Tip 1: How to determine your salary
The remuneration system in the company not always meet the requirements of the leadership and the aspirations of staff. On the one hand, the salary should encourage employees to work effectively, on the other — to be economically justified. In order to achieve the Golden mean, you can use several standard methods for determining salaries for different groups of staff.
The most primitive method is used in small companies (up to 10-15 people). The person responsible for hiring employees in this company usually just looks, what is the average salary in the market for a specialist. Most likely, the salary will be slightly above or slightly below the market average — depending on the importance of the staff member's personal sympathies, as well as the possible prospects of its development in this company. In small companies this approach is justified. The candidate interview should take this into account.
Companies with more staff (15 to 50 people) often use the above described method, but in a more "advanced" version. The summary of possible candidates is investigated, website reviews are examinedwww.superjob.ru and others. Additional additional knowledge and skills of candidates (English, MBA, etc.) are taken into account.
Large companies are developing a method of determining wages. The issues of the wage system in this case can engage the whole Department. It analyzes a variety of data from the Internet and the press, developing local regulations of the company relating to wages, bonus system. Is often used system to rank positions according to the degree of value and complexity, there are benefits and incentives. The highest salaries in this case, those who make decisions, the lowest - those who perform routine office work deserve.
Accordingly, a lot depends on which company you will get. Not necessarily in a small company you will pay nothing, and in large — a million (sometimes Vice versa). But, coming to the interview, you should know approximately what the payroll system can use one or the other company. If the ranking system in the company is missing, do not hesitate to ask salaries higher than the average salary of a specialist of your level of the market, especially if you have additional skills or knowledge. If the ranking system is, you should know how much the company gets the specialist of your level and asking for a bit more. In each company the same candidate can get quite a variety of money. Clearly define salaries. for example, for a year, which would be you, and most employers cannot. Accordingly, and in summary it is necessary to avoid undue certainty: it is better to write in the "salary expectations" not "40,000 rubles", and "from 35000 rubles."
It so happens that the company's "confusing" candidate: seemingly successful company offers him a pittance for the money, while there are vacancies in the same region with a very high salary. After watching such vacancies becomes difficult to define "value" in the moment. Any candidate should remember the common elements in the determination of wages. This:
1. University that graduated from the candidate.
2. work experience.
3. Additional education (which may be useful to a candidate's profile specialist) or skills.
If you are confused, these criteria would, at least, calculate the minimum that you are able to count on. Study at an elite University and need additional skills and knowledge (for example, English) will require salaries. which will be higher than the market average for your specialty and with your experience of 20 percent. Each year, work experience can add 5-10% to the average market salary.