Urgent Questions: How to negotiate salary with HR during an interview

In fact, things are relatively simple, and the interviewer generally thinks that there are three kinds of abilities, and the ability is below the required salary, above, about the same. If you have a strong ability, you can directly involve the salary issue and ask for the price, but don't ask for the price. If the ability is relatively weak, then it really depends on the face of the company, and you should thank God for giving a chance and a platform.

In the end, it's pretty much the same, it's a little more professional here, to make others feel that you are a very subtle and capable person, and the salary is naturally easy to negotiate. How to introduce the salary range is simpler, and directly ask about employee benefits and the like can naturally turn to salary. Finally, remember that HR hates self-righteous people, even if you are very capable, but HR also hates those who are not too sullen, because the interview is when you show your ability, if you twist and pinch, then it will really hang up.

I always quote my salary and benefits directly. as a kind of information sharing. But when I asked about personnel in turn, they didn't say it directly.

My point is clear, first I will give you very useful information and your company. Second, the salary you give is lower than my current one, please take a detour, I don't stay here, I want to continue to the next family.

For example, if you are looking for a job online, many platforms will provide all the information about the company, including the salary of the position and the job content, so you should understand the information before applying for the company. Avoid blindly going on a trip, and finally have not applied for it, and now many companies attach great importance to academic qualifications, the higher your education, the higher the salary.

The issue of salary should be discussed normally, and it is better to give a specific figure, never a range. If you just give a range, the company will give you the minimum wage.

When the interviewer asks about salary, you can say what you think, and you can say as much as you want your salary.

During the interview, the question about the horoscope is definitely a question that cannot be bypassed, just say what you really think, but remember that you must not be too high, too unrealistic, otherwise, the interviewer will easily dislike you, and the interview will fail.

It should be to talk directly to the other person. You should also tell each other about your own standards or your own ideals, so that you will have a particularly correct salary.

It is understood that when HR interviews HR, they talk about these skills before and after salary:

1. Before the interview, you must first understand the salary level of your peers.

For example, if you want to be an HR manager, then you must first know what kind of salary the staff who are engaged in the HR manager can get, and you can also ask the friends around you who are engaged in the job, so that you can have a reference value in the salary, and then make an assessment of your personal ability and professional ability, and then talk about the salary in order to go up and down. If you feel that your ability is slightly lacking, then try to ask for an average salary, the most important thing is to find a good development platform first, and then continue to improve your professional skills through follow-up efforts.

2. Know yourself and your opponent, and you must understand the salary level of the employer.

Talking about salary with the interviewer, in addition to judging your professional ability, you also have to understand the salary standard of the employer in advance, the salary range given by the recruitment platform can be used as a reference value for us to talk about salary, however, in order to attract more job seekers to submit resumes, HR will generally inflate the salary target, for example, if you want to interview for a copywriting planning position in a certain company, the salary information given by the recruitment information is 4000-6000, then you can set the expected salary to 4500— 5500, if the interviewer recognizes your ability to do the job enough, but wants to lower the salary, then at least take care of your "expectations", at least not use the salary of 3500 to send you away.

3. Talk to the interviewer about the salary, and it is best to let the interviewer speak first.

Before entering the formal interview, most HR will ask the job seeker to fill in the interview**, which will involve the job seeker's work experience, learning experience and other information, of course, will also have an understanding of your last job, or even the salary of the previous jobs, in fact, at this stage, the employer has occupied the initiative, because they want to refer to the salary offered by your previous company, and the reason why the job seeker changes jobs must be dissatisfied with the existing treatment, in order to turn passive into active, Job seekers can appropriately mark up the salary of their previous job, and if they feel that it is dishonest to do so, then they can write the word "confidential", and the employer will generally not delve too deeply into this issue. In the process of negotiating salary, we must strictly guard our own line of defense, and it is best not to be randomly broken by the interviewer, but let the interviewer first introduce the salary structure of the position, so that we can better deal with it.

When HR interviews HR, it is understood that they have these skills before and after talking about salary, and they will understand the salary level of their peers before the interview, and they must know themselves and each other in order to survive the battle, and secondly, they must understand the salary level of the employer. When talking about salary with the interviewer, it is best to let the interviewer speak first. We must strictly guard our own line of defense, do not be broken by the interviewer at will, you can first ask the interviewer to introduce the salary of the position, so that we can deal with it flexibly.

Although they are all one position, the salary will still be determined according to the company's salary for this position, or your ability, which can only be said that HR can have more relevant topics and professional understanding when meeting HR.

It's generally very straightforward when talking about salary, because they all know what it's like.

They're going to talk about salaries, and they don't talk about it, so we don't understand.

Talking to HR about salary and benefits is an important part of the interview process, and the following points need to be noted:

1.Know your market value. Before the interview, you can understand the average salary level of the same position in the same industry and the company's salary system, so that you can be more aware of your market value, so as to better treat the salary and treatment issues.

2.Get informed. During the interview, you can first ask about the company's expectations for the candidate's salary and benefits package, which can help you understand the company's compensation system and the salary level of the position.

