How to answer your salary expectations. How to set the salary for an employee. What to answer in an interview question - Why did you quit

During your job interview, you will have to answer a ton of questions. Numerous recommendations on the Internet, including some of my articles, will help you answer many of them.

However, some questions pose a challenge for most job seekers and can even trap you. One of these insidious questions: "What are your wishes for wages?" What is the trick here and how to correctly answer such a question, I will tell you now.

So, if you ask right away high salary, this can greatly increase the likelihood of failure. To declare too low a salary is to devalue yourself. Where is the golden mean?

The best thing you can do is delay the discussion of the salary level as much as possible and force the employer to offer you the compensation level first. By giving a direct answer, you immediately give the employer the initiative and control over the situation.

Many HR - specialists and employees of recruiting agencies rightly believe that by requiring applicants to evaluate themselves, they help themselves to find the best candidates at the best price. Therefore, they pressure you during the interview process, trying to squeeze the exact numbers out of you.

You have a different task - to sell yourself at a higher price. So don't give in to the pressure.

Here are some tips on how to get away from a straight answer about salary to your advantage.

1. You should understand your true value in the labor market.

Before you go for an interview, research offers in your industry and your profession. Browse the Internet for both the job offers and the resumes of colleagues at your level. You must understand how much your experience and skills are worth in the labor market now. This will be one of your advantages - knowing your real market value as a specialist.

2. If asked, postpone the answer.

As soon as the recruiter finds out your desired salary level, the initiative is already on his side. Postpone the salary discussion until the employer shows a clear and firm interest in your candidacy.

Say, for example, “It depends on several factors that we haven't discussed yet. For example, social package and other benefits, as well as from intangible factors. Please tell me what is the salary range and social package can your company offer a successful specialist in this position? "

3. If you absolutely need to answer, report a wide range.

When it comes to asking straightforwardly, ambiguity is your best friend.

This is a surefire way not to be too cheap.

If the employer's representative insists on the answer, and you have already figured out all the nuances of the position, prepared (see paragraph 1), then declare the fork from ... and to ... Moreover, your lower bar should be approximately equal to the upper figure of the employer's fork, should cling to it, like a hook. More or less like this:

"Based on my level of competence and experience, I am open to discussing salaries from ..."

I hope you found out a possible proposal from this company in advance, or at least analyzed the level of salaries in this industry, position and region?

4. The main thing is not to give a definite answer!

Only vague numbers and a wide range.

Here are more options for questions and answers.

What salary are you looking for?

Answer. Let's first talk about your candidate requirements, objectives and company expectations so that I can understand who you need and if I'm really the right fit.

How much did you get at your last job?

Answer. The functionality of this position does not quite coincide with what I did in my last job. Let's first discuss my level of responsibility here and then assess the fair level of compensation appropriate for these particular tasks.

Answer 2. I am flexible about the salary issue and am ready to discuss the compensation package, but my salary in the last place ranged from 10 to 18 thousand UAH. and I would hate to have less.

What level of salary do you expect?

Answer. I am interested in finding a job that is as worthy of my experience as possible. And I am sure that your company can offer a decent salary that matches the market conditions.

(In other words, I respect myself and expect respect from the company as well.)

Answer 2. I have no specific wishes for salary, I just want to say that my average living expenses in recent times are from 10-15 thousand UAH. per month.

I need to know your desired salary level in order to prepare Job Offer ... Please name ...

Answer. I would be grateful if you could make me an offer based on the figures in your budget for this position. We will build on these figures ...

Why don't you want to voice your wishes for wages?

Answer. I am sure that you have your own data on how much work in this position in your company is estimated at, I would first like to know your numbers.

If an employee has worked for a month the established time limit and fulfilled the established labor duties, his salary should not be less minimum size wages (minimum wages).

Since January 1, 2013 the value federal minimum wage is 5205 rubles per month (Article 133 of the Labor Code of the Russian Federation, Article 1 of the Law of 03.12.2012 No. 232-FZ). From January 1, 2014, the minimum wage will be increased to 5554 rubles. Meanwhile, regional agreements on the minimum wage in the constituent entities of the Russian Federation may establish a different value, even more than the federal one (Article 133.1 of the Labor Code of the Russian Federation).

