How does
school recruit students talk about salary with HR?
I have worked in the field of human resources for ten years, and have worked for three fast-growing technology companies, Tesla, Amazon and Didi.
Today, from the perspective of a professional HR, we will help you pass the interview more smoothly and establish a scientific concept of salary.
The first one I sum up as cleverness.
To give you four examples: First, I believe that the company is very formal, will be based on my ability to give a reasonable salary.
Two, I don’t have a high salary requirement, and I can afford my life.
Three, I don’t care now, the more important thing is to exercise my ability.
Four, I have not thought about this problem, job opportunities are more important to me. I believe you have seen
these four answers in different interview books or experience sharing.
But they are not good answers for the interviewer.
These answers will make it easy for the interviewer to see that you are avoiding the question and don’t want to give a positive answer.
Because salary is an issue that everyone must consider when changing jobs, but the priority is not the same for different people, but even for you, salary is the least important factor when changing jobs, you must have thought about it.
Sideways avoidance will not achieve your goal, but will leave an insincere impression on the interviewer.
The second typical mistake, I summed up as talking about feelings.
Let me give you three examples: First, life in Beijing is very stressful. Of course, the higher the better.
2. I just came to Beijing with my girlfriend. She doesn’t have a job yet. I hope there will be a higher salary increase.
Three, I really like your company, I really want to come, I can not pay.
These examples all have one thing in common, that is, the reasons mentioned are not very relevant to the work, and they are not the reasons for the company to recognize you.
That is to say, it is not the reason why the company pays you.
In the working environment, objectivity, rationality, calmness and professionalism are the key words we often mention, especially in the first interview with the company, too much mention of emotional factors will leave a less professional impression.
I want to focus on the third sentence, which means “I really like you guys. I really want to come. I don’t need a salary.”.
This sentence actually has a strong sense of routine. Maybe the interviewer listens to it several times a day, so he may not be able to move people. On the contrary, it is easy for the interviewer to feel that you are playing tricks on me.
And this sentence itself has no meaning, because for the company to use the right talent, and pay a reasonable cost for it, is the embodiment of a company’s professionalism.
The regular company will not appear not to give money this kind of situation, also will not be greedy for cheap to use a person who does not want the salary, but the ability is not good.
Because the company has to pay more training costs, but also bear the risk of not achieving the goal.
So compared with the cost of salary, it may not be worth it.
The third classic mistake is called being unprofessional.
Let me give you five examples: the first example, I will hear someone say: everyone said that a jump slot will rise at least 30%.
So, I expect an increase of more than 30%.
Let’s analyze this sentence.
First of all, the 30% increase is actually a relatively high increase, not the average situation of the market, not to mention at least such a situation.
Secondly, the more important thing is that everyone says what I say, such a way is not a good way of expression, not a professional way of thinking to analyze the problem.
Therefore, this sentence will show that you are not very professional. In the
second example, I will hear another way of speaking. When I
graduated, I set a goal of working for five years and earning thirty thousand yuan a month.
Now, I have been working for five years, and I hope to earn thirty thousand yuan a month.
Let’s analyze it. This sentence is a personal plan. There is no problem with a personal plan.
You can plan to earn thirty thousand a month for five years, or you can plan to earn one million a year for ten years.
But this plan is not the reason for the company to give you such a reward. The
third example.
I will meet some people who ask for a very high increase.
For example, I want to double my salary, or I expect 50% or even higher, but I don’t explain why.
Whether the increase is doubled or more than 50%, it is an unconventional requirement.
When we make an unconventional request in the workplace, it’s best to accompany it with a reason to support it.
In the interview, if you don’t mention the reason, you will probably leave a bad impression that you are looking at money when you change jobs.
Every time I come across this kind of answer, I will ask, then why do you expect such a high increase. I
often encounter situations where I can’t give any reasonable explanation at all, which is even more unprofessional. The
fourth example.
Some people will show inconsistency in the interview.
For example, when I first mentioned the reasons for changing jobs, I said that what I value more is a better job platform, I want better development opportunities, and salary is not important.
But when we talk about salary expectations later, we give a very high figure, a very high demand for an increase, which will actually have some contradictions. The
fifth example.
I will meet some people who are very difficult. When it
comes to this topic, I feel embarrassed and nervous, but this is totally unnecessary.
You don’t feel embarrassed when the interviewer asks this question, do you? By
extension, this is somewhat similar to talking about salary increases at work.
I often meet some people who say that I am embarrassed to ask my boss for a raise.
