Many headhunters and candidates have lost out on salary negotiations. Is it really that difficult to negotiate salary? For headhunters, there may be problems, and for experienced headhunters, there are also many considerations to consider. However, when discussing salary, the main considerations are still these aspects:

了解客户公司薪水详细情况猎头在职位开始的时候，要尽量多了解到客户公司的薪资详细情况，包括该公司的薪酬体系，薪资结构，激励机制，福利政策等等。

Understand the salary details of the client company. At the beginning of the position, headhunters should try to learn as much as possible about the salary details of the client company, including the company's salary system, salary structure, incentive mechanisms, welfare policies, and so on.

一定要跟HR去详细沟通客户薪资的具体构成以及内部层级的分布，了解到我们合作的职位是在某个层级，大概的薪资范围是多少。

It is important to communicate in detail with HR about the specific composition of customer salaries and the distribution of internal levels, to understand the position we are working with at a certain level, and the approximate salary range.

这样一是便于我们按照他们能给到的范围来搜寻目标人选，二是便于我们后期有足够多的有利信息去说服候选人，如果该客户的底薪不高，那么我们就可以以激励机制，福利政策等去吸引候选人。

This way, firstly, it is convenient for us to search for target candidates according to the scope they can provide. Secondly, it is convenient for us to have enough favorable information to persuade candidates in the later stage. If the client's base salary is not high, we can use incentive mechanisms, welfare policies, etc. to attract candidates.

了解候选人目前的薪水构成情况在跟目标候选人沟通的时候，要尽量详细的去了解候选人目前的薪资构成情况，包括底薪，奖金（月度奖，季度奖，年终奖），补贴，福利政策等。

When communicating with the target candidate, it is important to have a detailed understanding of the candidate's current salary composition, including base salary, bonuses (monthly, quarterly, year-end), subsidies, welfare policies, etc.

有些候选人底薪比较低的，要尽量了解他每个月不同的奖金情况以及他近一年的总收入情况。而且提醒候选人是需要拿的出证据的薪资情况，以免他报给我们的数有很大的水分。

Some candidates with lower base salaries should try to understand their different monthly bonuses and their total income for the past year. And remind the candidate that they need to provide evidence of their salary situation, in order to avoid any significant discrepancies in the amount they report to us.

1.了解候选人对工资的期望值

1. Understand the candidate's expectations for salary

同时，要了解他对于工资的期望值，在推荐简历之前了解到候选人的期望值是非常必要的，而且还要适当的引导，如果候选人的期望完全是不合理的期望，比如有些一来就要双倍的，我们一定要当场打压。

At the same time, it is necessary to understand his expectations for salary. It is also necessary to understand the candidate's expectations before recommending a resume, and appropriate guidance is needed. If the candidate's expectations are completely unreasonable, for example, if some come with double expectations, we must suppress them on the spot.

或者给与必要的提醒，告诉候选人这个期望完全是不合理的，一般跳一次槽的薪资涨幅在20%~30%之间是比较合理的，并且告诉他如果实在要坚持这个无理的要求，可能客户根本就不会给他面试的机会，如果他有意向，也会慎重考虑薪资的期望问题。

Alternatively, provide necessary reminders to inform the candidate that this expectation is completely unreasonable. Generally, a salary increase of between 20% and 30% for a job change is reasonable, and inform them that if they insist on this unreasonable request, the client may not even give them an interview opportunity. If they are interested, they will carefully consider the issue of salary expectations.

2.了解候选人对薪水的态度

2. Understand the candidate's attitude towards salary

然后在我们做推荐报告的时候，把候选人的目前薪资和希望薪资都要尽量详细的写进去，有些候选人说薪资可以面议，那么他说的面议是指什么呢？

Then when we make the recommendation report, we should include the current salary and expected salary of the candidate as detailed as possible. Some candidates say that salary can be negotiated in person, so what does he mean by face-to-face negotiation?

是说如果机会好，低于目前的也可以接受，还是说低于多少不考虑呢，这个一定要跟他确认好，有些即使不写进简历，至少我们顾问心里要有底。候选人是看重钱还是看重其他，通过详细的沟通准确掌握。

If the opportunity is good, it can still be accepted if it is lower than the current level, or is it not considered how much lower? This must be confirmed with him. Even if some are not included in the resume, at least our consultants should have a solid understanding. Do candidates value money or other factors? Accurately grasp through detailed communication.