations until you have a more complete picture of the job opportunity.

3.Guide HR to provide salary ranges: If HR asks you to provide the desired salary range, you can ask HR to provide the company's salary range first. This will ensure that your expectations are in line with your company's payroll system and that you don't have too high or too low requirements.

4.Emphasize your value: When discussing salary, highlight your skills, experience, educational background, and past accomplishments to demonstrate your value to the position. Explain the benefits you bring to the company and emphasize that you are willing to make a positive contribution to the company.

5.Flexibility and comprehensive consideration: In addition to salary, consider factors such as overall benefits, promotion opportunities, training and development, and working conditions. When discussing salary with HR, express your concerns and expectations in these areas to show that you value comprehensive benefits.

6.Negotiation skills: When talking about salary, be calm, confident, and cooperative. Make reasonable arguments to support your desired salary range, but also be flexible and allow for modest compromises to reach an agreement that is acceptable to both parties.

Keep in mind that every job offer and company has a different salary system and negotiation style. Know your value, be prepared, and be flexible on a case-by-case basis to achieve the best results when talking to HR about pay.

I agree with the statement of bai [relative eaves], if you think that du company is good, there is a relatively large development.

DAO space, there is no need to be entangled because the version is 500.

But if there is still a chance to talk about treatment, I suggest you can say this to the leader:

I think your company has a good corporate culture and a great team, and I really want to be a part of it. But the right is in terms of salary, because I also have to consider my usual lifestyle and quality, so I don't know if we can ** again? ”

In short, remember three principles:

First, praise the other company first and express the idea that you want to join (but not very attentively).

Second, don't directly say that you want to raise your salary, express it tactfully and clearly, for example: Let's ** again for wages? Or tweak it a little bit and so on.

Third, ask this question with confidence, but not pride!

1. Put forward your own expected salary according to your own personal ability. If HR does not agree, when proposing a probationary period, give less for the time being, and give yourself the expected salary required after becoming a regular.

2. For other treatments, HR is required to be assigned according to high levels. In this way, the travel allowance can be given a little more.

If you have any ideas, just say it now, call ** to him, or wait for the retest to say, anyway, you sign the contract.

Negotiate before, otherwise, you can't say... Wages are not fixed, of course not, they are all adjusted. But there must be a level.,I won't set a separate level for you.。。。

If you ask for 500 more, the unit may say, look at your performance, if the performance is good, and then give you a rise, you can grasp it yourself. Whether the unit will rise for you in the future, I don't know... If it's for 500, I don't think it's much...

As long as the unit is good, you do a good job, and the future is the key, and the difference of five hundred is not a problem. . .

Usually during the interview, HR will ask you a question: "What is your expected salary?" Faced with this question, many job seekers have scruples and are sometimes afraid to answer this question.

Today, I will take you to understand how to negotiate salary with HR during the interview? Good negotiation skills, salary increase of at least 25%.

When job seekers answer this question, they are always worried that they are driving too high or too low, and they are also afraid that the salary given by HR is lower than their expected salary, and many job seekers don't even know how much they want to open. So, how exactly do we answer?

In fact, it is important to remember that when faced with the questions asked by HR, you must not answer them with specific numbers. Just like we usually buy clothes, if you let the seller see your psychological expectations, the other party will not give you less money. So it is recommended:

When you encounter a question such as what is the expected salary, you should earnestly throw the question to the right: "The company will definitely consider the salary of the position when it establishes this position, so what is the salary range given by you?" ”

Generally, HR will ask you what the salary of your last job was, if you name a number, take your salary range ** by almost 10%, don't let the future salary be tied to the past salary, try to avoid mentioning how much money you received in the past, if you have to talk about it, be sure to tell the other party the reason for the low salary in the past, and the current growth and experience are enough for you to get a higher salary.

Before the interview goes out, you can take the time to do some research to find out what kind of positions are available in the market and what the salary of this job is like. Many people like to submit resumes at sea, and after receiving the interview**, they don't even know the basic information of the other party, so they go to the interview. HR has tested you countless times through interviews, and if you are very confident and have a good understanding of the salary of the entire industry, then the other party will not dare to "fool" you casually.

Generally speaking, each company has a fixed range of salary for the position, if you want to fight for the salary you want, you need to show your professionalism, whether the job of the position can be very competent and can do well, your own work experience, understanding of the professional knowledge of the position, whether the communication with HR is smooth, whether you leave a good impression on HR, are very important, if you have done it, it is still very likely to win the salary you want within the allowable range.

1. Don't talk about salary at the beginning.

Many HR avoid talking about salary at the beginning of the interview, because they do not have an in-depth understanding of the interviewee, so they will not say the specific salary, otherwise it will ruin the possibility of negotiation. In the process of conversation, HR will get to know the other party, and then gradually gain the upper hand, and then give the appropriate salary according to the actual situation of the candidate.

2. Don't ask directly about your hopes for salary.

Most HR will not directly ask about the salary during the recruitment interview, in fact, this has given the candidate the right to make a price, which is more disadvantageous to the company. Conversely, if HR asks the interviewee about the salary of the previous job, it will increase the candidate's hopes.

3. Only the lower and middle values of the salary range are transparent.

Many companies will only disclose the salary range of the relevant occupation when recruiting, which is not good for the enterprise, and should keep the upper limit of the salary range, and only tell the recruiter the lower limit and the median value, so as to avoid showing the company's hole cards at the beginning, which will affect the salary negotiation in the later stage.