作為HR肯定是需要站在企業(yè)的角度考慮面試者的薪資問(wèn)題。當(dāng)然，過(guò)分向企業(yè)傾斜，給予面試者較低的薪資，并不是一件好事，員工也是個(gè)聰明人，當(dāng)員發(fā)現(xiàn)異常，肯定會(huì)對(duì)企業(yè)有所抱怨，甚離職，得不償失吖。所以，作為HR，薪資問(wèn)題必須找到一個(gè)平衡點(diǎn)，雙贏是好的結(jié)果。那你怎么跟公司談薪水呢？你怎么能得到讓你滿意的答案？

As HR, it is necessary to consider the salary of the interviewer from the perspective of the enterprise. Of course, it's not a good thing to lean too much to the enterprise and give the interviewer a lower salary. The employee is also a smart person. When he finds something unusual, he will complain to the enterprise and even leave the company. The gain is not worth the loss. Therefore, as HR, the salary issue must find a balance point, win-win is a good result. How do you talk about salary with the company? How can you get a satisfactory answer?

1.說(shuō)出自己的薪資需求，直接詢問(wèn)企業(yè)相同崗位待遇，在說(shuō)出自己目標(biāo)薪資的時(shí)候，可以主動(dòng)詢問(wèn)面試官，企業(yè)有關(guān)崗位的日常待遇，這樣也可以做出心理的薪資預(yù)估，讓自己心理在報(bào)薪資的時(shí)候有個(gè)參考與面試官談薪資的時(shí)候，直接可以說(shuō)出上一家工作的薪資，然后談現(xiàn)在目前的薪資需求，看看面試官的反映，然后在作出相關(guān)的判斷。一般企業(yè)除了基本的薪資以外，還會(huì)有一些福利，這些問(wèn)題也能夠問(wèn)清楚，這樣自己在日后工作薪資結(jié)算中，也能夠一清二楚。

1. State your salary needs and directly ask about the same position treatment in the enterprise. When you state your target salary, you can take the initiative to ask the interviewer about the daily treatment of the relevant position in the enterprise. In this way, you can also make a psychological salary estimate, so that you can have a reference when you report your salary. When you talk about the salary with the interviewer, you can directly say the salary of the previous job, Then talk about the current salary demand, see the response of the interviewer, and then make relevant judgments. In addition to the basic salary, general enterprises will also have some benefits. These questions can also be asked clearly, so that they can be clear in the future work salary settlement.
             

2.活用區(qū)間談判法談到工資上限,(適用非初級(jí)崗位的跳槽人士),簡(jiǎn)歷上寫上“期望薪資”，不要寫一個(gè)孤零零的數(shù)字，而是寫一個(gè)工資區(qū)間。讓新東家知道你對(duì)自己有明確的市場(chǎng)定位，同時(shí)無(wú)形中淘汰了大量的騷擾電話、低質(zhì)企業(yè)、低薪崗位，而且在面試后的薪資談判中增加了砝碼。如果你和HR談工資過(guò)程中，HR沒(méi)有提到“你的期望有點(diǎn)高，要向公司申請(qǐng)”的話，ta自己就可以做主，說(shuō)明你沒(méi)能爭(zhēng)取到該職位預(yù)算區(qū)間中高的工資。面試時(shí)，你可以根據(jù)對(duì)這家公司的整體感受、面試中自我發(fā)揮的水平、這家公司該職位的實(shí)際要求，以及你對(duì)剛剛見(jiàn)面的HR和部門主管的喜好程度等因素，自我綜合評(píng)估，選擇區(qū)間中的更具體的位置，告訴對(duì)方你的期望薪資數(shù)值。

2. Use the interval negotiation method to talk about the wage ceiling (applicable to job hoppers in non junior positions). Write "expected salary" on your resume. Don't write a lonely number, but write a wage range. Let the new owner know that you have a clear market positioning for yourself. At the same time, you have virtually eliminated a large number of harassment calls, low-quality enterprises and low paid jobs, and added weight to the salary negotiation after the interview. If HR doesn't mention "your expectations are a little high and you need to apply to the company" in the process of salary negotiation with HR, TA can decide for itself, which means that you can't get the high salary in the budget range of the position. During the interview, you can make a comprehensive self-evaluation according to the overall feeling of the company, the level of self-development in the interview, the actual requirements of the position in the company, and your preference for the HR and department head you just met. You can choose a more specific position in the range and tell the other party your expected salary.

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