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Landing your first job is a huge step in anyone’s life. It can be a memorable and defining experience, but that doesn’t make it easy. From job interviews to writing that first paycheck, there is a lot to navigate–some of which may seem intimidating. The HR team helps guide new employees through the steps of applying for jobs, interviewing and even helps with detailed information about payroll. Since you’ll likely interact with your company’s HR department during these crucial times, it’s important to understand how to talk about salary with hr .
How to Talk About Salary with Your HR Rep
Having a conversation about your salary can be daunting, especially if you’re not sure how to approach the subject. But it doesn’t have to be a total nightmare—and it’s worth doing right.
Here are some tips for having a good talk with your HR rep about your salary:
-Before you even start talking about salary, make sure that you know what it is. If you don’t know what your current salary is or what range of salaries are available in your field, spend some time researching. This will help keep the conversation focused on facts rather than feelings—and it’ll make sure that both sides walk away feeling like they got what they wanted out of the conversation.
-Start by asking questions about the company’s policies regarding salary reviews, raises, and performance evaluations before asking what their plans are for yours specifically. This will give you a better idea of where things stand before trying to negotiate anything specific with them directly (or in this case). You should also ask about any other benefits or perks that come along with their offers before making any decisions about whether or not this position is right for you at all! You never know when something like health insurance
How to talk about salary with hr
Introduction
In most companies, the only people you’re allowed to talk about compensation with are Human Resources. In many cases, HR even has a policy that prohibits employees from discussing pay with each other. But in some cases, an employee might want to know where they stand relative to their coworkers. And sometimes, you need to be able to talk to your manager or HR about a raise. This can be tricky because it’s hard not to feel like you’re asking for money when talking about compensation (even though that’s what HR is there for). Read on for tips on how to get the salary info you need without putting yourself at risk of getting fired:
Get a feel for the job market.
- Get a feel for the job market. Talk to friends or colleagues in the field and ask them what they’re earning, or look at job listings for similar positions to get an idea of what people are paid. If you have an expert on hand (like a recruiter), they can give you more information about the field and how companies pay their employees.
- Talk to someone who works at your company. If it’s not possible to talk directly with HR, contact someone else who works at your company—their salary might be helpful in determining what is fair compensation for your position as well as any special considerations that may apply based on location, education level or other factors related to your industry or experience level
Do your research
To ensure that you’re prepared to discuss your salary expectations, it’s important to do your research. Learn as much as possible about the company, including their history and culture. This will help you decide whether or not a job offer is right for you and how much money to ask for in comparison with other offers.
While it might seem like an obvious step, many people forget to research their own worth before asking for a raise or negotiating new terms at work. Being prepared with a strong argument helps too: if they want something from you (such as more hours worked), then why shouldn’t they pay more? Reaching out and saying “I deserve this!” may not be enough—but providing reasons why supports your request and makes negotiation easier on both ends of the conversation
Consider the job offer
When deciding whether or not to accept a job offer, it’s important to consider all aspects of the job. The salary is certainly one of these. However, there are other factors that may be more important to you personally—and they should be given weight as well.
- Benefits: If your family has great medical insurance coverage through their current employer and you’re looking for another job where this isn’t offered (or if the coverage isn’t as good), then benefits could be much more critical than salary in determining which job offer is best for you.
- Location: Maybe you want to work closer to family members or maybe moving closer would give your partner better career opportunities. It’s important to consider how far away from home or family members will affect your decision about whether or not to accept a job offer.
- Culture fit: How does this company treat its employees? What is its reputation from other employees who’ve worked there? Those with large networks may have heard about what working at this company is like from friends or acquaintances; those without such connections may have limited insight into companies’ cultures beyond what they see online or hear from recruiters and hiring managers during interviews .
Practice your talking points
- Practice your talking points with a friend.
- Set up a mock negotiation.
- Get a friend or colleague to role play the HR person in the conversation. If possible, ask them for constructive feedback on how you did and what could be improved. Repeat this step until you feel comfortable with the conversation.
Control your emotions, if you can.
This can be a tricky subject to write about, but I’ve had many people ask me about it.
The thing to remember is that when you’re talking with HR or hiring managers, they’re trying to get a sense of your worth. If they use your salary history as a benchmark for how much they should pay you, that gives them an upper limit on what they can offer. They might be able to negotiate upward if they feel like it—but if their range is set by your previous salary and that comes in at $60k per year? Then any negotiation will likely leave them paying less than that amount no matter how persuasive or charismatic you are.
That said: don’t bring up salary too early in an interview process! It’s okay for employers to ask about previous salaries during interviews (they’ll probably do so at some point), but bringing up numbers first may limit what your interviewer/hiring manager says (or wants) later on down the line.
Proceed with caution.
- Proceed with caution. When the time comes to talk about salary, you should be careful about how you say it: There’s a fine line between being professional and overly formal.
- Know your value—and how to articulate it. Before you enter into any salary negotiations, be sure that you know the value of your skills and experience in relation to the market rate for similar jobs within your industry.
- Understand what “compensation” means in this context. You may think of compensation as synonymous with salary, but in business parlance these terms usually refer to different things: Salary is what an employer pays an employee; compensation generally refers to benefits and other perks (like health insurance).
- Know how the organization views your role so that you can tailor their offer accordingly. If there are multiple people vying for a position or if there are limited resources available, then it’s likely that companies will offer lower salaries than those advertised elsewhere on sites like Glassdoor (which lists average salaries by city).
Consider your alternatives.
It’s important to be prepared to walk away from a job offer if the salary isn’t right for you, so it’s wise to know your alternatives. Consider all of the other companies that might be offering you positions, or talk to recruiters who specialize in your field and can help match you with employers.
You can talk about salary without ruining your chances at a job!
- Let the interviewer bring up salary first. If a recruiter asks about your salary requirements, it’s likely because they want to know if your expectations are in line with their budget. But don’t be afraid of this question! Asking about compensation before you’ve even gotten an offer is a red flag too far—and might lead your interviewer to wonder if you’re only interested in money (which isn’t necessarily true).
- Respond confidently, but not aggressively or defensively. If they ask what you’re making now, don’t say “I’m making $55k.” Instead, say something like “I’m on track for $60k this year.” And when they ask what kind of salary range you’d like them to consider? Well then just be honest: “Based on my experience and skillset, I feel like I should earn at least $70k.”
- Don’t make promises that can’t possibly be kept—especially around other candidates’ salaries! If an employer wants to offer those sorts of guarantees at any point during the process (and many do), they’ll let it come out then—and only then—so don’t put yourself in a position where they feel obligated or pressured into doing so right now because of something said during an interview.”
Conclusion
You don’t have to be an expert at negotiating salary and benefits – the HR team is there to do that for you. But if you know what your options are, it will make it easier for them to get a good deal on your behalf. The key here is having realistic expectations and being prepared to negotiate with HR so that both parties come away happy. Hopefully these tips have helped you get started!