In accordance with Article 133 of the Labor Code of the Russian Federation, the minimum wage should not be less than the subsistence minimum able-bodied population... However, in this moment the size of the minimum wage is about 69% of the size of the subsistence minimum of the working-age population in the first quarter of 2013 - 7633 rubles. (Decree of the Government of the Russian Federation of June 27, 2013 No. 545). As follows from Article 421 of the Labor Code of the Russian Federation, the procedure and terms for increasing the minimum wage should be determined by a special law, which does not yet exist.

According to some industry agreements, employees' salaries should not be less than the subsistence level now. In particular, this applies to the oil and gas industry, where the monthly wage rate of a worker of the 1st category cannot be less than the subsistence minimum of the working-age population in Russia as a whole (clause 3.1 of the sectoral agreement of December 7, 2010). The list of sectoral agreements can be found on the website of the RF Rostrud.

Moreover, for commercial enterprises sectoral agreements are binding only if they join them (Article 48 of the Labor Code of the Russian Federation). Organizations are deemed to have acceded to the sectoral agreement if, within 30 calendar days from the date of publication of the relevant proposal (in " Russian newspaper») They did not send a written reasoned refusal to join the Ministry of Health and Social Development of Russia (Article 48 of the Labor Code of the Russian Federation, clause 3 of the Procedure approved by order of the Ministry of Health and Social Development of Russia dated April 12, 2007 No. 260).

The government of the Russian Federation sets the size of the subsistence minimum for the country as a whole every quarter. Executive bodies the authorities determine the subsistence level for each region. At the same time, the value of the subsistence minimum can be found in the official press or on the websites of the administrations of the corresponding constituent entity of the Russian Federation (Article 133 of the Labor Code of the Russian Federation, Articles 4, 7 of the Law of 24.10.1997, No. 134-FZ). For example, the Decree of the Government of the Volgograd region of October 29, 2013 No. 583-p established the subsistence minimum in the Volgograd region for 3 quarter 2013 per capita year - 6665 rubles; for the able-bodied population - 7193 rubles; for pensioners - 5456 rubles; for children - 6544 rubles.

When establishing the regional size of the minimum wage, the regional authorities are guided by the size of the subsistence minimum of the able-bodied population in the region (part 3 of article 133.1 of the Labor Code of the Russian Federation). At the same time, the regional minimum wage does not apply to organizations that are financed from the federal budget (part 2 of article 133.1 of the Labor Code of the Russian Federation).

So, on the basis of the AGREEMENT OF THE VOLGOGRAD REGION ADMINISTRATION, VOLGOGRAD REGIONAL COUNCIL OF TRADE UNIONS, ASSOCIATION OF BUSINESS ORGANIZATIONS EMPLOYERS OF SMALL AND MEDIUM BUSINESSES OF THE VOLGOGRAD REGION No. in particular, for the off-budget sector of the economy, it is set at 1.2 times the subsistence minimum for the working-age population of the Volgograd region.

All organizations in the region can join the regional minimum wage agreement, even if they did not participate in its conclusion. The proposal to join the regional agreement is officially published together with the text of the agreement (part 7 of article 133.1 of the Labor Code of the Russian Federation). If the company does not send a written reasoned refusal within 30 calendar days, it is considered that it agrees with the regional agreement. This means that the organization will be obliged from the moment of the official publication of the regional agreement to establish a monthly salary for employees not lower than the regional minimum wage. If the organization decides not to join the agreement, it sends a written refusal to the subject of the Russian Federation, and a copy of it is sent to the territorial department of Rostrud (part 8-11, article 133.1 of the Labor Code of the Russian Federation).

It is important to note that if an organization pays employees wages lower than the average industry wage established in the region, this may entail an exit tax audit enterprises (order of the Federal Tax Service of Russia dated May 30, 2007 No. MM-3-06 / 333).

