作为HR肯定是需要站在企业的角度考虑面试者的薪资问题。当然，过分向企业倾斜，给予面试者较低的薪资，并不是一件好事，员工也是个聪明人，当员发现异常，肯定会对企业有所抱怨，甚至离职，得不偿失吖。所以，作为HR，薪资问题必须找到一个平衡点，双赢是好的结果。那你怎么跟公司谈薪水呢？你怎么能得到让你满意的答案？

As HR, it is necessary to consider the salary of the interviewer from the perspective of the enterprise. Of course, it's not a good thing to lean too much to the enterprise and give the interviewer a lower salary. The employee is also a smart person. When he finds something unusual, he will complain to the enterprise and even leave the company. The gain is not worth the loss. Therefore, as HR, the salary issue must find a balance point, win-win is a good result. How do you talk about salary with the company? How can you get a satisfactory answer?

1.说出自己的薪资需求，直接询问企业相同岗位待遇，在说出自己目标薪资的时候，可以主动询问面试官，企业有关岗位的日常待遇，这样也可以做出心理的薪资预估，让自己心理在报薪资的时候有个参考与面试官谈薪资的时候，直接可以说出上一家工作的薪资，然后谈现在目前的薪资需求，看看面试官的反映，然后在作出相关的判断。一般企业除了基本的薪资以外，还会有一些福利，这些问题也能够问清楚，这样自己在日后工作薪资结算中，也能够一清二楚。

1. State your salary needs and directly ask about the same position treatment in the enterprise. When you state your target salary, you can take the initiative to ask the interviewer about the daily treatment of the relevant position in the enterprise. In this way, you can also make a psychological salary estimate, so that you can have a reference when you report your salary. When you talk about the salary with the interviewer, you can directly say the salary of the previous job, Then talk about the current salary demand, see the response of the interviewer, and then make relevant judgments. In addition to the basic salary, general enterprises will also have some benefits. These questions can also be asked clearly, so that they can be clear in the future work salary settlement.
             

2.活用区间谈判法谈到工资上限,(适用非初级岗位的跳槽人士),简历上写上“期望薪资”，不要写一个孤零零的数字，而是写一个工资区间。让新东家知道你对自己有明确的市场定位，同时无形中淘汰了大量的骚扰电话、低质企业、低薪岗位，而且在面试后的薪资谈判中增加了砝码。如果你和HR谈工资过程中，HR没有提到“你的期望有点高，要向公司申请”的话，ta自己就可以做主，说明你没能争取到该职位预算区间中高的工资。面试时，你可以根据对这家公司的整体感受、面试中自我发挥的水平、这家公司该职位的实际要求，以及你对刚刚见面的HR和部门主管的喜好程度等因素，自我综合评估，选择区间中的更具体的位置，告诉对方你的期望薪资数值。

2. Use the interval negotiation method to talk about the wage ceiling (applicable to job hoppers in non junior positions). Write "expected salary" on your resume. Don't write a lonely number, but write a wage range. Let the new owner know that you have a clear market positioning for yourself. At the same time, you have virtually eliminated a large number of harassment calls, low-quality enterprises and low paid jobs, and added weight to the salary negotiation after the interview. If HR doesn't mention "your expectations are a little high and you need to apply to the company" in the process of salary negotiation with HR, TA can decide for itself, which means that you can't get the high salary in the budget range of the position. During the interview, you can make a comprehensive self-evaluation according to the overall feeling of the company, the level of self-development in the interview, the actual requirements of the position in the company, and your preference for the HR and department head you just met. You can choose a more specific position in the range and tell the other party your expected salary.

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