薪资协商最容易犯的五大错误

薪资协商最容易犯的五大错误

　　Top 5 Salary Negotiation Mistakes
　　薪资协商最容易犯的五大错误
　　If you want to make adults squirm like kindergarteners, broach the subject of salary negotiation. Talking money makes most workers squeamish. And while they want such talks to succeed, they make plenty of blunders.
　　如果你想要成年人像幼儿园小朋友那样拘谨，那就和他协商薪资吧，

薪资协商最容易犯的五大错误

。谈钱会让大部分职场人士拘谨。并且，他们越想谈好这个话题，失误就越多。
　　So what's the best way to avoid stumbling and also boost your confidence? Rebecca Warriner, a job search coach and owner of Woodland Recruiting, a Seattle-based recruitmentand outplacement firm, suggests pursuing a win-win situation for you and the employer -- rather than starting out defensively, assuming you're going to get a low offer. Warriner notes, "Salary negotiation is a dialogue that the company and the candidate should be having throughout the hiring process. It should not be a one-time conversation at the end."
　　那么，在协商薪资的时候，避免出错、增加信心的方法是什么呢？Woodland Recruiting是一家总部在西雅图的招聘及职业介绍公司，Rebecca Warriner是该公司的持有人，也是一位求职教授，他建议你应该努力将情况转变为对你和雇主双方都有利的双赢局面，而不是一开始就认定自己得到的薪酬会很低，故而抱着自卫的态度谈判。Warriner指出：“薪资协商是公司和候选人在招聘过程中进行的一次对话，而非在面试邻近尾声时单方面的发言。”
　　Warriner, who's been on both sides of salary negotiation for over 15 years, offers a handy list of negotiation mistakes to avoid, noting they're more important than ever because, nowadays, employers have plenty of candidates to choose from.
　　Warriner有15年薪资协商的经验（他即代表过公司与员工协商工资，也帮助过员工与公司进行薪资协商），列出了一些在薪资协商过程中应该避免的错误，这些实用的资料比以往任何时候都重要，因为如今雇主有大量员工可选择：
　　1. Being unprepared. "I get pretty frustratedas a recruiter when I ask somebody, 'What are your expectations as far as pay goes?' [and they do not have an answer]," says Warriner. She suggests doing some homework, and then determining what you'd like to earn. Warriner recommends several methods, including using salary information Web sites, talking to recruiters, asking friends who work in human resources, or connecting with local professional organizations that have salary information.
　　没准备好。Warriner说：“当我在招聘的时候问别人期待薪资是多少，而他没有答案时我会觉得很烦。”她建议求职者应该做一些准备，然后再决定应该要学些什么。Warriner推荐了几种方法，包括利用公布了薪资信息的网站，找招聘人员谈谈，向人力招聘的朋友咨询或者与当地的专业协会联系看是否可提供相关信息。
　　Once you have a solid answer, practice it. Get in front of the mirror, look yourself in the eye and say, "I earned $55,000 at my last job and I am targeting the $60,000s in this job search." If you feel you were underpaid in your last gig but aren't sure about bringing it up, Warriner advises raising the topic in a positive light, underscoring that you'd like to increase your earnings as you make your next career move to better reflect your skills and experience.
　　一旦你得到了准确的信息，那就多加练习。站在镜子面前，看着你自己的眼睛说：“我上份工作的年薪是五万五千美金，而现在我打算找一份年薪六万美金的工作。”如果你觉得你上份工作薪酬过低，但是不确定是否应该在面试中提出来，Warriner建议你用一种积极的语调提出来，强调你想增加自己的薪资，因为你找的下一份工作将能更好地体现你的技巧和经验。

　　2. Playing games. Telling a prospective employer what you think they want to hear is risky business. "Oftentimes, a candidate will say that they are very flexible; that they are willing to take a step back in pay. Don't say you're really flexible if you're not," Warriner says. She points out that this approach assumes the company will be more invested in and attached to you at the end of the interview process, and therefore willing to offer you more money than you first asked for -- but they won't be.
　　耍心机，

