職場(chǎng)新人面試 你懂得如何談工資了嗎？

　　Li Xiaoming, 22, a senior computer science major, dares to ask all sorts of questions in a job interview.

　　22歲的李曉明(音譯)是計(jì)算機(jī)專業(yè)的一名大四學(xué)生，他敢于在工作面試中提出各種各樣的問題。

　　He won’t hesitate to inquire about a company’s merger or acquisition plans or its strategy in building brand reputation.

　　他會(huì)毫不猶豫地問及公司的合并、收購(gòu)計(jì)劃，以及公司樹立品牌聲望的戰(zhàn)略。

　　But there’s one thing he often lacks courage to ask: his own salary.

　　但有一件事，他總是沒有勇氣開口——薪金待遇。

　　“I’m afraid that bringing up this topic might offend the recruiter and damage my chance of getting an offer,” he said. “So I’m shy and reluctant to talk about it.”

　　“我擔(dān)心提出這個(gè)話題會(huì)惹惱招聘人員，從而丟掉這份工作。”他說(shuō)，“所以我總是不好意思，也不愿去談?wù)撨@個(gè)問題。”

　　Li, a student at Hebei University of Economics & Business is not the only one who feels this way. According to a latest survey by 51job.com, a major recruiting portal, more than 30 percent of job interviewees find it hard to raise the salary issue.

　　就讀于河北經(jīng)貿(mào)大學(xué)的李曉明并非唯一一個(gè)這樣想的人。根據(jù)知名求職門戶網(wǎng)站——前程無(wú)憂網(wǎng)所進(jìn)行的最新調(diào)查顯示，30%以上的面試者都覺得對(duì)于薪金問題難以啟齒。

　　As a result, many end up in jobs without knowing exactly their pay and conditions.

　　結(jié)果，很多人直到成功入職時(shí)都不知道自己確切的薪金待遇。

　　Examples abound about those who learn too late that they lag behind their peers on a starting salary.

　　種種事例表明，很多人過(guò)了很久以后才知道自己的起薪和同齡人差了一大截，但為時(shí)已晚。

　　“Job candidates need a realistic picture of their paycheck from their future employer. It is in their best interests,” said senior consultant Chen Xi from Zhaopin.com.“They have a duty to obtain that information before they sign any contract.”

　　“應(yīng)聘者應(yīng)對(duì)未來(lái)雇主提供的薪水有一個(gè)現(xiàn)實(shí)的預(yù)期。這是為了為自身謀取最大利益。”智聯(lián)招聘網(wǎng)高級(jí)顧問陳曦(音譯)說(shuō)。“在簽合同前他們有責(zé)任掌握這些信息。”

　　Career experts say that job seekers should not be hesitant or shy inquiring about the pay. However, they still have to do it in a “proper and tactful way.”

　　求職專家認(rèn)為，求職者在詢問薪金這個(gè)問題上不應(yīng)猶猶豫豫或羞于開口。然而，他們也得以一種“得體且委婉的方式”來(lái)談薪水。

　　Raising the pay issue too soon may turn away an employer or reduce one’s competitiveness.

　　急于拋出薪水問題可能會(huì)嚇跑雇主，你的競(jìng)爭(zhēng)力也會(huì)大打折扣。

　　“The sensitive topic is normally not touched upon in the first one or two rounds of interviews,” Chen pointed out. “At this stage, your priority is to prove your value to the company.”

　　“通常在前一、兩輪面試中應(yīng)避免提及這種敏感話題。”陳曦指出，“在這一階段，你首先要做的是去證明你對(duì)于公司的價(jià)值。”

　　Once a company develops a genuine interest in a job candidate, they’ll send HR personnel to negotiate the details, either in the format of a last round interview or a private talk about a contract.

　　一旦公司對(duì)某位應(yīng)聘者特別感興趣，他們會(huì)派人事專員以最終一輪面試，或談合同的一對(duì)一談話的形式來(lái)商討具體細(xì)節(jié)。

　　What if the company has not addressed the issue directly? Chen suggests that students seize the chance when asked “Do you have any more questions about our company?” Or “Anything else you want to know about us?”, and bring up the topic naturally.

　　如果公司沒有直接提出薪水問題該怎么辦?陳曦建議學(xué)生在被問到“你對(duì)于公司還有什么其他問題?”或“你還想了解我們公司的哪些情況?”時(shí)，抓住機(jī)會(huì)，自然而然地提出薪金問題。

　　Most recruiters will not be offended by a candidate’s straightforward but polite manner.

　　如果應(yīng)聘者直接而禮貌地提出這個(gè)問題，大多數(shù)招聘人員都不會(huì)生氣。

　　Jia Lan, a recruiting manager from Yongche.com, a car-renting service portal, prefers candidates to lay the cards on the table.

　　賈瀾(音譯)是租車服務(wù)門戶網(wǎng)站“易到用車網(wǎng)”的招聘主管，她更喜歡應(yīng)聘者能夠直截了當(dāng)?shù)挠懻撔劫Y問題。

　　“It’s fine that they state what they want and we’ll see if we can help realize it,” she said. “It helps with decision-making.”

　　“應(yīng)聘者說(shuō)出自己的期望，我們看是否能幫助他們實(shí)現(xiàn)，這很好。”她說(shuō)，“這對(duì)我們做決定十分有益。”

　　On some occasions, graduates become tongue-tied when asked “How much do you expect to earn?”

　　在某些情況下，當(dāng)被問及“期望薪金”這個(gè)問題時(shí)，剛剛走出大學(xué)校園的應(yīng)聘者們開始變得支支吾吾。

　　Career consultants advise job seekers to do research online about the average salary range in a specific sector and a company’s level within the industry.

　　職業(yè)咨詢師建議求職者先在網(wǎng)上調(diào)查一下某一具體行業(yè)的平均薪酬范圍，以及該公司的薪資在業(yè)內(nèi)所處的水平。

　　This has occupied Li Jinbing, a senior electronics major from Hunan Institute of Science and Technology. The 22-year-old, who wants to join a newly set-up IT company in Beijing, is busy surveying friends and alumni in similar positions. “So I’ll know what to expect from the company,” he said.

　　來(lái)自湖南理工學(xué)院電子專業(yè)的大四學(xué)生李錦冰(音譯)最近就正在忙著做薪資調(diào)查。這位22歲的大學(xué)生打算進(jìn)入北京一家新成立的IT公司工作，他正到處咨詢從事類似工作的朋友和校友。“這樣我就能知道自己對(duì)于這家公司的薪金期望值了。”他說(shuō)。

　　Expectations and reality often don’t match, especially for green hands. Chen says capable students may politely ask if it’s possible to raise the bar a little, but they can’t count on that.

　　然而現(xiàn)實(shí)與期望總是有差距，對(duì)于職場(chǎng)新人們尤其如此。陳曦表示，一些能干的學(xué)生可能會(huì)禮貌地詢問是否有可能稍稍提高一下工資標(biāo)準(zhǔn)，但也不能完全指望這一點(diǎn)。

　　“A salary package comprises more than wages. It also contains benefits, insurance, paid vacations, training, and even a free hukou,” he said.

　　陳曦說(shuō)：“薪酬待遇不僅僅包括工資，還包括福利，保險(xiǎn)，帶薪假期，培訓(xùn)甚至還是免費(fèi)落戶。”

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