Responsibility for wages below the minimum wage

For payment wages in amounts below the minimum wage, administrative and criminal liability is provided. In accordance with part 1 of article 5.27 of the Code of Administrative Offenses of the Russian Federation, the head of the organization can be fined in the amount of 1,000 to 5,000 rubles, the organization - in the amount of 30,000 to 50,000 rubles. Moreover, for a repeated violation, the head is threatened with disqualification for a period of one to three years (part 2 of article 5.27 of the Administrative Code of the Russian Federation).

In addition, such a violation can be qualified as a violation or non-fulfillment of obligations under the collective agreement. In this case, the head of the organization may be warned or fined in the amount of 3,000 to 5,000 rubles (Article 5.31 of the Code of Administrative Offenses of the Russian Federation).

Issues related to bringing to administrative responsibility are considered by the labor inspectorate or the court (part 1.2 of article 23.1, 23.12 of the Code of Administrative Offenses of the Russian Federation).

On the basis of Article 236 of the Labor Code of the Russian Federation, an employee whose salary was less than the minimum wage has the right to demand an additional payment for the entire period of work, as well as compensation for delayed payment. If the company fails to comply with the specified requirement, the employee may file a complaint with labor inspection... In addition, labor inspectors can also find out about a violation of the law during an inspection. For the payment of wages below the minimum wage for more than two months, the head of the organization is subject to criminal liability in accordance with part 2 of article 145.1 of the Criminal Code of the Russian Federation.

Surcharges, bonuses, allowances

When checking an employee's salary for compliance with its minimum wage, it is necessary to take into account additional payments and allowances to the salary. The salary of an employee who has worked the norm of time in a month and fulfilled the labor standards (labor duties) must not be less than the minimum wage (minimum wage).

At the same time, according to Part 1 of Article 129 of the Labor Code of the Russian Federation, the following elements are included in the salary (remuneration):

• basic salary of an employee at a tariff rate (salary) - remuneration for labor;
• compensation payments(for example, additional payments and allowances for work in conditions deviating from normal, etc.);
• incentive payments (bonuses and other incentive payments).

It follows from this that when checking for the compliance of the salary (remuneration) of an employee with the minimum wage, it is necessary to take into account any additional payments and allowances to the salary. That is, it is taken total amount wages (including remuneration for labor, without exception, all additional payments and allowances, incentive payments), and is compared with the minimum wage. Similar explanations are given in the letter of the Ministry of Finance of Russia dated November 24, 2009. No. 03-03-06 / 1/768. Supreme Court RF in the definitions of 23.07.2010. No. 75-B10-2, dated 21.05.2010. No. 8-B10-2 confirmed this position.

Similar rules apply when checking the compliance of an employee's wages with the regional minimum wage, since there is no special rules in this regard Labor Code RF does not establish.

The employee works part-time or part-time

Since the minimum wage established by federal law is guaranteed to those who have worked the full standard of working time in a month (part 3 of article 133 of the Labor Code of the Russian Federation), part-time workers and part-time employees can be paid less than the minimum wage. Their work will be paid in proportion to the time actually worked or depending on the amount of work performed (Articles 285, 93 of the Labor Code of the Russian Federation, letter of the Federal Tax Service of Russia dated 31.08.2010 No. ШС-37-3 / 10304).

At the same time, the salary is set in full for an employee working part-time, it is indicated in employment contract, but are paid in part according to the actual working out. This procedure is determined by article 57 of the Labor Code of the Russian Federation, according to which the salary in the amount that is paid when working out the entire norm of working time established for this category of workers should be indicated in the employment contract. Part-time employees do not work out the monthly rate, so they are paid only a part of the salary set in the employment contract per month. This part is determined in proportion to the time worked or depending on the amount of work performed (part 2 of article 93 of the Labor Code of the Russian Federation, letter from Rostrud dated 06/08/2007 No. 1619-6).

