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1. The first thing you need to evaluate is your own value. Can be evaluated from the following items:
(1) Average wage level by industry and occupation
Understand the most basic industry wage gradient and occupational average wage, as well as evaluation channels: salary publishing agencies, salary exposure, intellectual classes and other apps and websites.
Note: Please pay attention to the income difference between cities. For example, the salary of the same position in Shenyang is basically less than 60% of the salary of the same position in Beijing.
(2) Working years
General working years can be increased by 5- 15% compound interest every year, which can be converted.
Note: Irrelevant work experience has no conversion value.
(3) Comprehensive ability
Compound ability represents your multiple combination ability suitable for work. For example, if you are a code farmer, but you know design, then you can obviously adapt to more jobs, or if you are a salesman, you also know brand operation and marketing. You can ask the company to pay for your extra abilities.
Note: the premise is that this ability is useful to the company and the company cares.
(4) Company and project background
This is a point to widen the gap. Take someone as an example. Although not from BAT company, I have relatively good experience and experience in participating in key projects of national industrialization and integration, so I can basically choose my job and salary freely. Generally speaking, the experience of a good project is greater than the background of a good company, because there are many people muddling along in big companies. Even if they don't make a real contribution to a good project, they can still get to know the successful methodology of the project. At this point, the valuation is more difficult. I suggest you don't set it easily, but observe it according to the fit between the target company and the projects you have done. Otherwise, if your project is successful again, but it has little to do with the new company, there is no need to say it.
Note: I suggest that you really have project experience before writing it in your resume, and don't mention scraping, otherwise HR will ask this question back and forth, and the experience is easy to find and not true.
(5) Educational experience and resources
Generally speaking, for the same job, the salary with higher education is higher than that with lower education. This is the legacy of the current situation of the country and the concept of academic worship, and it is also accepted by most enterprises. Generally, when recruiting fresh graduates and jobs with less than three years' work experience, we pay more attention to the next thing-resources.
Resources refer to the favorable resources accumulated in your work, including contacts, project experience, sales opportunities, sources of funds, and even competitor information. This information is often more convincing and will greatly enhance your bargaining space.
Through the above information, I believe you can basically estimate your basic value, but I still suggest you consult the relevant forums. Many HR websites have detailed salary plans, but you still can't find them. It is also a good choice to find an HR friend to sit down and chat.
In our work interests, salary is actually only a small part of the salary system.
(1) salary composition
Welfare: five insurances and one gold stipulated by the state (used to see whether the company is standardized)
Personalized benefits: accommodation subsidies, holiday gifts, commercial insurance, annuities, holidays, etc.
Culture: the system is complete, the first 2 years 1 year.
Environmental and cultural atmosphere: group building activities, gyms, etc.
(2) Options and stock rights
Internet companies and fast-growing companies will also give employees options and equity incentives. Yes, you are the boss.
Through this explanation: 1, the company has developed well and has reached a considerable stage. 2. It is still developing rapidly and needs to be bound by the interests of the team. 3. The management is willing to share the growth of the company with the team.
Let's make a choice:
Case 1: The monthly salary is 5K, five insurances and one gold, overtime pay for holidays is two to three, paid annual leave is seven days (increasing year by year 1 day to 15 days), free brunch, free travel, holiday benefits, free public transportation, reimbursement of children's education expenses and so on.
Case 2: The monthly salary is 6.5K, there is no provident fund for five insurances, no overtime pay, 5 days paid annual leave (no increment) and no other benefits.
Which one do you like?
Without reference to the company's development prospects, personal preferences and other factors, I believe most people will definitely prefer the first one. Although 1.5K is missing, the company is obviously more formal and important. The complete welfare system reflects the company's humanistic care for employees and is more valuable in enriching employees' job satisfaction.
3. Salary negotiation is essentially business negotiation. If we don't use appropriate strategies, you will never be able to negotiate salary with the new company gracefully and tactfully.
Before the negotiation. First of all, before we say anything, you should know that the average salary increase for each job-hopping is at least 15%, and this salary increase can offset the risk cost caused by job-hopping. If it is lower than this value, there is absolutely no need to jump unless you change your occupation or industry. Secondly, you should do a good job in shaping your personal image. The image of being personable and well dressed can, to a certain extent, increase the impression of the other party on you. More importantly, a good appearance shows that you are not in economic crisis, and you have enough time to choose a career, which is particularly important in negotiations. Finally, we must do a good job of investigation in advance. This company's reputation, salary level, employees' working status, and even the boss's style, preferences and past experience can be inquired as long as you are careful. After all, the circle is so big that you can just listen to anything. Know yourself and know yourself, and fight every battle!
Under negotiation.
(1) Don't take the initiative to ask the other person questions like how much I am worth, what is the salary budget for this position or the approximate range of your salary. This first exposes the weakness that you don't know the salary of the other company. In order to avoid this situation, first ask the other party's welfare system, holiday benefits, overtime expenses, etc., and then infer the strength of the company through these benefits, and then confidently give your own price (according to paragraph 65438+)
(2) You should tell the other party that your confidence in your own price (provided that the price is not much different) comes from the evaluation of the overall salary, your own strength and market demand. I believe that at this level, HR will basically stop pestering you. He should understand that you are not a fool, and the rest is decided by the relevant leaders. HR can't decide your salary. As for whether the leader will accept this price.
After the negotiation.
(1) Don't put all the apples in one basket. Trying more companies can make you more familiar with this job.
(2) Don't accept the counter-offer easily. Your value should not be easily reduced. You have to let your opponent know that you can use some small strategies in this regard, so I won't say this.
Finally. In fact, when we have experienced more and interviewed more, in fact, many problems and experiences can be explored slowly by ourselves. I've only seen people interview six companies a day. Although a little sloppy, you can really practice your interview skills.