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The salary level is one of the most important factors for most job seekers influencing the decision to cooperate with a specific employer. Also, according to survey results, a comfortable psychological environment, company stability and the possibility of career growth are important for professionals looking for work. But today we will talk about the salary level.
Experience shows that money needs to be "negotiated on the shore". Ideally, it is possible to agree on terms that are beneficial to both parties.
The employer decides, based on their experience, how much they are ready to offer the candidate for performing a certain range of duties. The candidate, in turn, evaluates their own knowledge and abilities. Unfortunately, the parties do not always manage to agree. The financial issue becomes the main stumbling block. Establishing communication and helping the employer and the applicant find each other is the recruiter's task. The Administrative Resource team has been successfully solving this problem for eleven years. We have accumulated a lot of experience and are ready to share it.
How an employer can determine the cost of a specialist
Negotiating the salary amount – the employer and the applicant’s point of view. Photo 1
We are regularly approached by companies that have not been able to fill a position for a long time. The project manager begins to understand the situation and finds out that the offer is "not in the market". That is, it is necessary to either raise the level of the proposed salary or hire a less experienced employee. Sometimes our clients want to get a clear understanding of who and how much should be paid today. The problem is solved by an Individual Salary Study, as a result of which the Customer receives comprehensive information about what is happening with salaries in his industry, what the latest trends are, how to form the payroll for the future period.
After adjusting the job offer, taking into account the research data, the vacancy can be filled within 2-3 weeks.
In our practice, there is a case "from the opposite", when an employee tried to increase his income, not relying on his own achievements, but by telling the employer that he pays below the market. The conducted research put everything in its place.
Why pay more?
Negotiating the salary amount – the employer and the applicant’s point of view. Photo 2
Is it worth asking a candidate about their income level at their previous job? Of course. However, people often overstate the real amounts in the hope of selling themselves at a higher price. It is much virtual phone number service more important to get an idea of the candidate's achievements, how effective they are and what benefit they can bring to the company.
To distinguish a good specialist who knows his worth from a person who is just throwing dust in the eyes, his real deeds and achievements help again. The financial expectations of applicants are overstated compared to the resume by an average of 20-25%. The desire to get as many benefits for oneself as possible is natural for all people. At the same time, only a few are ready to work for the future.
Laszlo Bock, VP of HR at Google, wrote that there were cases in their corporation when employees in similar positions received options worth $10,000 and $100,000, depending on their “value” to the company. Yes, these were exceptions to the rule, but the essence remains the same. It is fair to pay more to an effective employee.
Comprehensive information about salary, incentive system and bonuses helps the candidate to form adequate expectations and avoid disappointment. Concealing nuances is fraught with the loss of an employee, as well as undermining the company's reputation.
How should a candidate proceed?
Negotiating the salary amount – the employer and the applicant’s point of view. Photo 3
It is important to determine the size of your desired salary in order to confidently negotiate your future salary. To do this, you need to clearly understand your value in the labor market.
This can be done in three ways:
Determine the average salary on the market. Study similar vacancies of different companies (look at the functionality, not the job title), look at salary statistics on job sites. This makes it easier to understand market trends and employers' capabilities. Do not name too modest figures. Remember, it is unlikely that the employer will pay you more than what you named at the interview.
An auction is a risky tactic. You can resort to it if several employers are fighting for your candidacy. Or a "headhunter" has contacted you. The desired salary amount can be inflated, but you must be prepared to justify it with professional skills, achievements and diplomas.
Career counseling. With the help of a consultant, you can create an individual career development path taking into account the desired salary and growth stages. With the support of a specialist, the client determines current goals and the market amount of the desired salary. The educational process is also discussed, which will provide the person with the required knowledge, skills and qualities.
It is better to talk about money at the end of the meeting. An interview is like a deal. First, the terms and goods are discussed, and then - their cost. First, you need to interest the employer with your professional skills and achievements, and then talk about the price.
Negotiations are successful when the two parties - the employer and the applicant - meet each other halfway and try to reach an agreement, then a strong labor relationship is formed that brings mutual benefit.
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發表於 2024-11-10 11:17:32