|
????親愛的安妮：看了你寫的關于按績效加薪的帖子，我很感興趣。近來我自己就遇到了幾樁薪資談判，不過不是為了加薪，而是為了跳槽。 ????在近來的幾個面試中，招聘經理在與我談話之初便問我現在掙多少，這讓我有點兒尷尬。一方面，我不想顯得不太配合；另一方面，難道我們不應該先討論一下工作的具體要求以及為什么我很適合這份工作，然后再談錢的問題嗎？ ????問題癥結并不在于我目前工資不夠高，我想換工作其實另有原因，但如果我和盤托出，不就會限制面試官愿意開出的薪資待遇？您還有您的讀者們能否給些建議，我該如何應對這個問題呢？ ????——沉默是金的人 ? ????親愛的“沉默是金”：這個問題問得好。這些日子以來讓事情變得糾結的一個因素是：很多人已經失業很久了。這意味著和你一起競爭某些空缺崗位的對手“哪怕工資比應得的要低，也甘愿接受這份工作”，一家位于美國華盛頓市的招聘咨詢機構亨伯特集團（Humbert Group）的負責人比爾.亨伯特如是說道。“于是，老板們覺得開低薪水也照樣能請到人。” ????即便如此，他又說，“然而事實是，想得到這個工作又想得到期望的薪資，還是可以找到兩全之策的。”亨伯特在過去的三十多年里曾與來自通訊衛星實驗室（Comsat Labs），USF&G保險公司，美國政府雇員保險公司（GEICO），CSX科技公司及其它公司的3,000多名招聘經理共事過。 ????他傳授了應聘者在薪資談判中占據主動的五大秘訣： ????1. 不要在發送的簡歷中說明薪資要求。 ????“如果一家公司要求在發送的簡歷中說明薪資要求，這其實有可能日后對應聘者不利，”亨伯特說道。他推薦，其實只要寫上你的期望薪酬是“開放的”或“可商討的”即可。他說，“如果你的簡歷符合崗位的要求，招聘經理會給你打電話的。” ????2. 不要在求職信中寫歷任工作的薪資情況。 ????關于筆試題目里如果問到過去的薪資情況，亨伯特說：“寫上‘愿意在面試中合適的時機討論這個問題’并且將那些數字欄留空，這種做法完全可以接受。寫下太具體的數字會把你歸到三六九等，同時削弱你在談工資時的優勢。” ????3. 在對所應聘工作了解清楚之后再談薪資。 ????如果面試官在第一輪面試便希望和你談談錢的問題，亨伯特建議：應聘者可以調轉話鋒，反過來問所應聘崗位的薪資范圍。他說，“看看有多少面試官會告訴你這一點，你會很驚訝。” ????亨伯特說，事實上，過快地談及薪資問題是不切實際的，因為“在你確切地知道這份工作所涉及內容以及五年里的提升空間有多大之前，你其實并不知道應該開多高的價錢。” ????同樣，對于用人單位所能提供的福利待遇有個初步的概念也很重要。比如，如果對方提出的薪資范圍比你之前希望的低一點，但有其他福利，諸如額外帶薪假期，配公車，還慷慨繳納與個人繳費金額相等的401(k)養老金，這些其實等于彌補了兩者間的差額。 ????4. 著重說明你能為公司做些什么。 ????亨伯特說，一旦你了解清楚這份工作的細節情況以及薪資福利待遇之后，便是時候將話題轉移到你的“影響力”上了，也就是說，你應聘的這個職位對公司盈利和收入有什么直接作用。 ????他建議，“重點談你能給公司帶來的價值，然后在面試最后，只需說你對這個職位很感興趣并且你會認真考慮他們發出的聘約即可。” ????5. 請記住：對方報出的薪資未必是“一口價”。 ????亨伯特指出，問一句“這個聘約還可以商量嗎？”或許就能談成更好的待遇。他說，“這樣問的話，更可能得到的回答是類似‘增加一周的帶薪休假或簽約獎金’，期待工資大漲不大現實。” ????亨伯特還說，“討價還價與其說是技術，不如說是藝術。當然有些公司制定的一些政策需要你稍微調整一下應對策略，此時關鍵是要記住：你不需要在談判之初便給出期望薪資范圍，這會影響你的收入提升空間；另外，在多數情況下，你沒有必要一口就答應他們給你的第一個薪資待遇。” ????反饋：如果您最近剛經歷了一次薪資談判，上述幾點哪些對您能有所幫助？如果您是一名招聘經理，您在向應聘者第一次報價的時候預留了（如果有的話）多少商談空間？請在下面進行評論。 ? |
????Dear Annie: I read your post about merit raises with interest, because I've been involved in some pay negotiations myself lately -- not as an employee, but as a job hunter. ????In a couple of interviews, the hiring manager has asked what I'm making now very early in the conversation, which puts me in an awkward position. On the one hand, I don't want to seem uncooperative, but on the other hand, shouldn't we discuss exactly what the job entails and why I'm a good fit for it before we move on to the subject of money? ????There's nothing wrong with my current salary (I'm interested in changing jobs for other reasons), but if I reveal it right off the bat, doesn't that put a cap on what employers might be willing to offer? How would you and your readers suggest I handle this? —Mum's the Word ????Dear Mum: Good question. One factor that complicates matters these days is that many people have been out of work a long time, which means that some of your rivals for any job opening "are so happy just to get a job offer that they will accept a lower salary than they have to," says Bill Humbert, who runs D.C.