談薪對于獵頭來說是很關鍵的一環(huán)，也很考驗獵頭技巧。要做好薪資談判，獵頭要明確掌握談判雙方也就是企業(yè)和候選人對薪資的意向。那么濟南獵頭公司怎么企業(yè)與候選人的薪資沖突？

Salary negotiation is a key link for headhunters, and it also tests headhunters' skills. To do a good job in salary negotiation, headhunters should clearly understand the intention of the negotiation parties, that is, the enterprise and the candidate on salary. How does Jinan headhunting company solve the salary conflict between the enterprise and the candidate?

1、對候選人的價值評估

1. Value evaluation of candidates

獵頭公司會根據(jù)簡歷信息了解候選人上一份工作的薪酬，再結合他目前的期望薪資和行業(yè)的平均薪酬的漲幅做一個對比，會就的職位給予候選人合理的意見。談判前理性評估候選人的價值，積累對候選人的了解，確保候選人對客戶公司、應聘崗位有一定程度的認識。如果應聘者非常，可能要建議企業(yè)調(diào)高薪酬待遇；反之，如果候選人非常普通，那么企業(yè)可以多加考慮。

The headhunting company will understand the salary of the candidate's last job according to the resume information, and compare the current expected salary with the increase of the average salary in the industry, and give the candidate reasonable opinions on the recommended position. Before the negotiation, rationally evaluate the value of the candidate, accumulate the understanding of the candidate, and ensure that the candidate has a certain understanding of the client company and the job. If the candidate is excellent, he may suggest the enterprise to increase the salary; On the contrary, if the candidate is very ordinary, the enterprise can give more consideration.

2、企業(yè)對于候選人的態(tài)度

2. Enterprise's attitude towards candidates

如果候選人是企業(yè)空缺崗位的理想人選，此時獵頭公司可建議企業(yè)在可控的范圍內(nèi)適當調(diào)整薪酬待遇；如果候選人非常認可企業(yè)，且目前的薪酬期望低于企業(yè)客戶的預算，獵頭公司就可按兵不動；如果候選人薪酬期望高于企業(yè)客戶預算，那么獵頭公司可以將聚焦在企業(yè)的其他優(yōu)勢上。

If the candidate is the ideal candidate for the vacant position in the enterprise, the headhunting company may suggest the enterprise to adjust the salary within a controllable range; If the candidate highly recognizes the enterprise and the current salary expectation is lower than the budget of the enterprise customer, the headhunting company can stand still; If the salary expectation of the candidate is higher than the budget of the enterprise customer, the headhunting company can focus on other advantages of the enterprise.

3、優(yōu)勢吸引

3. Advantage attraction

的候選人在乎的關鍵因素不僅僅是薪資。如何幫助企業(yè)用合理的薪酬招到的候選人，大多數(shù)時候需要獵頭公司量化其他福利，如發(fā)展空間、進修機會、晉升機制、績效、年終獎、彈性上班時間、休假、技能培訓、平臺資源等，幫助候選人了解這個崗位的真正價值，增強吸引力。

The key factor that a good candidate cares about is not just salary. How to help enterprises recruit excellent candidates with reasonable remuneration? Most of the time, headhunting companies need to quantify other benefits, such as development space, training opportunities, promotion mechanism, performance, year-end bonus, flexible working time, vacation, skill training, platform resources, etc., to help candidates fully understand the real value of this position and enhance their attractiveness.

獵頭公司在協(xié)調(diào)薪資方面的問題的時候，會非常誠懇的給出雙方性的意見，站在雙方的角度去考慮協(xié)調(diào)問題。前提是候選人符合企業(yè)的招人需求，并且企業(yè)有意愿錄取候選人。這樣獵頭公司才能在協(xié)調(diào)時才能有目標的去達成雙方都滿意的結果。關注我們http://www.bjddhyyq.cn，了解更多！

When the headhunting company coordinates salary issues, it will sincerely give professional opinions from both sides and consider coordination issues from the perspective of both sides. The premise is that the candidate meets the recruitment needs of the enterprise and the enterprise is willing to admit the candidate. In this way, the headhunting company can achieve the results satisfactory to both parties when coordinating. Follow us http://www.bjddhyyq.cn Yes, learn more!