巧方法爭(zhēng)取高薪酬

A tight job market might have taken away some jobseekers' leverage in a salary negotiation, but that doesn't mean they should roll over and accept the first offer, says New York -based executive coach Rabia de Lande Long. To get the top compensation possible -without putting a sour taste in your potential employer's mouth take these steps.

紐約的企業(yè)主管教練拉比婭·德蘭德·隆表示，就業(yè)市場(chǎng)的緊縮也許會(huì)使求職者在談薪酬時(shí)少了些硅碼，不過(guò)也不是說(shuō)你就只能妥協(xié)，雇主一開(kāi)價(jià)就得全盤接受。要想得到盡可能高的薪酬，又不致令未來(lái)雇主感覺(jué)不爽，不妨運(yùn)用如下幾招。

Do your research.

做好前期調(diào)研。

It used to be hard to find out what your coworkers and other professionals in your industry get paid. But now, several resources have attempted to opened that black box, says Ms. de Lande Long. Salary.com and Payscale.com give salary ranges to expect based on a job seeker's position, location, and experience. Employees at the actual company you're applying to might have also posted their salaries at GlassDoor.com.

德蘭德隆女士表示，在以前，要想知道你的同事和其他業(yè)內(nèi)同行的收入還是比較困難的，不過(guò)如今就有很多的了解途徑了。 Salary.com和Payscale.com兩個(gè)網(wǎng)站都根據(jù)求職者的職務(wù)、所在城市及工作經(jīng)驗(yàn)給出了相應(yīng)的薪酬范圍。上GlassDoor.com網(wǎng)站也許還能查到你所應(yīng)征那家公司公布的他們的薪酬?duì)顩r。

Don't give out the first number.

不要輕易泄底。

You'll be pressured to do this through the application process. "What's your salary requirement?" "What salary range are you looking for?" "What do you get paid now?"

申請(qǐng)表上都會(huì)要求你給出自己對(duì)于薪酬的確切要求，會(huì)提出"你對(duì)薪水有何要求?""你預(yù)期的薪酬水平?叫你目前的薪水有多少? "之類的問(wèn)題。

Whatever you do, never give out the first number, says Ms. de Lande Long. If your answer is too high, you might not make it to the next stage. Too low, and an employer will either think you' re not qualified or desperate. So, if possible, write "NA" on applications.

德蘭德·隆的意見(jiàn)是，盡量不要給出確切的數(shù)字。如果你開(kāi)的價(jià)碼太高，很可能就沒(méi)法進(jìn)入下一階段的面試。太低的話，雇主會(huì)以為你無(wú)法勝任這份工作，或者以為你是非常迫切地需要這份工作。所以，如果可以的話，就在申請(qǐng)表上填"無(wú)"吧。

If you're pressured to say how much you make during the interview process, try giving your "total compensation," which many large employers will break out for you on the company's internal human resources website. If your current employer doesn't do that, just spell out your salary, benefits, bonuses, and anything else your current employer offers, says Decatur, Ga. career coach Walter Akana. If the new company doesn't offer some of similar benefits, the HR manager will know that your new salary would have to be bumped up to reflect that, he says.

佐治亞州迪凱特市的職業(yè)規(guī)劃教練沃爾特·阿卡納表示，如果在面試過(guò)程中，對(duì)方堅(jiān)持要了解你目前的薪酬，那你就告訴他你的"整體薪酬..很多大公司的人力資摞內(nèi)網(wǎng)上都會(huì)提供這個(gè)數(shù)字。如果你現(xiàn)在的公司沒(méi)有提供這個(gè)數(shù)字，那么就悉數(shù)報(bào)上你的工資、福利、獎(jiǎng)金以及現(xiàn)任雇主給予的其他報(bào)酬。他表示，如果新公司沒(méi)有類似的福利，那么人力資源部經(jīng)理會(huì)在工資里把這些考慮進(jìn)去的。

If the interviewer still presses for a required salary, try giving a range of $15 ,000 rather than a specific number, Mr. Akana says. The low amount should be the minimum you'd be happy with and the high amount should be what would make you happy.

阿卡納說(shuō)，如果面試者還是堅(jiān)持要求你說(shuō)出預(yù)期薪酬，不要給出確定的數(shù)字，而是給出一個(gè)上下浮動(dòng) 15000美元的范圍，低值是你所能承受的底線，高值則是你很滿意的薪酬水平。

Don't lie.

不要撒謊。

"It's so easy to get someone in HR to verify a salary, even

if they're not supposed to," says Ms. de Lande Long. Even; if you make it to a job offer, the false salary could come out during a background check, which could result in an outright retraction of the offer or at least upset an employee's new boss. "And from that point onward, you might face trouble in negotiations not just with your new employer, but with everyone in your industry who has heard. Word gets around," says Ms. de Lande Long.

