What Salary Are You Seeking?什么工资，你要求？ By Rebecca R. Hastings , June 2007 丽贝卡河的黑斯廷斯， 2007年6月 [ From SHRM%26#39;s HR Careers Articles ] [从人力资源管理学会的人力资源招聘文章 ] Recruiters often use salary requirements as part of the initial screening process, asking applicants to disclose their expectations in a cover letter or during a telephone interview.招聘人员常常使用的薪金要求的一部分，初步筛选过程中，要求申请人披露其预期的封面信，或在接受电话采访。 HR job seekers are certainly not immune from such inquiries and need to be prepared to drawn on their HR expertise when responding, experts say.人力资源求职者当然不是免于这种调查和需要准备利用他们的人力资源专业知识作出反应时，专家们说。 %26quot;Salary negotiation is more an art than a science,%26quot; says Gail Aldrich, SPHR, an executive coach in Genoa, Nev., and former chief membership officer for the Society for Human Resource Management (SHRM). “工资谈判是一门艺术不是科学” ，盖尔奥尔德里奇说， SPHR ，执行教练在热那亚，内华达州，前干事长为成员协会的人力资源管理（人力资源管理学会） 。 But she says interviewers are going to expect HR people to know how to handle this type of question.但是她说面试要指望人力资源的人知道如何处理这类问题。 Dodging the question entirely is not recommended, according to Jim Kennedy, president of Management Team Consultants Inc. , an interview training company in San Rafael, Calif. %26quot;My advice would be to share what they have in mind as an expected range and not just dance around the issue,%26quot; he says.闪躲的问题完全不建议，根据肯尼迪总统的管理团队顾问公司，接受采访的培训公司在圣拉斐尔，美国加州“我的建议是分享他们的想法作为一个预期范围内，而不仅仅是舞蹈围绕这一问题， “他说。 Sometimes the best response is to ask %26quot;Can you tell me what you have in mind for this particular position?%26quot;有时，最好的反应是问“你能告诉我你心目中的这一特定的位置？ ” says Lin Blair, SPHR, HR project leader for Arkansas Blue Cross and Blue Shield in Little Rock, Ark. Candidates should know their own bottom line, she says, but be very careful not to undersell themselves.布莱尔说，林， SPHR ，人力资源项目负责人的阿肯色州蓝十字和蓝盾小石城，阿肯色州考生应该知道自己的底线，她说，但必须非常小心不要抛售自己。 Blair, who is also a career planning instructor at Webster University, suggests HR candidates use this question as an opportunity to distance themselves from the competition by describing any additional experience, advanced degrees or HR-related certifications they possess.布莱尔，谁也是一个职业规划讲师韦伯斯特大学，人力资源候选人建议使用此问题为契机，距离自己免受竞争的说明任何额外的经验，先进的学位或人力资源管理相关的证书，他们拥有。 %26quot;Recap your skills and experience and give a range,%26quot; she says, that is based on research into comparable pay for similar sized organizations in the same industry. “回顾你的技能和经验，并给予了一系列， ”她说，这是研究的基础上支付到可比的类似大小的组织在同行业。 Candidates should take their time responding, however.考生应考虑自己的时间作出反应，但是。 %26quot;Don%26#39;t throw out a number first if you can avoid it,%26quot; says Laura M. Labovich, president, A %26amp; E Consulting LLC, a Washington, DC, area career coaching and HR consulting service. “不要扔了一些第一如果你能避免， ”劳拉说Labovich先生，总裁， A ＆ E规格咨询公司，华盛顿特区，区职业辅导和人力资源咨询服务。 %26quot;If you do, you%26#39;ll either undersell your value or overbid yourself out of the position.%26quot; “如果你这样做，你会要么抛售的价值或谎了自己的立场。 ” Instead, Labovich suggests recapping the position requirements and stating %26quot;I%26#39;m open to hearing what this position%26#39;s market value is.%26quot;相反， Labovich表明的立场recapping要求和说明“我愿意听这个职位的市场价值。 ” Everything Is Negotiable 一切面议 %26quot;HR people get too limited by knowing the top of the range,%26quot; says Maureen G. Henson, SPHR, vice president of human resources at Henry Ford Bi-County Hospital in Warren, Mich. She says they shouldn%26#39;t be so constrained by their knowledge of salary structures. “人力资源的人太有限，明知上方的范围内，说： ”莫琳湾汉森， SPHR ，副总裁人力资源亨利福特碧县医院在沃伦，美国密歇根州，她说，他们不应该受到限制他们的知识的工资结构。 Aldrich suggests finding out as much as possible about a position%26#39;s total compensation package, including benefits, stock options and bonuses, as well as base pay, before the interview takes place.奥尔德里奇表明找出尽可能多的立场的总薪酬，包括津贴，股票期权和奖金，以及基本工资，在采访中发生。 If complete information is not available, she suggests a response such as %26quot;I%26#39;m confident we can find the right number, but I%26#39;m reluctant to give a specific number until I have done a complete analysis of the total compensation.%26quot;如果完整的资料无法使用，她建议作出答复，如“我相信我们能够找到正确的号码，但我不愿意放弃具体人数，直到我已经做了全面分析报酬总额。 ” %26quot;You don%26#39;t want to undersell yourself,%26quot; Aldrich says. “你不想抛售自己， ”奥尔德里奇说。 %26quot;You want to give the recruiter confidence that you can come to terms but need more information about how the total compensation package compares.%26quot; “你想给招聘人员相信，你可以来计算，但需要更多的信息如何总薪酬比较。 ” Aldrich, who interviewed many HR people in three roles as top HR executive, says %26quot;You really do expect HR people to have done their homework more than others. … You expect them to have good questions about the total compensation program; all HR people really need to do their homework on their current plan and new employer%26#39;s plan.奥尔德里奇，谁采访的人很多人力资源在三个角色顶端人力资源行政，说： “你确实希望人们的人力资源做功课比其他人更。 ...您期望他们有很好的问题，赔偿总额计划;所有人力资源的人真的需要做功课，就当前的计划和新雇主的计划。 %26quot;Make it clear that you are interested in an equitable salary and don%26#39;t want to be overpaid or underpaid compared to others performing similar work,%26quot; Aldrich says. “清楚地表明你有兴趣在一个公平的工资和不想被过高或过低相比，其他从事类似工作， ”奥尔德里奇说。 Applicants are generally not privy to an organization%26#39;s pay scale, so, she says %26quot;Tell them you will rely upon them to make sure you are equitably paid.%26quot;申请者一般都没有参与到一个组织的薪级表，所以，她说： “告诉他们你会依靠他们，以确保您得到公平支付。 ” Take It to the Next Level 它带到一个新的水平 An applicant shouldn%26#39;t show their hand to just anyone, according to Kennedy.申请人不应该表现出他们的手刚刚人，根据肯尼迪。 %26quot;I would want to make sure this person had some decision-making authority and wasn%26#39;t someone on the interviewing schedule who would just be a potential peer,%26quot; he says, suggesting that candidates first ask %26quot;Are you the one who will set the salary?%26quot; “我要确保这个人有一定的决策权力，没有人对面试的时间表谁将只是一个潜在的同行， ”他说，这意味着候选人先问： “你是谁将确定工资？ “ If the salary quoted is too low or the position seems too junior as described, Labovich says, a candidate can try to create a larger job during the interview by describing additional tasks they can perform for the organization which would result in a larger job and higher salary.如果引用的工资太低或立场似乎过于初级所述， Labovich说，候选人可以尝试建立一个较大的就业采访期间，通过描述额外的任务，他们能为组织这将导致更大的就业和更高的工资。 %26quot;HR professionals don%26#39;t always know how marketable their skills are,%26quot; Henson says. “ HR专业人员并不总是知道如何销售自己的技能是， ”汉森说。 She says candidates should assess their worth through networking and research and not worry about pricing themselves out of the market.她说，候选人应评估其价值通过联网和研究，而无需担心自己的价格挤出市场。 Rebecca R. Hastings, SPHR, is online writer/editor for SHRM. 丽贝卡河黑斯廷斯， SPHR ，在线作家/编辑的人力资源管理学会。