-based recruiting firm Humbert Group. "So employers feel they can get away with lowball offers." ????Even so, he says, "the truth is, there are ways to get the job and still get the compensation you want." Humbert has worked with more than 3,000 hiring managers at Comsat Labs, USF&G Insurance, GEICO, CSX Technology, and many other companies over the past 30 years. ????He offers the following five tips for coming out on top in pay negotiations: ????1. Don't send salary requirements with your resume. ????"When a company asks you to include pay requirements with your resume, it can be used against you," Humbert says. Instead, he recommends simply saying that your expectations are "open" or "negotiable." "If your qualifications are on target, they'll call you." ????2. Don't write down your pay history on an application. ????In answer to a written question about salary history, "it's perfectly acceptable to fill in 'willing to discuss at appropriate time during the interview process' and leave those numbers blank," Humbert says. "Writing down specific figures pigeonholes you, and reduces your negotiation power." ????3. Delay salary discussions until you have a clear understanding of the job. ????When an interviewer wants to talk money early on in your first meeting, Humbert advises turning the tables and asking about the salary range for the position you're seeking. "You'd be surprised at how many interviewers will tell you," he says. ????In fact, Humbert says, addressing the pay question too soon is impractical because "you really don't know what you'd require until you're sure you know what the job involves and what the potential for advancement would be over the next five years." ????Having an idea of the benefits package the employer is offering is important, too. If, for instance, the salary range for the job is somewhat lower than you had hoped, other perks such as extra vacation time, a company car, or generous 401(k) matching may make up for the shortfall. ????4. Emphasize what you'll be bringing to the table. ????Once you've gleaned as many details as you can get about the job and the total compensation attached to it, Humbert says, it's time to steer the conversation back to what he calls your "impacts," meaning those aspects of the position that have a direct impact on the company's revenues and profits. ????"Focus on the value you believe you can add," he advises. "Then, at the end of that discussion, simply say that you're very interested in the job, and that you'd seriously consider any offer they'd like to make." ????5. Keep in mind that an offer is not always the last word. ????Asking "Is there any flexibility in this offer?" may lead to a juicier deal, Humbert notes. If so, he says, it's more realistic to expect something like "an extra week of paid vacation or a signing bonus" than a big boost in base pay. ????"Any negotiation is more art than science, and some companies may have policies that would require you to adjust the script a little," Humbert says. "The key thing to remember is that you don't have to state a salary range up front that would jeopardize your earning potential -- and, most of the time, you don't have to accept their first offer." ????Talkback: If you've negotiated a pay package recently, what worked for you? If you're a hiring manager, how much (if any) wiggle room is there in your first offer? Leave a comment below. |
相關稿件
最新文章