德蘭德·隆說(shuō)對(duì)于人力資源部的人來(lái)說(shuō)，去核實(shí)你自報(bào)的薪水是否真實(shí)是易如反掌的，雖然他們不見(jiàn)得會(huì)這么去做。"即便你最終成功得到了工作機(jī)會(huì)，公司對(duì)你進(jìn)行背景調(diào)查時(shí)也會(huì)發(fā)現(xiàn)你虛報(bào)薪酬的，你也許會(huì)就此失去這個(gè)工作機(jī)會(huì)，至少也會(huì)令你的新老板很不爽。德蘭德·隆說(shuō)而且從此以后，不僅是跟你的新雇主，還有業(yè)內(nèi)聽(tīng)說(shuō)了這件事的人，都會(huì)讓你陷入麻煩中。消息是傳得很快的。"

Don't take the first offer.

不要接受對(duì)方第一次開(kāi)出的價(jià)碼。

Most employers expect candidates to try to negotiate. So they leave room in the first offer for a raise, says Mr. Akana. If possible, try to arrange a face-to-face meeting with the hiring manager rather than someone in human resources. The hiring manager is more likely to be flexible, says Mr. Akana.

阿卡納表示，多數(shù)雇主都預(yù)期應(yīng)聘者會(huì)討價(jià)還價(jià)，所以他們第一次開(kāi)出價(jià)碼時(shí)會(huì)預(yù)留上漲的空間?？赡艿脑?，安排一次跟你未來(lái)直接上司的直接面談，而不是只跟人力資源部的人談?wù)劸屠沽?。阿卡納表示，直接上司通常都更容易變通。

Say that you' re flattered to have an offer and really want to join the team, but that there are a couple specific items that you' re sure you could resolve if you put your heads together," says Mr. Akana. Despite the pressure on salaries during the downturns, a good rule of thumb is to ask for a 10% higher salary, says Msde Lande Long.

阿卡納說(shuō)"向?qū)Ψ奖硎荆愫軜s幸能夠得到這個(gè)機(jī)會(huì)，你非常想要加入這個(gè)團(tuán)隊(duì)，不過(guò)有幾個(gè)具體問(wèn)題需要面談。"德蘭德·隆表示，雖然經(jīng)濟(jì)低迷時(shí)期工資會(huì)受到一定的影響，要求對(duì)方在開(kāi)出的價(jià)碼上再加10%是絕對(duì)不會(huì)錯(cuò)的。

If the hiring manager says budget restrictions keep him from going as high as you'd like, it might be that the position is "graded" to be within a certain salary band by HR, says Mr. Akana. It's worth asking if the boss can ask the appropriate person for the job to be re-graded. The worst he can say is no.

阿卡納說(shuō)，如果你的未來(lái)上司表示，因?yàn)轭A(yù)算的限制，他設(shè)法給到你要的工資，那么可能是因?yàn)檫@個(gè)職位的薪酬級(jí)別是由人力資源部來(lái)"評(píng)定"的?？梢栽囍鴨?wèn)他是否可以找相關(guān)人員重新評(píng)定薪酬級(jí)別，問(wèn)一問(wèn)總是沒(méi)錯(cuò)的，最糟糕的回答元非是不行。

Once that's locked in, go for other benefits.

工資談妥之后，趕緊去爭(zhēng)取真他福利。

Despite what you might have heard, many benefit packages aren't flexible, says Ms. de Lande Long. 80, while it's worth asking, it might be difficult to modify the health plan. Your success in getting more vacation days depends on the employer, says Ms. de Lande Long.

德蘭德·隆表示，很多公司的福利政策是固定的，跟你原先的了解也許不盡相同。所以，雖然不妨一間，但是要想改變醫(yī)療保險(xiǎn)條件是非即在的。而能否爭(zhēng)取到更多的休假則取決于你的新公司。

Your potential boss might be hesitant to give you more days if it will make other employees think they're being treated unfairly. Instead, focuson things that are easy for the employer to provide. such as a work-from-home arrangement for one day a week. if the employer has made such arrangements in the past. says Mr. Akana.

阿卡納表示，你的未來(lái)上司也許沒(méi)法給你更多的體假，因?yàn)橐苍S其他員工會(huì)因此覺(jué)得不公平，所以，你不妨把重點(diǎn)放在上司比較容易安排的事情上面，比如，如果公司此前有過(guò)類似的先例，你也可以要求一周有一天在家上班。

If you still feel your package is too low. ask if it can be reviewed again in six months. "That way, you can show them that you're worth the money," he says.

如果你還是覺(jué)得薪酬過(guò)低，那么就問(wèn)問(wèn)對(duì)方是否可以在6個(gè)月之后重新評(píng)定。阿卡納表示，"這樣可以顯示你的確是值這個(gè)價(jià)的。"

相關(guān)閱讀：

美國(guó)薪酬最高的十座城市

英語(yǔ)面試口語(yǔ)900句:關(guān)于薪酬待遇

經(jīng)濟(jì)學(xué)人中英對(duì)照:高管薪酬 好運(yùn)垂青老板