The role of wage negotiation, wage negotiation skills and strategies

Through negotiation and consultation, negotiate with the company's leaders on the company's salary and various benefits, and reach a consensus;

First, negotiation is a good method, after all, both parties can calmly negotiate and communicate;

2. The employer should also conduct research on the reasonable demands raised by employees, after all, employees are an intangible wealth of the company;

For applying for a position, the most important thing is the salary. Salary negotiation has become a common problem faced by HR interviewers and every interviewee, both parties are constantly testing each other's upper and lower limits, but only rent has inadvertently made a problem. For candidates, if the other party asks what their ideal salary is, they must clearly give their own value.

And show the other party that you have the ability and strength to do the job. It is also necessary to understand the upper and lower limits of the position in the company before applying, so as not to set a trap for the other party.

Trying the bottom line and salary negotiation is often the last step in the job application, other hard indicators have been met. Clear salary expectations are one way to get to know the other person better. Many companies have clearly marked the salary of the position before applying for the position, and the reason for the negotiation is often that the other party is not satisfied with the salary.

As an HR recruiter, don't show your hole cards too early, and keep testing the other party's bottom line. Among candidates of equal ability, choose the one with the lower salary expectations.

Generally speaking, salary negotiation is a game for both candidates and recruiters. Both sides want to maximize their own interests, which makes it all the more important to prepare for this negotiation. As some recent college graduates, when applying for a position, you must boldly say your expected salary, and check the best in the market, and don't quote your salary too high or too low.

If you can't clarify this value to meet the requirements, it will make the other party feel that their ability and understanding of the position are not deep enough. You must firmly believe that since you can go to the salary negotiation as a milestone, the other party is very eager to recruit yourself to the company. So don't worry about your salary**, it will make the other party have a basic psychology.

As an HR recruiter, you should also meet the salary requirements of the other party as much as possible. If the other party is paid a reasonable salary, there is no need to haggle too much with the other party. Letting a talent go to a competing company is undoubtedly more than worth the loss.

1. Negotiate according to your own ability, 2. Understand the basic standards of the market, 3. Have a certain degree of self-confidence, 4. Improve it appropriately first, and 5. Test the interviewer's thoughts, so that you will be willing to be accepted by the other party when the negotiation is pure.

The problem to be noted should be that when doing salary negotiations, you must tell Liang to marry an accurate value, do not take the median value, and it is best to be tactful when speaking, and do not change the special friend to be straightforward, you must have high emotional intelligence, and do not make the leader feel particularly embarrassed.

It is necessary to pay attention to personal needs, pay attention to the salary standard of the other party, pay attention to personal ability, do not look at the master, and do not detach from reality.

It is necessary to pay attention to your personal ability is particularly strong, so that you can lead to negotiate, which is directly proportional to your work ability, and when negotiating, you can first look at the interviewer's bottom line, ask about a basic standard of other companies, pay attention, don't be embarrassed to talk, you should put it forward in time.

What do you think about "negotiated wages"?

Hello dear, the biggest feature of negotiated wages is that the egalitarianism is broken, and it is completely based on personal ability and actual performance, which is embodied in the backbone of the capital increase, the maximum monthly increase of 765 yuan, and the monthly salary difference from the original 20-30 yuan to hundreds of thousands of yuan. Those with outstanding performance and outstanding ability will receive more wages and technical sales commissions than the previous year, and those who are basically competent for the job and have no gross negligence can also maintain the original salary level. Although this salary may not be 100% satisfactory to them, it is close to the market wage level in the same industry, so it is enough to make most people feel at ease.

In this way, it is also an incentive to stay with talents who have made outstanding contributions to technology development, talents who have made special contributions to sales and market development, and college students who have graduated a few years but have great potential. Under the conditions of a unified and open market, talent will flow to places with good returns under the influence of the law of value and the relationship between supply and demand. I hope mine can help you, please give a thumbs up and encouragement, and I wish you a happy life!

Summary. Hello dear, happy to answer your <>

My main focus is on the potential for future salary development, and I want to make sure that I can maximize my future salary through hard work. I would also like to ask if the company has a policy of regular salary increases, or if there are any policies for receiving additional compensation, such as providing special benefits or incentives. Finally, I will also consider the changes in the cost of living in the neighborhood to see if the new salary is enough to guarantee my basic quality of life.

What aspect of the salary negotiation do you focus on the most?

