????這便是我要說的最后一點：如果你說因為與公司簽署了保密協(xié)議，不能透漏工資信息，這是可以接受的。被逼無奈的時候，你可以說出這條理由，但要講究策略。正如邁克爾?沃爾夫在前面所說的那樣，關(guān)鍵不在于你說什么，而在于你說話的方式。例如，我不介意聽到求職者這樣說：“我希望能與你一起抓住這次機會，但在薪酬方面，我能分享的信息有限，因為我在加入這家公司的時候，簽署過保密協(xié)議。薪酬與獎金結(jié)構(gòu)被公司視為私有/內(nèi)部信息，公司要求我們對此保密。我知道這會給你造成一定的困難，所以我所期待的薪資是X。如果你的客戶無法接受這樣的條件，我們可以談?wù)勊麄兊念A(yù)期，但我提出的期望薪資接近我目前的工資水平，而且我認(rèn)為這是新職位應(yīng)該達(dá)到的薪資水平。如果你的客戶不能接受，請告訴我。”

????積極的一面是，與你合作的獵頭似乎是長期雇員招聘獵頭，你得到的薪酬越高，她賺得也就越多，所以，讓你得到一個滿意的薪酬，符合你們的共同利益。

????羅伯?麥克克林頓的回答，總經(jīng)理

????無論是作為求職者還是招聘經(jīng)理，我都曾遇到過這個問題。

????作為求職者，在回答目標(biāo)薪資問題時，我會這樣說：“我的總體目標(biāo)薪酬是X。”如果對方追問我目前工作的具體薪酬，我會根據(jù)經(jīng)驗這樣回答，如果稍后談?wù)撔匠陠栴}，事情會更順利。我可以通過告訴對方我的價值和滿足公司需求的能力，來解決目標(biāo)薪酬與公司開出的條件之間的差距。

????作為招聘經(jīng)理，我會毫不質(zhì)疑地接受求職者給出的總體目標(biāo)薪酬答案。如果求職者知道他們的目標(biāo)薪酬，并且給出了充分的理由，我就會尊重他們的回答。我知道其中肯定有虛高的成分，我也知道我愿意支付的薪酬。只要雙方有意達(dá)成一致，就能夠達(dá)成交易。

????雖然說了這么多，但我會告訴我指導(dǎo)的學(xué)員，如果有公司有意低估他們的價值，對這樣的公司一定要謹(jǐn)慎選擇。

????艾琳?威爾森的回答，獵頭

????作為獵頭，我會詢問每一位求職者目前的薪資待遇包括哪些內(nèi)容。我們會詢問具體的基本工資、福利范圍、福利供款、獎金結(jié)構(gòu)與年終獎金、假期、401K計劃（是否為對等繳費，如果是對等繳費，繳費比例是多少），你能否在家辦公，最后但同樣重要的是其他軟福利，例如免費用餐、辦公室按摩、通勤計劃等。

????我認(rèn)為了解這些信息非常重要，有兩個原因。首先，我有責(zé)任了解我的求職者，真實了解他們的現(xiàn)狀，以及他們當(dāng)前的目標(biāo)。作為獵頭，我們清楚所有人在跳槽的時候都希望提高薪資，而正如邁克爾?沃爾夫所說，求職者得到的薪酬越多，作為成功后付費的獵頭公司，我們賺得也就越多。盡管如此，每次薪酬討論都是一次全新的對話，其中包括公司的預(yù)算、業(yè)務(wù)需求、求職者目前的工資、求職者的預(yù)期薪酬、求職者加入團隊能夠帶來的價值，以及面試的進(jìn)展情況。

????That brings me to the last point: It can be acceptable to say that you are unable to reveal salary information due to privacy agreements you signed with your company. If you’re really backed up against the fence, you can revert to this but only if you can do so tactfully. As Michael Wolfe mentioned above, it isn’t what you say, it is how you say it. An example of what I wouldn’t mind hearing: “I’d like to partner with you to explore this opportunity, but as it relates to salary, I’m a little limited with what I can share due to the non-disclosure agreements I signed when I first joined my company. The payment and bonus structures at my company is considered by them to be private/inside information, and they have asked us to keep that confidential. I know that can be a bit difficult on your side, so the total number that I would be expecting is X amount. If that’s not possible for your client, we can have a conversation about what they were thinking, but that’s close to what I make now and what I would consider for the new position. Just let me know if that is not possible.”

????On a positive note, it sounds like the recruiter you are working with is a permanent placement recruiter – she will get paid more if you get paid more, so it’s in both of your interests to get a good salary you are happy with.

????Answer by Rob McClinton, executive manager

????I’ve been on both sides of this question as a candidate and a hiring manager.

????As a candidate, I answer with my target compensation by saying “My total target comp is X amount. If I’m pressed for the exact amount for my current position, I’ll answer with the knowledge that if I’m having the compensation conversation later things have obviously gone well. I can address any discrepancies between my target and their offer with a discussion of my value and ability to address their needs.

????As a hiring manager I accept the total target comp answer without challenge. I respect if a candidate knows their number and can speak to what they’re seeking. I know there is padding and I know what I’m willing to pay. If we want to make it work, we’ll get there.

????All of that said, I would coach any of my mentees to proceed with caution with any organization that places their value below their cost.

????Answer by Erin Wilson, recruiter

????As a recruiter, I ask every one of my candidates what their current compensation package includes. We cover exact base salary, benefit coverage, benefit contribution, bonus structure vs. actual bonus paid, vacation days, 401 K (matching or not and what level contribution, matching), whether or not you are able to work from home, and last but not least any other soft perks like free meals, onsite massages, commuter program, etc.

????I feel it is important to have this information for a couple reasons. One, I hold myself accountable to knowing my candidates and truly understanding their current situation, as well as their current objective. As recruiters we understand everyone would like a raise when switching jobs, and as Michael Wolfe put it, the more you make the more we make as contingent recruiters. That said, each time I discuss compensation it is a new conversation including that company’s budget, the business need, candidate’s current salary, candidate’s salary expectation, the value a candidate proposes by joining the team, and how well the interviews themselves go.