????很久沒有找新工作了？如果是的話，最近求職方面的許多變化可能會讓你大吃一驚。首先，尤其是在會計、金融、市場營銷和IT等人才競爭異常激烈的領域，相比幾年前，求職者可以更快找到工作。因此，越來越多的面試官也會更早就談到薪酬問題。

????據全球員工安置公司羅致恒富（Robert Half International）最近進行的一項調查顯示，70%的招聘經理表示，他們歡迎在第一次或第二次面試時談論薪酬問題，這個比例創下了歷史記錄——以前，過早談論薪酬問題會導致求職者被打上粗魯或饑不擇食的標簽。

????此外，調查顯示，求職者盡早詢問薪酬不會帶來什么損失：有92%的招聘經理表示，他們不會因為求職者這么做就認定他們不合格。

????羅致恒富高級執行總監保羅?麥克唐納德表示，出現這種現象的原因在于“激烈的人才競爭。為了搶在競爭對手前面找到合適的才人，各家公司都壓縮了招聘的時間。為了節省時間，招聘經理會盡快提出薪酬和福利條件。”

????在某些方面，這種做法會顛覆傳統的求職觀念。比如，以前面對“你的工資要求是多少”這樣的問題，精明的求職者會盡可能拖延回答。這其實是一種談判策略，以避免自己所說的數字低于雇主本計劃提供的薪酬。

????但現在，麥克唐納德建議采取另外一種方式，一種可以幫助加快面試進程的方式。他說：“你應該立刻盡可能精確地回答有關工資要求的問題。可問題是，太多求職者在面試時并不知道到底應該如何回答。”

????因此，求職者首先必須了解自己目前賺取的福利（不僅是工資）的美元價值；其次，進行大量調查，根據工作所在的地理區域和公司類型，確定這份工作的市場價值。

????然后，如果面試官提出工資要求問題，麥克唐納德建議：“陳述一下自己了解的事實，并且可以這么說：‘我希望我的工資要求符合您心目中的標準。’在這個階段，你要表現得靈活一些，要說明相對于薪酬，自己對這份工作以及之后的職業發展更感興趣。”

????他補充道，求職者如果認為招聘經理提出的工資過低，不必氣餒。麥克唐納德說：“你還可以與公司談判，要求提前績效評估、激勵獎金或其他額外福利，比如更多休假時間或健身會員等。當然，求職者得等到自己得到工作邀請之后，再來討論這些問題。”（財富中文網）

????譯者：劉進龍/汪皓

????Haven’t looked for a new job in a while? You might be surprised at some of the ways job hunting has changed lately. For one thing, especially in fields like accounting, finance, marketing, and IT where competition for top talent is intense, getting hired is often a lot faster now than it was a few years ago. So more interviewers are talking about compensation sooner.

????A record high 70% of hiring managers now say they welcome salary discussions as early as the first or second interview, according to a new survey by global staffing firm Robert Half International—a far cry from the days when talking about money so soon marked a candidate as crass, or desperate.

????Moreover, the poll suggests that applicants have little to lose by asking about pay up front: 92% of the hiring managers said they wouldn’t disqualify an applicant for doing so.

????The reason is “a very real war for talent,” says Paul McDonald, senior executive director at Robert Half. “To get the right people before their competition does, companies have compressed the time involved in hiring. They’re bringing up salary and benefits right away in order to save time.”

????In some respects, that is turning conventional job interview wisdom on its head. Remember, for instance, when canny candidates put off answering the “What are your salary requirements?” question as long as possible? That was partly a negotiating ploy, to avoid naming a figure that might be lower than what the employer planned to offer.

????These days, McDonald recommends a different approach—one that helps speed the interview along. “You should answer the salary requirements question right away, and as accurately as possible,” he says. “The trouble is, too many candidates go into interviews not knowing how to answer it.”

????That takes, first, understanding the dollar value of the benefits (not just salary) you’re earning now; and, second, doing lots of research on the market value of the job you’re after, in the geographical area and the type of company where you’re applying.

????Then, when an interviewer asks, “state the facts as you know them,” McDonald advises, “and say something like, ‘I hope that’s in line with what you have in mind.’You want to appear flexible at this stage, and make it clear that you’re more interested in the job and the career path than the compensation.”

????Don’t be put off, he adds, if the hiring manager mentions a salary that you think is too low. “You can usually negotiate for an early performance review, incentive bonus, or extra benefits like more vacation time or a gym membership,” McDonald says. “But those discussions don’t start until after you get the offer.”