Hello dear, happy to answer your <>

My main focus is on the potential for future salary development, and I want to make sure that I can work hard to reach the maximum amount of my future salary. I would also like to ask if the company has a regular salary increase policy, or if there are any envy policies for receiving extra compensation, such as providing special benefits or incentives. Finally, I will also consider the changes in the cost of living in the neighborhood to see if the salary of several new salaries is enough to ensure my basic quality of life.

What aspect of the salary negotiation do you focus on the most? Why?

Compensation in the broad sense. Compensation in the broad sense.

Which question do you ask?

Concern. Onboarding salary negotiation skills.

I'm often surprised that so many software developers don't negotiate any salaries at all, or just try to negotiate salaries, and then give up and accept everything that is offered.

Negotiating your salary is important – not only because dollars can increase over time and you can end up wasting a lot of money, but also, because of how you see yourself and how you handle yourself in salary negotiations, it can make a big difference how you feel about the company you work for.

Once you're part of a company, it's hard to shake the first impression you've made. If you approach salary negotiations with caution to show your worth while still respecting prospective employers, you may paint yourself in a more positive light, which can have a huge impact on your future career with the company.

Negotiations begin even before you apply for a job.

Your ability to negotiate a salary will be greatly affected by your reputation. Think about how much negotiating power does a famous athlete or movie star have to have a recognized name for one of these two industries? The same is true for software development or any other field.

The more your name is recognized, the more power you have in negotiations.

So, what can you do in the world of software development?

For some, this is accidental, but for most software developers, it will require some careful planning and strategy. If you follow this blog, you probably know that I highly recommend building a personal brand and actively marketing as a software developer.

The basic strategy for doing this is to get your name through as many different mediums as possible. Write blog posts, go on podcasts, write books or articles, give presentations at conferences and user groups, create tutorials, contribute to open source projects, and anything else you can do to make your name out there.

Since marketing itself is not the subject of this article, I won't go into the details here, however, if you are interested in learning more about marketing as a software developer, you can check out the article on the topic, or you can check out my How to Market Yourself the Way a Software Developer if you want to do a real in-depth approach to the topic.

Just remember the work you did better to market yourself and build your reputation, the easier it will be for you to negotiate. This may even be the most important factor. I've worked with software developers who have been able to radically double their salaries based on their salaries and just build some personal brands and reputations.

How you get a job is extremely important.

The second biggest factor influencing your ability to negotiate a salary is the way you work. There are many different ways to find a job, but not all of them are created equal. Let's look at a few different ways you might get a job.

Many young job seekers are afraid to negotiate salaries, or negotiate unconvincing prices, because they don't know the market. Therefore, you must first know the region you are in and the average salary value of the job in the overall job market.

The best way to negotiate a salary is not to say what you expect first, and let the company make a bid. Because the first bid will form an anchoring effect. That is, the price you offer may become a ceiling, and the interviewer will start a downward negotiation strategy based on the price you offer.

If you encounter such a situation, you should also give yourself a bottom line, and the Spring Yuan Line is the least acceptable price. If the price offered by the other party is much lower than expected, it is basically equivalent to the cognitive gap between the two parties is too large, and they can directly express their attitude, but do not directly say no, but euphemistically say that it does not meet expectations.

For example, if you are interviewing for a job that does not mention graphic design skills, but you understand that the company also needs such skills, and if you can use Photoshop and Illustrator to a certain level and be able to support such tasks at the same time, it can be a value-added condition. If your skills are rare, or if you are a scarce talent in the market, you can take the lead in salary negotiations even if you are a fresh graduate. Because if you refuse, it will be difficult to find the next candidate, and the company will be willing to compete with you at a more competitive price.

Therefore, the easiest way to understand the company's ** can be to directly ask what the salary range of this position is during the interview stage. Rather than directly stating an exact number, the interviewer is more willing to disclose the interval value.

1. Don't underestimate the first preparative, non-hostile meeting of labor and management representatives, and use this opportunity to lay out the ground rules for future talks;

2. If the employee has a high evaluation of the president, you can consider letting him participate in the meeting;

3. To the extent permitted by law and etiquette, carefully understand the situation of each member participating in the labor negotiation;

4. Treat negotiators as evenly matched opponents and don't despise them;

5. Carefully make minutes of each meeting. Because detailed notes can be very useful for initial and subsequent negotiations;

6. Maintain close contact with those who are most affected by the contract and who have the best knowledge of the issues discussed;

7. If the negotiation breaks down, you can consider mediation by **.