كيفية التحضير لطلبات تاريخ الرواتب
عندما تجري مقابلة للحصول على وظيفة جديدة ، من الشائع أن تسأل الشركة عن تاريخ راتبك. أرغب عادة في معرفة الراتب الأساسي للمرشح ، وإذا حصلوا على أي مكافأة ، ومبلغ البونص العادي ، وأي تعويضات أو مكافآت إضافية ، مثل 401k المطابقة ، أو منح الأسهم أو خيارات الأسهم ، والوقت المدفوع ومقدار ما هو مطلوب منهم لدفع مقابل أقساطهم الطبية.
إذا كنت تتوقع الحصول على أي تعويض إضافي ، كعلامة على المكافأة ، أو مساعدة إعادة التوطين أو رعاية البطاقة الخضراء كجزء من قرار تغيير وظائفك ، فهذا أمر يجب أن تعرفه الشركة في البداية. تُظهر عينات خطاب تاريخ الراتب كيفية كتابة معلومات تاريخ الرواتب.
أنا دائمًا معجب عندما يناقش المرشحون التعويض معي بطريقة هادئة ومباشرة. When a candidate tells me they are “open and sure that the offer you make will be sufficient” or when they tell me they are looking for “the market range” – it indicates that they are not comfortable discussing compensation.
The fears that candidates bring to compensation discussions are usually a result of feeling that they may price themselves too low, and therefore miss out on receiving a big increase over their current compensation, or they are afraid of pricing themselves too high and then having the company turn around and say “we can't afford you”.
How to Answer Questions About Compensation
First of all, we recommend that you do your homework. Do some salary research to find out detailed information about what the market is paying for your skills and background. You may want to check out Glass Door to see if any specific compensation information is available for the company you are interviewing with.
Secondly, very importantly, be honest. Above all else, don't make up the numbers. Give an accurate portrayal of your current compensation. If you are worried about you pay being too low compared to the market, say so. “I am currently making $xyz but feel this is low compared to others with my background. Going forward I will be looking for annual compensation in the $abc range”. If you are worried that your compensation is on the high side, you can let the employer know that the opportunity is as important to you as compensation. Saying “I currently make $$$ but am flexible on my compensation requirements, depending on the position and the opportunity for career growth,” tells the employer that you are not “stuck” on making a particular amount.
Why Don't Employers Tell Us the Range?
This is a question I get quite often. The answer really depends on the company. For many of the companies I have recruited for, the position is opened at a particular level, but there is a huge amount of flexibility depending on what candidate we end up finding, as well as how that candidate compares to other team members. We may open a position up with an expected base salary of, say, $100,000, and then find that our best candidate only has 3 years of experience and, compared to others in the team, should really only be making $80,000.
There is also some psychology behind not giving a range out to candidates. If I tell you the range we expect to pay is $60,000 to $90,000, you are probably going to think you will be a $90,000 candidate, when the reality may be that we see you as a $65,000 candidate (again, compared to others on the team). Then you may feel insulted or disappointed because your expectations were not set appropriately.
What about salary requirements or salary history letters? Some companies may still ask that you write out your salary history, or put your salary requirements in writing. Again, I caution to be honest in your answers. It is very easy to verify past compensation and falsifying information can be grounds for rescinding an offer or terminating your employment (if hired). If you are not sure what the appropriate format is for salary requirements letters, please see the salary history letter samples.