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《薪资协商最容易犯的五大错误》(http://meiwen.anslib.com)。对潜在雇主说出自认为是他们希望听到的答案是件冒险的事情。“候选人经常会说自己的薪资是可以商量的；他们愿意在薪资上让步。如果你并非真的愿意接受让步那就不要这样说。” Warriner说。她指出候选人之所以这样做是因为他们想当然地认为，如果这样说，公司一定会在面试结束后对他们投入更多，一定会聘请他们，并愿意给出比他们最初要求更多的薪酬，但实际上公司是不会这样做的。
　　The key, she says, is to be confident in the salary range you want, and walk away from jobs that aren't offering it.
　　她说，关键是要确定自己想要的薪酬范围，并且如果公司不能给你想要的报酬就马上走人。
　　Warriner also discourages pitting offers against each other, such as going to your current employer and saying, "I'd like to stay here, but this other company is offering me more." She says, "Companies, especially these days, are not interested in candidates that are only interested in pay." Warriner believes this will likely result in a lost job offer, and lost respect for you from all companies involved in the process.
　　Warriner也不赞成用其他公司开出的薪资来威胁雇主，比如走到你当前雇主的面前说：“我想留在这里，但是其他公司愿意出更高的价钱聘请我”。她说：“公司，尤其是如今的公司对那些只关心钱的员工是没兴趣的。” Warriner认为如果你这样做的话最后会导致你失去这份工作，并且会使你失去面试过程中所有公司的尊敬。
　　3. Comparing apples to oranges. If you're changing careers or moving into a different industry, Warriner says you should tailor your salary expectations. For example, a person moving from a larger company to a smaller organization, or from a corporate outfit to a nonprofit, should expect lower pay. She suggests looking at factors beyond salary in these cases, such as the commute, benefits, the team you'll work with and industry experience you'll gain.
　　将苹果和橘子相比。如果你打算换工作或转行，Warriner认为你应该定制你的薪资期望。比如，一个人如果从大公司到小公司，或者从一家盈利公司换到非盈利的公司，那就要准备好会有更低的薪资报酬。她建议在这些情况下应该考虑薪资以外的其他因素，比如考勤、福利、你即将加入的工作团队以及工业背景等。
　　4. Stringing a company along. When the time comes to say yes or no, you need to be ready. Warriner believes that "the comp package is something that should have been talked about during the entire process," so you shouldn't encounterany big surprises. If it really is the first time you're seeing the offer and you need time to review it, say something positive, such as, "I'm really happy to receive this offer. I am happy to work for this company. I just want to make sure I am seeing everything and would like tonight to think about it."
　　完全被公司左右。到了回答是还是否的时候，你要准备好。Warriner认为薪资问题应该是会在整个面试过程中都有谈到的，所以你不会在某一个时刻突然遇到。如果你确实是第一次碰到公司给出这样的薪酬，而你需要时间去评估下，你可以这样说“我很高兴有这样的薪资，也很乐意为贵公司效劳。只是我想确认下我是否已经了解了所有的事情，所以想要一个晚上的考虑时间。”
　　5. Following bad advice. "A lot of advice on salary negotiation is really old-fashioned," says Warriner. "It is based on power plays and assumes that the company is being dishonest." Some examples include delaying the salary conversation as long as possible, not giving a salary range/figure, or delaying your response to an offer for a week. Taking this power-play approach may cause the company to be turned off by you.
　　听从了不好的建议。Warriner.说：“有很多关于薪资协商的建议都已经过时了。这些建议的出发点都是玩战略游戏，并认为公司都是不诚实的。”有些建议包括尽量拖延谈薪资问题的时间、不要给出一个确切的薪资范围或数字、将你的答复时间拖延一个星期。这些玩战略诡计的方法可能会让公司拒绝你。
 

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