Therefore, in the employment contract, the condition on the procedure for remuneration of the employee can be formulated as follows: “The employee is paid a salary of 25,000 rubles per month. Wages are calculated in proportion to the hours worked. "

Indexation of wages

In accordance with Article 134 of the Labor Code of the Russian Federation, the salary of employees must be indexed in connection with the increase in consumer prices for goods and services. An increase in the level of the real content of wages is one of the main state guarantees. Therefore, the indexation of the level of wages of employees is an obligation, not a right of the organization (Article 130 of the Labor Code of the Russian Federation).

Since the current legislation, the indexation procedure for organizations that do not receive budget financing for the payment of wages is not established, the company is obliged to independently fix it in its local documents (for example, in the collective agreement, the Regulation on remuneration). If existing local regulatory documents the indexation procedure has not been established, it is necessary to make appropriate changes (additions) to them (Articles 130, 134 of the Labor Code of the Russian Federation, letter from the Ministry of Health and Social Development of Russia and Rostrud dated 19.04.2010 No. 1073-6-1). For non-compliance with the requirements labor legislation officials organizations can be held administratively liable.

The obligatory program of any interview includes the question: "What salary are you expecting?" American expert Ramit Sethi, author of the bestselling book "I will teach you to be rich", calls this question a trap and advises using the "silence tactics" (politicians also like it very much). We decided to ask Russian recruiters how they would react to the fact that in response to a question about the salary, the candidate will leave from a direct answer.

In one of the episodes of the popular American show Tim Ferissa Ramit Sethi talks about what exactly is the catch in the question of salaries, and gives several lessons on how to negotiate with HR.

Most job seekers go through their heads before interviewing possible questions... You can't predict everyone, but there are a couple that the HR will definitely ask: "What salary are you expecting?" and "How much are you getting now?" According to the Network, experienced hiring managers have a specific goal of "not offering more to the job seeker." When negotiating a salary, the winner will be the one who is the last to name the number. But that doesn't mean the recruiter's question should be ignored, Seti says, as it will give the interviewer a bad impression of you.

Very often, when answering provocative questions from journalists, politicians evade a direct answer - they veil it in such a way that no one will understand anything (nevertheless, everyone understands: the answer has been sounded). So, Ramit Seti recommends using their method. If during the interview HR asked you a question about salary, then try to answer it like this: "I am glad to discuss working conditions, this position is interesting to me. Now I am trying to understand what conditions will be interesting to both of us. I am sure you are trying to do the same. ".

Such an answer, according to the Network, can inspire a sense of trust in the interviewer, moreover, it may suggest that you have suggestions from other employers. With "silence tactics" your chances of winning will increase, Seti is sure.

When creating a resume on any of the Russian job search sites, you will see a column for specifying the desired salary, and, according to Superjob, filling it out increases the likelihood of viewing a resume by 5%. The Russian employee has already managed to convince that almost the first thing he should do when starting to look for a job is to decide on the size of the salary and be ready to name it to the first person who asked. Therefore, the idea of ​​using "silence tactics" in interviews looks somewhat revolutionary for Russians. Maybe in vain?

No, recruiters we interviewed say. Russian practice has developed in such a way that an HR, meeting a candidate who uses Ramit Seti's advice at an interview, is likely to react negatively. Russian specialists disagree on only one point: at what moment is it most profitable to voice their salary expectations.

First learn about tasks, then about money

Both parties will be quite clear about what kind of reward can be discussed only when they get to know each other well, Marina Vishnyakova expresses her point of view,managing partner of RM TEAM. Shedoes not recommend discussing salary issues at the first meeting with the employer - it would be more appropriate to talk about what the candidate should do within the company. According to Vishnyakova, the "price tag" can immediately become the main content of the conversation only if the work is simple and routine. But then there is nothing to bargain about: there is an average market price... Candidates for such positions as "driver", "maid" and "security guard at the store" can immediately and boldly talk about the expected earnings, because here the spread is small, convinces Vishnyakova.

If a recruiter immediately, from the doorway, asks a qualified specialist: "What income are you expecting?" There is a feeling that such firms are recruiting non-professionals, no matter at what price. With non-professional people, any pro will blow up pretty quickly, regardless of the "salary".