In fact, on topics like this, we need to maintain professionalism. We need to strive for a reasonable return for the value we provide.
With such a professional attitude, it is easier to deal with such problems.
Showing nervousness will make the interviewer feel that you are not confident enough. Talk
with HR about the basic concept of salary 1: Understand the basic logic of enterprise salary 1. Formal companies have their own salary structure, that is, based on different positions and different ranks, there is a corresponding salary range.
In general, before the recruitment is confirmed, there will be a clear positioning within the enterprise, and there will be a set salary range corresponding to the position and level that need to be recruited. When the enterprise selects resumes, it will look for matching resumes corresponding to the job requirements.
Then through the interview, to assess what position you correspond to in this level, such as the top in this level, or the middle, or just enough to reach this level, which also determines what kind of salary you will be given in this level range; 3. Why do you need this structure?
Because this is the best way to maintain fairness within the company.
Everyone’s historical salary is caused by many reasons. If a company sets its salary on the basis of everyone’s historical salary, the internal fairness will be broken.
I’m sure you don’t expect to see unfair pay in your company. Talk about the basic concept of salary
with HR 2: Understand the total package of salary. The second concept is the total package, that is, the total package of salary.
Let me give you an example.
I often hear a reply in the interview that my monthly salary is twenty thousand now, and I expect a monthly salary of twenty-five thousand.
This is a common way to answer, but in fact, this answer is not very rigorous, and sometimes, it will even pit itself.
Because what you can get from a company is not just a monthly salary, but a total package. So what does the
total package include?
We have two dimensions to do the decomposition. In the
first dimension, the total package can be divided into cash and non-cash components.
The cash part can be further divided into fixed part and non-fixed part. The
fixed part refers to the regular, fixed monthly salary, while the non-fixed part may include final figures such as year-end bonuses and quarterly bonuses, which are calculated based on performance results. There are many forms
of non-cash, which may be dividends, stocks, or options that many start-ups may give.
There are also some companies that will give a variety of benefits.
For example, some companies will provide some non-cash benefits, such as cars or apartments.
These are actually part of the total package.
In the second dimension, we can break down the total package into short-term income and long-term income.
Short-term income refers to the current, this offer is included in the content; long-term income refers to the future growth in terms of salary after entering a company.
For example, the method of annual salary adjustment, the method of salary incentive for employees, and the method of increasing option equity for some employees in the future may also have a great impact on the future benefits you can get in this company.
Based on the two forms of decomposition just now, we can clearly see that what we can get in a company is not just the current monthly salary, which is a simple concept. When
we answer this question, when we calculate the current salary, you need to calculate it according to the total package.
Correspondingly, when I put forward my expectations, I should also express them according to the total package, so as to be more comprehensive. Talk
to HR about the basic concept of compensation three: value scarcity. Let’s go back and mention an example at the beginning.
Some people will ask for a high salary increase in the interview, but they will not give a reasonable explanation.
So what kind of reason is reasonable?
The most important thing is the value you can provide to the company.
And this value is needed by the company.
At the same time, such value is affected by another factor, that is, the scarcity of value.
Simply speaking, it is the relationship between supply and demand in the market.
This is often mentioned in many career planning, and we all encourage you to look for some sunrise industries in the future, which is the reason.
Because the sunrise industry is developing faster and there is more demand for talents.
In the early stage of the development of this industry, it is often difficult to keep up with the talent reserve.
The corresponding salaries of these people will be higher.
We can see that in recent years, some areas where the Internet and traditional industries have developed vigorously need to understand both the Internet and some traditional fields.
With the development of these fields, we may encounter the situation that there is little talent reserve in the early stage, so the supply and demand relationship may be more inclined to the talent side, and the corresponding salary may be higher. Talking about the three basic principles of salary
with HR, we have just introduced three basic concepts.
The first is the salary logic of the enterprise, the second is the total package, and the third is the principle of value and value scarcity.
Based on these three basic concepts, we can draw the following conclusions.
First, we don’t need to worry about saying our salary expectations in the interview.
Because the enterprise side naturally has its own measurement, its own salary structure, and its own logic of salary setting. The
second conclusion is that the expectations we give must be justified.
The core reason is what kind of value you can bring to the company and the position, and what kind of salary recognition this value will get in the market. The
third theory is that the salary expectation you mentioned is not just a monthly salary, but a total package.
Based on the above analysis, let’s take a look at how to answer the question of salary expectation in the interview.
I broke the answer down into three steps.
The first step is not to answer in a hurry. Let’s ask the other party about the salary structure of your company.