3.Master negotiation skills. When negotiating, you can use the "package" strategy, i.e., consider the compensation and benefits as a whole, rather than discussing them individually, to make the negotiation more flexible; When arguing with peers, don't rush to make a statement, but weigh the pros and cons calmly and rationally to find the best solution.

4.Show your worth. You should highlight your value in your work, demonstrate your ability and experience, and make HR aware of your value, which can help increase your bargaining chips.

5.Pay attention to attitude. During the negotiation process, you should establish a good communication and trust relationship with HR, maintain politeness, patience and self-confidence, and actively listen to the other party's opinions, which will help to establish a good relationship of integrity and cooperation between both parties.

In short, when talking about salary and treatment during the interview, you need to be prepared to grasp the information, grasp the negotiation skills, show your own value, and pay attention to your attitude, and comprehensively consider your own interests and career development prospects to get better job opportunities.

Talking to HR about salary and treatment during an interview is a sensitive topic that needs to be carefully considered. Here are a few suggestions to help you behave confidently and professionally in the process.

1.Research the market**.

Before the interview, some research should be done to determine the salary level in today's industry. Understand how factors such as location, experience level, type of role, and more affect salary. Using the results of the study as a reference can help us better evaluate our own value and provide a basis for subsequent discussions.

2.Determine your salary expectation range.

Make sure you're clear about your salary and package expectations before you go into the interview. This can be determined by considering factors such as personal experience, skills, academic qualifications, and other costs of living. Setting a desired salary range rather than a specific number can give yourself some leeway to negotiate and be more flexible in negotiations.

3.Listen to HR's questions and.

HR will most likely start by asking some questions about your experience, skills, and background. When asked about salary, be honest and state your expected salary range. If HR asks for specific numbers or puts forward lower than you expected, it means that you have done your research on the market and state the considerations behind it, whether it is personal experience or other factors.

4.Don't rush into a decision.

When negotiating salaries and packages, don't rush into a decision. If you are unsure about the ** given by the bumper vertical, you can ask for more time to consider it. During this time, you can again research the market**, company culture, benefits, etc., so that you can make better decisions.

5.You can try to talk about other aspects of treatment.

In addition to salary, there are many other aspects of treatment that can be discussed. This includes flexible working hours, training and learning opportunities, health insurance, benefits, and more. If the company can't offer the salary you want, consider talking about other forms of treatment.

Finally, be sure to take care to appear professional and assertive, and avoid being too tough or compromising. Only through clear communication and understanding of the needs and constraints of both parties can a satisfactory outcome be achieved.

Talking to HR about salary during an interview is a very important part, and here are some suggestions:

1.Understand the market first**: Before the interview, understand the salary range of the same position in the current market, which can make you more confident in negotiation. You can search for salary surveys on the Internet or refer to the salary packages in the job advertisement.

2.Don't talk about salary just yet: Don't rush to talk about salary early in the interview.

HR will get to know your skills, experience and value before discussing the salary. If the first thing HR asks you is salary, you can euphemistically say that you want to know more about the job and company culture first, and also want HR to tell you about the company's budget and salary package.

3.Be clear about expectations: When HR starts asking about salary ranges, you need to be clear about your expectations.

To give HR a more precise number, taking into account your experience and the market**. However, you also need to be aware of the minimum wage package you are comfortable with, so that you can compromise if necessary.

4.Emphasize your value: Finally, you need to emphasize your skills, experience, and values, and explain to HR what you can contribute to the company. This allows HR to understand the value of your peers in the position, and may be willing to offer you a higher salary.

When talking about salary and benefits in an interview, you need to time and do it in the right way to ensure that you present your needs and values in a sensitive and efficient way.

Here are some suggestions that might help:

Understand the market** and the company's salary: Before the interview, you can understand the market** and the company's equivalent salary and benefits level in order to arrive at a reference level. Understanding this can explain your expectations in an objective way and can avoid asking for too high or too low a salary.

Wait until the opportunity is right: Start by focusing on the interview process, the interviewer's questions and try to show your abilities and interest in the position, it may seem too urgent to mention salary and benefits early in the interview, so it's best to wait until the interview is over and make sure the company is interested in you before talking about the benefits and salary.

Ask the other person about expectations and room for negotiation: You can ask the interviewer about the company's range of expectations and room for negotiation to see if you can meet each other's expectations. This can also create an opportunity for a mutually negotiated atmosphere between you to negotiate an appropriate salary and benefits package.

Emphasize effective business value: Explain your differentiation in the company, the potential and experience you have, and how you can gain the value of the company's culture and team success, show your market value to the company, and better negotiate for yourself in higher salaries and packages.

Accept immediate feedback: Salary and package negotiations with HR may require many meetings and further consultations, but the initial negotiation in an interview can sometimes leave a strong impression on HR, so accept immediate feedback and any information you can provide.

The most important thing is to remember to express your needs in a confident and rational way. Seeing yourself as a producer of business value, combining your personal interests with the needs of your company makes it easier for you to negotiate effective compensation and packages with HR and reach a mutually satisfactory agreement.