If the parties are interested in each other - it's time to discuss the conditions: the candidate can be told something like "I would like to discuss the conditions for this position." Moreover, such a maneuver can be used both as a candidate's initiative and as an answer to a recruiter's question about wages.

Money in the morning - chairs in the evening

Valentina Pakuleva, Coleman Services Account Manager, disagrees: the main thing is that both the employer and the applicant are still "on the shore" to agree on a specific amount that the candidate intends to receive. Otherwise, both sides will waste their time. No one wants to conduct several stages of interviews with various participants in the process in order to ultimately find out: the proposal for the applicant turned out to be obviously uninteresting, Valentina Pakuleva confidently states.

The candidate should immediately announce to the company the maximum level of the desired income (within reason, of course), but it is also necessary to indicate his readiness to discuss lowering the salary bar - so he will not miss an interesting offer and will take further participation in the competition for the position.

In modern market realities the applicant is forced to compromise. In practice, salary expectations often have to be reduced in order to get a position with the desired employer, Pakuleva warns.

Catch, interrogate and draw conclusions

Dmitry Mikhailov, a consultant in the field of sales and negotiations, personnel management and personal effectiveness of the Russian School of Management, invites the applicant to determine in advance three different amounts that he will discuss in the interview. The first option is realistic, that is, how much the candidate, in his opinion, actually costs in the labor market. The second is the maximum amount. This option should be left in case the applicant feels that he has made a very good impression on the employer, and he agrees to pay him a salary "above the market." The last option is minimum amount but with great promise. That is, the candidate dreams of working in a company that has such a policy: pay small money first, and then stably index wages. The main thing is not to make a mistake and choose the company that is interested in the professional growth of its employees. Otherwise, you can get a job where only "breakfast is fed", warns Mikhailov.

Do I need to indicate the desired salary in the resume? Applicants always have concerns about this. Our expert Marina Khadina , head of career services at HeadHunter, will dispel all doubts.

Almost every job seeker, publishing his resume, thinks in one of the following ways:

- If I write as much as there is, then I will not be offered any more.

- If I write a lot, I will not be in demand.

- I write a little - and I will be inundated with calls with inexpensive offers, and some will underestimate me as a professional.

However, HeadHunter statistics show that if there are no salary expectations in the resume, then the number of invitations decreases. This is due to the fact that the employer tends to minimize the time for selection: he first of all invites those whose resume provides comprehensive information - how about professional level and about salary expectations. And only then begins to consider other candidates.

What should be done based on the above?

First, you must definitely decide for yourself which salary to indicate. Second, prepare carefully for your salary negotiations.

It is most convenient to indicate in the resume the income that was in the last job. This is the best option both in terms of feedback and in terms of further negotiations with future employers.

At the interview, when asked what your salary expectations are, you can confidently answer:

“Not less than at the current location. In general, an ideal reward would be 10% more than the current amount of income. "

Such a conversation seems to be the most logical and comfortable for both parties. There can be a minimum of objections here. To the question "Why exactly 10%?" you can answer that this is within the inflation rate for the last year (6.9 - 8%).

If you know about yourself that you are a rare and expensive expert demanded by other employers even without posting a resume, then you can safely indicate salary expectations higher than + 10% to current income, but no more than 30%.

A situation may arise in which you want to get a raise of more than 30%, arguing something like: "My cousin of a classmate of your second cousin was offered a salary twice as much as there is."

This is not worth doing. Most likely, someone misled you, or this is an exception to the rule. Therefore, it is risky to focus on such options.

Also keep in mind that if you need a job urgently and, in principle, you are satisfied with the salary slightly lower, you need to indicate the very minimum bar. If your resume has few invitations, then perhaps you should change the figure in the "Salary expectations" field to a slightly lower one.

If you're still pondering whether or not to list wages, think about this: an applicant who indicates a salary is more likely to find "his" employer... First, the salary can be one of the search parameters for the employer himself when he is looking for suitable candidates. Secondly, it is much faster to agree on working conditions when the cards are open, preferably on both sides.