The second step, after getting the other party’s salary structure, do not rush to answer, we also need to further understand what kind of salary growth space will be in this company in the future.
The third step, based on the above two points, considers the possibility of current and future development, calculates the current salary expectation, and gives the appropriate basis.
Especially when your salary expectations are higher than current salary increase, it is recommended to take the initiative to put forward the reasons why you give such expectations. The core content of
this reason is what kind of value you can bring to this position in this company, and what kind of salary recognition this value will get in the market.
How to accurately assess their own value?
How do you know what kind of salary recognition your value can get in the market?
Then we basically have two core methods.
The first thing is that we need to do a basic survey, which may include the following types and directions.
The first is your current salary and your future growth in the current company.
The second category is the students who do the same type of work as you. They may be scattered in different companies now. What is the salary situation in these companies. In
the third category, we can actually learn some public information on the Internet, some salary information of the target position you expect. When
these companies advertise for jobs, many of them will indicate their salary range.
Fourth, there are some public information in the market, such as companies at the level of BAT, whose salaries are relatively open in the market.
We can find some information for reference on many platforms, such as Zhihu.
Fifth, if there is a channel, you can talk to headhunters, because they usually deal with different candidates and different companies, and have a clear understanding of the salary in this market.
Based on the five types of channels just now, if you do enough research, you should basically be able to get a clear understanding of the value of a salary return that you can provide in the market.
The second type of channel is that we need to understand the scarcity of our own value, which is based on our judgment of big industries and industry trends. Is
your industry a sunrise industry? What is the situation of the people with your skills in the industry? You can estimate the talent reserve. If
your former colleagues leave the company, what kind of company will they go to and what kind of position will they get? What kind of salary and salary growth space
they may have is also a reflection of the development and trend of the industry.
At the same time, for the understanding of their own industry, we can also ask some professionals, or we can look for the number of companies recruiting similar positions and open positions on the Internet. These are also public information. We can make a general judgment. In addition, we can also analyze it. Do you have some unconventional special abilities that are applicable to the other company.
For example, you may apply for an Internet financial company, which needs both financial and Internet skills.
But in fact, in the market, there are relatively few people who have the ability, knowledge reserve and experience of these two industries at the same time. If you are an Internet industry practitioner, but you are very interested in finance, you often do a lot of financial management, and you also pay close attention to the trend of this industry.
Read a lot of books, and even go to test some certificates, then these information should be better, some support for your own special ability, these can be put forward in the interview, as a basis for your salary expectations. What should I do
if the salary offered by HR is lower than expected?
Finally, let’s take a moment to look at a possible situation, that is, the salary offered by the other party is lower than salary expected by you.
What about this situation? How can we possibly deal with it.
First of all, it is suggested to ask the reason and how to get such a salary.
Why it’s below your expectations.
We can take some targeted actions based on each other’s reasons.
For example, maybe the other party mentioned that the salary is based on the structure of the interview. During the
interview, we think you may have some shortcomings in some abilities.
If you actually have a good accumulation of this ability, it may be because the interview time is relatively short and there are not too many opportunities to show it. You can fight for it at this time to better show your ability in this area with the other party. This is the first way.
The second method can also be calculated from the perspective of total package. Let’s evaluate the relationship between the current cash part and the non-current part and the future growth.
It is possible that the current salary given to you can not meet the current expectations, but the future growth space is relatively large, so I also suggest that you can consider this opportunity comprehensively.
Third, we can evaluate the priorities of the requirements of the new job.
For example, the job content opportunity that this new job brings to you is a very rare opportunity. You may learn an ability that you are looking forward to accumulating in this position, and this ability can help you grow faster in the future. On this basis, you may have to rethink. If the salary does not meet your expectations for the time being, is it an acceptable reason.
If the current job gives you the opportunity, in terms of job content and ability training, and at the same time does not give you the corresponding salary expectations, it may not be a new ideal job choice.
Fourth, we can also prove ourselves quickly after entering the post and make further reasonable demands.
After all, the interview is a very short process of getting to know each other. For both sides, it is a very limited opportunity. After you have fully considered it, if you decide to accept the current offer, you can ask HR at this time whether it is possible after the entry. We evaluate your ability as soon as possible through the use period. If you can show such a performance beyond their expectations, is there room for improvement and can you adjust your salary.
Sometimes, there is room for this in some companies. In
such a space, we can communicate with HR or your future direct manager in advance at the beginning, which will also help the other party to better observe your performance during the probation period.
. Focus on not getting lost ~
