How to talk with a jobseeker about salary

Despite the fact that in most cases the amount of wages is immediately indicated in the text of the vacancy, at the interview you will have to raise the issue of money more than once. There are several reasons for this, and the main one is the opportunity to get a good “discount” for the company and establish a lower salary or special salary conditions. For example, Eichar negotiates with a candidate for a lower rate for the duration of the probationary period and identifies the factors on which future growth depends - fulfillment of sales plans, consistently high KPI, and so on.

Job seekers overestimate financial expectations in a resume by 20-25%, and employers, in turn, try to lower their salary fund costs — you can understand both. However, the task of a competent eychar is to come to an agreement, taking into account the interests of both parties. GorodRabot will tell you how to do it.

During the interview, we advise you to come back several times to discuss the salary, but do not start the meeting with the question “How much money do you want?”.

How to determine the cost
The price of an employee is not only the cost of his professional skills and competencies, but also the cost of living. Some recruiters do not agree with this salary calculation formula - why should an employer be worried about a candidate’s personal financial problems? But it is also impossible to exclude this factor, because the applicant puts up a price tag, taking into account everything - experience, level of knowledge, demand and monthly expenses.

To find out the financial expectations and needs of the candidate, it is not necessary to ask “questions face to face”. Moreover, direct tactics of negotiations will not give the desired result - the applicant can be shy or, on the contrary, greatly embellish everyday life.

During the conversation, we advise you to ask neutral questions such as “Where did you last rest?”, “In which area do you live?”, “What is your hobby?” A complete list of interview questions is here.

You can also find out - the candidate lives in a rented or own apartment, whether there is a mortgage, a car loan or other debts to banks, marital status and family composition.

Professional Market Assessment
“How much do your colleagues earn on average?”

This question will perplex the applicant and knock down the learned answers from the algorithm. At first glance, the question does not concern the candidate, so he will share honest ideas. In addition, the discussion on the adequacy of salaries among colleagues may lead to the thought - “Have I overestimated myself?”

Of course, the employer must also prepare and study the candidate’s professional market - where, how much and for what they pay. On average, salaries for one position can vary up to 30%. The final amount of the monthly payment is affected by the location, size of the business, and responsibilities.

Do not forget that the latest salary statistics can be found on our website.

Why ask about salary
The classic of any interview is two questions about the desired and previous salaries. We ask these questions at the end, after we have described all the advantages of a career in the company, and we advise you.

Raising the topic of the past place of work, ask not only about the amount of salary “on hand”, but also ask for an assessment of your own contribution to the development of the company, and talk about real achievements. Find out if the applicant was satisfied with his salary or considers himself financially undervalued.

When asking about your desired salary amount, always ask for a reasoned answer - “Why are you worth so much?” Often after the interview, the candidate calls the salary higher than in the resume. Discuss with a potential employee the reasons for overstating financial expectations. Maybe the applicant said a higher salary due to a decent list of duties in a particular case, or just realized that it costs more.

The above negotiation methods work great for middle and top level salespeople, for tops and managers, and others - in general, for specialists who are able to qualitatively influence the company's efficiency and personal growth. For line personnel it is better to set a fixed salary.