How to talk about the salary during the interview, and how to talk about the salary package during t

This can be roughly understood in the previous recruitment provisions, and you can know whether the job is suitable for you through conversation, which is a two-way street. After reaching a general intention, it is natural to ask about the treatment, which is nothing to be embarrassed about, it is normal.

1. Talk about work first, and then talk about salary.

Salary is a sensitive topic in an interview, so it's best not to bring it up directly from you. Employers need dedicated people, not people who put money first and work second. Salary should be discussed at the end, first talk about the details of the work and various suggestions for reference, and boldly put forward your own ideas.

2. Fully prepare and propose a suitable expected salary.

In the early stage of the interview, it is necessary to grasp the basic information of the company, such as the industry in which the position is applied, the scale of the enterprise, and the analysis of their own qualifications, including cultural level and working years.

skill level, etc., analyze the current market salary level and summarize their expected salary range.

An approximation can be given when asking about compensation.

or range values, for example: the baseline salary is 2,000 yuan, and the expected salary is 4,000 yuan. You can also choose a mid-range salary, such as: around 2300 yuan or 2000-2500 yuan.

3. Have the courage to ask questions and find a good time to consult tactfully.

Generally, regular companies will take the initiative to negotiate with job seekers after the interview, and if there is no negotiation, they can consult euphemistically in the final round of interviews.

Can you give us a brief introduction? The interviewer knows your little calculations and will introduce them as a whole. If you still don't know, you can ask again:

What bonuses and benefits does the company have in addition to salary? "From the other party, and then compare their own expected salary, and finally propose a reasonable salary.

4. Observe words and looks, and stop in moderation.

When it comes to salary in interviews, it is important to be cautious and uphold. For example, when asked about sensitive topics such as salary and benefits, the recruiter frowned and said that it was inconvenient to disclose, so he could say, "A brief introduction to the company's compensation system is also convenient for my choice."

For companies with strong intentions, the other party asks for the expected salary, and can also add: "I believe that the company must have a perfect salary system and will give me a reasonable salary according to my qualifications." ”

5. Don't accept the other party's first offer.

Most employers expect candidates to bargain, so they leave room for the first time they make an offer. If possible, schedule a direct interview with your prospective immediate supervisor rather than just with HR.

people talk about it and pull it down. Direct supervisors are usually more flexible.

。It depends on what the situation is, if the employer has a contract during the interview and is willing to hire you, and the contract has a salary, you should read the contract carefully, and if you think that the salary items meet your expectations, you will sign the contract with the employer. If there is no salary in the contract, it means that the salary is negotiable, and actively communicate until both parties are satisfied.

The company is profit-seeking, if you think you are very good.

Take out your past performance, and you can also explain the prospects, development direction, and specific planning of the position and even the company and the industry. High wages have to be taken by ability. No matter which unit you go to apply for, the first thing you need to communicate with the other party is the specific work content and requirements of the position, your personal strengths and characteristics, as well as your favorable conditions or your confidence and determination to work in the position.

Let the applicant choose you or decide to use you, on the premise that the other party is interested in hiring. By the way, to put it mildly, the monthly salary or annual salary of the position, in fact, the general recruitment unit will take the initiative to report the monthly salary or annual salary of the position, if you very much want to get the job, and the salary of the job and your psychological goals are different, you can tactfully to the unit responsible for recruitment or the person in charge of recruitment at the end of the job to put forward your salary target price, let the other party reference! After all, salary is the most fundamental thing that reflects the value of employees, and enterprises will also consider this aspect. Remember one thing, as long as you are capable.

The work is excellent, even if the salary is less just now, it will increase in the future! The position of one person is like this, and the position of a group of people is the same!

When the other party asks about the ideal treatment in your heart, don't rush to say the number in your heart, which will make the other party feel that you have not combined the actual situation of the work and casually prescribe the number, you should determine the content and intensity of the work to the other party again, and then give your ideal number, which will make the other party feel that you are given the number after careful consideration, and it is easier to accept.

When looking for a job, the question of salary is a very embarrassing question, there are many people who want to ask but dare not ask, or are embarrassed to ask, in fact, don't have too many worries, as long as you master these skills, you can talk about salary during the interview is no longer so embarrassing.

When interviewing, you must first talk about your strengths, so that when you talk about salary, you can take out your advantages and increase your salary in the future. When talking about wages, you must say that your salary is higher, for example, when your salary is usually 3,000 yuan, you must say 5,000 yuan, so that there is room for bargaining.

Don't rush to quote your base salary during the interview, as it's risky to sell yourself abruptly before you even know how much your salary might change, as salary is usually negotiable.

We can ask them what their salary is, and then we can talk about their ideal salary and see how they decide.

Understand the development of the company first, and then ask for the same salary according to your own strength, and you should pay attention to the solution of the salary problem.

When talking to an interviewer about salary, the real point is why giving you this salary would be a favorable decision for the other person. If we look at salary negotiation from this perspective, you will find that the key to success or failure does not lie in the process of negotiating salary, but in the foreshadowing in the early stage: how to make the other party feel that you are the most valuable and scarce candidate.

