Many headhunters and candidates have lost out on salary negotiations. Is it really that difficult to negotiate salary? For headhunters, there may be problems, and for experienced headhunters, there are also many considerations to consider. However, when discussing salary, the main considerations are still these aspects:
Understand the salary details of the client company. At the beginning of the position, headhunters should try to learn as much as possible about the salary details of the client company, including the company's salary system, salary structure, incentive mechanisms, welfare policies, and so on.
It is important to communicate in detail with HR about the specific composition of customer salaries and the distribution of internal levels, to understand the position we are working with at a certain level, and the approximate salary range.
This way, firstly, it is convenient for us to search for target candidates according to the scope they can provide. Secondly, it is convenient for us to have enough favorable information to persuade candidates in the later stage. If the client's base salary is not high, we can use incentive mechanisms, welfare policies, etc. to attract candidates.
When communicating with the target candidate, it is important to have a detailed understanding of the candidate's current salary composition, including base salary, bonuses (monthly, quarterly, year-end), subsidies, welfare policies, etc.
Some candidates with lower base salaries should try to understand their different monthly bonuses and their total income for the past year. And remind the candidate that they need to provide evidence of their salary situation, in order to avoid any significant discrepancies in the amount they report to us.
1. Understand the candidate's expectations for salary
At the same time, it is necessary to understand his expectations for salary. It is also necessary to understand the candidate's expectations before recommending a resume, and appropriate guidance is needed. If the candidate's expectations are completely unreasonable, for example, if some come with double expectations, we must suppress them on the spot.
Alternatively, provide necessary reminders to inform the candidate that this expectation is completely unreasonable. Generally, a salary increase of between 20% and 30% for a job change is reasonable, and inform them that if they insist on this unreasonable request, the client may not even give them an interview opportunity. If they are interested, they will carefully consider the issue of salary expectations.
2. Understand the candidate's attitude towards salary
Then when we make the recommendation report, we should include the current salary and expected salary of the candidate as detailed as possible. Some candidates say that salary can be negotiated in person, so what does he mean by face-to-face negotiation?
If the opportunity is good, it can still be accepted if it is lower than the current level, or is it not considered how much lower? This must be confirmed with him. Even if some are not included in the resume, at least our consultants should have a solid understanding. Do candidates value money or other factors? Accurately grasp through detailed communication.