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:

了解客戶公司薪水詳細情況獵頭在職位開始的時候，要盡量多了解到客戶公司的薪資詳細情況，包括該公司的薪酬體系，薪資結(jié)構(gòu)，激勵機制，福利政策等等。

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.

一定要跟HR去詳細溝通客戶薪資的具體構(gòu)成以及內(nèi)部層級的分布，了解到我們合作的職位是在某個層級，大概的薪資范圍是多少。

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.

這樣一是便于我們按照他們能給到的范圍來搜尋目標人選，二是便于我們后期有足夠多的有利信息去說服候選人，如果該客戶的底薪不高，那么我們就可以以激勵機制，福利政策等去吸引候選人。

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.

了解候選人目前的薪水構(gòu)成情況在跟目標候選人溝通的時候，要盡量詳細的去了解候選人目前的薪資構(gòu)成情況，包括底薪，獎金（月度獎，季度獎，年終獎），補貼，福利政策等。

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.

有些候選人底薪比較低的，要盡量了解他每個月不同的獎金情況以及他近一年的總收入情況。而且提醒候選人是需要拿的出證據(jù)的薪資情況，以免他報給我們的數(shù)有很大的水分。

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.了解候選人對工資的期望值

1. Understand the candidate's expectations for salary

同時，要了解他對于工資的期望值，在簡歷之前了解到候選人的期望值是非常必要的，而且還要適當?shù)囊龑В绻蜻x人的期望完全是不合理的期望，比如有些一來就要雙倍的，我們一定要當場打壓。

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.

或者給與必要的提醒，告訴候選人這個期望完全是不合理的，一般跳一次槽的薪資漲幅在20%~30%之間是比較合理的，并且告訴他如果實在要堅持這個無理的要求，可能客戶根本就不會給他面試的機會，如果他有意向，也會慎重考慮薪資的期望問題。

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.了解候選人對薪水的態(tài)度

2. Understand the candidate's attitude towards salary

然后在我們做報告的時候，把候選人的目前薪資和希望薪資都要盡量詳細的寫進去，有些候選人說薪資可以面議，那么他說的面議是指什么呢？

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?

是說如果機會好，低于目前的也可以接受，還是說低于多少不考慮呢，這個一定要跟他確認好，有些即使不寫進簡歷，少我們顧問心里要有底。候選人是看重錢還是看重其他，通過詳細的溝通準確掌握。

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.