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时代不同了,一面谈钱也无妨

Anne Fisher 2014年07月11日

以前,如果在招聘过程中过早谈钱,会使求职者遭遇淘汰。但最新调查显示,七成招聘经理表示欢迎在一面或者二面时讨论薪酬问题,这个比例创下了历史新高。

    很久没有找新工作了?如果是的话,最近求职方面的许多变化可能会让你大吃一惊。首先,尤其是在会计、金融、市场营销和IT等人才竞争异常激烈的领域,相比几年前,求职者可以更快找到工作。因此,越来越多的面试官也会更早就谈到薪酬问题。

    据全球员工安置公司罗致恒富(Robert Half International)最近进行的一项调查显示,70%的招聘经理表示,他们欢迎在第一次或第二次面试时谈论薪酬问题,这个比例创下了历史记录——以前,过早谈论薪酬问题会导致求职者被打上粗鲁或饥不择食的标签。

    此外,调查显示,求职者尽早询问薪酬不会带来什么损失:有92%的招聘经理表示,他们不会因为求职者这么做就认定他们不合格。

    罗致恒富高级执行总监保罗•麦克唐纳德表示,出现这种现象的原因在于“激烈的人才竞争。为了抢在竞争对手前面找到合适的才人,各家公司都压缩了招聘的时间。为了节省时间,招聘经理会尽快提出薪酬和福利条件。”

    在某些方面,这种做法会颠覆传统的求职观念。比如,以前面对“你的工资要求是多少”这样的问题,精明的求职者会尽可能拖延回答。这其实是一种谈判策略,以避免自己所说的数字低于雇主本计划提供的薪酬。

    但现在,麦克唐纳德建议采取另外一种方式,一种可以帮助加快面试进程的方式。他说:“你应该立刻尽可能精确地回答有关工资要求的问题。可问题是,太多求职者在面试时并不知道到底应该如何回答。”

    因此,求职者首先必须了解自己目前赚取的福利(不仅是工资)的美元价值;其次,进行大量调查,根据工作所在的地理区域和公司类型,确定这份工作的市场价值。

    然后,如果面试官提出工资要求问题,麦克唐纳德建议:“陈述一下自己了解的事实,并且可以这么说:‘我希望我的工资要求符合您心目中的标准。’在这个阶段,你要表现得灵活一些,要说明相对于薪酬,自己对这份工作以及之后的职业发展更感兴趣。”

    他补充道,求职者如果认为招聘经理提出的工资过低,不必气馁。麦克唐纳德说:“你还可以与公司谈判,要求提前绩效评估、激励奖金或其他额外福利,比如更多休假时间或健身会员等。当然,求职者得等到自己得到工作邀请之后,再来讨论这些问题。”(财富中文网)

    译者:刘进龙/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.”

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