With the continuous development of social economy, we will encounter all kinds of problems in real life, especially for the situation of talking about wages during the interview, how to talk about wages is also very confused by many friends, in fact, we must know that when we want to talk about wages, we must understand some of the situation, and then lead you to take a look.

First of all, we have to understand such a problem, that is, when we are interviewed, we must first understand what the market situation of this position is, generally on the Internet can find the corresponding salary survey, or directly consult the human resources agency of Xiangying, when we conduct relevant consultation, Xiangying's consultant can give us suggestions for the range of knowledge of this position, and at the same time, we can also understand what we can get from the position, not from the perspective of remuneration, When we have these things in mind, we can better help us negotiate with the company.

In addition, when we are negotiating on the salary, we should first not speak, don't rush to blow out our basic salary, before we don't find out the possible range of salary changes, don't sell yourself out abruptly, what I want to do is to interview the examiner to ask us the question of salary, and when we change jobs, what do we hope to get the corresponding salary, you must know that as the leader of the company, you don't want your employees to work for the salary, So it's best to avoid these contrasting situations, and of course, in this process, we should not be afraid to make corresponding requests, because not asking for them is likely to cause more problems in the next work.

To sum up, we can obviously know that when we are interviewing, we can talk to the interviewer about salary through the above methods, and when we talk about salary, we must also pay attention to these contrasting situations, only in this way can we better help us.

First of all, we have to understand such a problem, that is, when we are interviewed, we must first understand what the market situation of this position is, generally on the Internet can find the corresponding salary survey, or directly consult the human resources agency of Xiangying, when we conduct relevant consultation, Xiangying's consultant can give us suggestions for the range of knowledge of this position, and at the same time, we can also understand what we can get from the position, not from the perspective of remuneration, When we have these things in mind, we can better help us negotiate with the company.

During the interview, you should directly talk to the interviewer about the salary, if it is particularly tactful, the interviewer may not talk to you, so you should say it directly during the interview.

You should show your performance to talk to the interviewer, so that the questions will be more reliable, and it can also let the interviewer see your own achievements and your own efforts, and your own strength.

You can name your own criteria and then give the corresponding reasons, as long as your reasons are convincing enough, then you are fine.

Personally, I think that when interviewing with the interviewer about salary and treatment, this matter cannot be bypassed, it is better to tell the truth, tell the interviewer your specific expectations, but it can't be too high, too outrageous, some too realistic, after all, you haven't succeeded in the interview, you can talk about these things directly with the interviewer during the interview, there is no need to avoid it.

When you talk about salary during the interview, it is your market**, if you have enough information about yourself, you can say it higher, and then the other party will patiently bargain with you.

Talking about treatment must first have capital: capital is suitable for any conditions, first of all, you need to work hard during the internship period, and come up with irreplaceable achievements from others, only in this way, it is absolutely confident to talk about salary with the boss.

The principle that only more can be less: even if you feel that it is impossible to pay too much salary, but when talking about treatment, the user must have a number in his heart, and the number of words must be more than this number, one is to prevent the hair from being less, and the other is to make the leader believe that the user has a lot of potential.

Extended material for simple socks:

Precautions for signing a labor contract:

Article 19 of the Labor Contract Law of the People's Republic of China: If the term of the labor contract is three months but less than one year, the probationary period shall not exceed one month; If the term of the labor contract is more than one year but less than three years, the probationary period shall not exceed two months; For fixed-term and indefinite-term labor contracts of more than three years, the probationary period shall not exceed six months.

The same employer and the same employee can only agree on a probationary period once. Where a labor contract is for the completion of a certain work task or where the term of the labor contract is less than three months, a probationary period must not be stipulated. The probationary period is included in the term of the employment contract.

If the labor contract only stipulates a probationary period, the probationary period shall not be established, and the period shall be the term of the labor contract.

Salary skills: When the company's HR asks you for an interview, you can first ask them about their salary range, and at the end of the interview, if they are interested in you, they will take the initiative to ask about your salary expectations, and then it is the salary negotiation before hiring.

Salary negotiation is a tug-of-war, sometimes it is not a round or two can be done, so don't laugh at it all at once, if the salary provided by the other party is far lower than your minimum requirements, then there is no need to talk, but if the difference is not very big, such as a gap of several hundred to a thousand, then you can talk about the spine slowly, and then consider it, and let the company have time and space to make some adjustments.

Conversation skills: The conversation should go with the flow, don't misunderstand the topic, don't be too stubborn, don't monopolize the topic, don't interject, don't say flattery, don't waste your tongue.

Pay attention to the other person's reaction, and it is very important to grasp the atmosphere and timing of the conversation, which requires paying attention to the other person's reaction at all times. If the other person's eyes or facial expressions indicate that they have lost interest in a topic you are talking about, find a sentence or two to close the topic as soon as possible.

Having good language habits is not only about expressing yourself fluently and using words appropriately, but also about the way you speak. <>