You can draw attention to your resume not only by specifying the desired salary, which is “convenient” or beneficial for the employer. Use the Bright Resume service to make your resume stand out from the crowd.

The right career decisions for you!

The question of whether to indicate the desired salary in the resume is decided by itself, if at the end of the vacancy announcement it is written: "Please indicate salary expectations in the resume." Everything here is very simple and clear. There are a lot of such vacancies at the moment.

But what if this is not in the ad? This topic really excited the guests of our forum, and Rabota.Ru decided to ask the HRs of large companies what they think about this.

Alexey Romanovsky, HR manager at ABBYY Our homeland:

To declare or not to declare in the resume the level of one's own salary claims - this choice depends on the level of the specialist and the position for which he is applying. If the vacancy and specializations are massive, then it is better to indicate expectations. If the vacancy is at the level of a top manager, then the final salary is the result of negotiations and, as a rule, candidates do not indicate their expectations.

From our practice over the past few years, I can say that candidates have begun to more often indicate their currency expectations in their resume. Almost all of this is due to the many different job banks on the Internet, for which the standard field when filling out a candidate's questionnaire is the field "desired salary".

If the candidate has decided to indicate his wishes for compensation, the only recommendation is to rely on what the market offers for this position. Naturally, for a number of specialties, knowledge of a foreign language is assessed separately, in some places the knowledge of certain programs is fundamentally, but in general, the salary fork for each position has been formed by the market. The exception is, perhaps, the rarest best positions.

Maria Zhukova, HR-manager of the Begun company:

There are two fundamental aspects to the need to indicate the expected level of payment on the resume. First, you cut off companies that need a specialist who is paid more or less. In other words, your expectations simply don't match the company's budget for this position. On the other hand, the level of salary usually directly depends on the professional level of the candidate. Thus, you attract the enthusiasm of companies that are ready to make you an adequate offer.

Natalya Matveeva, Head of HR Department, Masterhost Group of Companies:

It is worth specifying salary expectations, since it will be easier for both the job seeker and the employer to sort ads and resumes. For example, if a person suits us according to all characteristics, but shows a salary of 40,000 rubles, and we can offer only 25,000 rubles. Naturally, we will not even call the candidate. The most balanced option is to set the lower bar for your own expectations. Upper limit it makes no sense to indicate, because the more the applicant is offered, the better for him.

Evgenia Zvonova, HR manager at RBC Holding:

My outlook and the outlook of my colleagues is absolutely clear: it is worth specifying your salary expectations. At least a fork. Naturally, we also consider resumes without specifying the desired salary, but they are the least presentable, since we can already imagine for ourselves what the candidate is counting on. And even in the case when the applicant shows a higher amount than we can offer, our HR manager still calls him back - there is a great possibility that the candidate will be intrigued by our proposal, since in addition to funds, he can be attracted by a number of prizes offered by the company.

Boris Rezapov, HR Director, Rosinter Restaurants Holding OJSC:

At the current time, the salary market is characterized by great variability, and salaries for the same position sometimes differ significantly. I believe that if a job seeker shows salary in his / her resume, then he risks either making a mistake by setting a low salary bar for himself in advance, or significantly exceeding this bar and not getting a good job in a company that is fascinating to him. In my opinion, it makes no sense to write about your own salary expectations in the resume itself, because It is not uncommon for a candidate to get a job at the lowest salary, and after a few months begins to receive even more than he initially expected. Therefore, you do not need to set yourself a framework that can only interfere with getting the job you want.

Many HR professionals, seeing salary expectations in their resume, tend to think that the main requirement for an applicant is only the salary level, and not the job itself. In my opinion, working conditions and payment should be discussed after we see that the candidate is suitable for us. Only in this case, the company can go to increase the initial levels of payment, meeting the wishes of the applicant. Although at the stage of obtaining a resume, this candidate could be put aside because of the immensely high, in the eyes of the HR, salary expectations.