Salary by agreement: what is hidden between the lines? Wide range of competencies.

Size wages- the second point that the applicant pays attention to when viewing a vacancy, immediately after the name of the specialty. And if the promised remuneration for the work of a person does not interest, the vacancy, most likely, will not even be read. Therefore, someone advises the employer to be as accurate as possible and indicate specific numbers. Others say that this way you can miss out on interesting candidates for whom it would be worth moving up in price. But there is no single correct answer: it all depends on the area professional activity, the goals of the company, the adopted motivation scheme and a number of other factors. Let's see what options there are, what are their advantages and disadvantages.

1. specific figure

Everything is simple and hassle-free. If the specialty involves working for a salary, and bonus payments are rare and do not exceed 10% of the salary, it makes no sense to start an intrigue. The candidate immediately understands what he can count on, and the employer does not have to look through a pile of resumes from applicants with high salary expectations.

Speaking about the disadvantages of a particular figure, they usually describe a hypothetical case when a candidate would be ready to work for lower salary, and here a higher bar is immediately taken. But most professionals have a fairly accurate idea of ​​how much their work is worth in the market - after all, they see more than just your vacancy. And if a potentially interesting candidate who still lacks experience or any skills has come to you for an interview, you can always offer him a lower salary for a certain period (with a promise to raise it, for example, in six months or a year), motivating your decision.

The only nuance. Sometimes the employer is still wondering whether to indicate the salary before income tax (gross, “dirty”) or after (net, “clean”, “hands on”). We choose, of course, the second option, because this is how the applicant perceives this number. Otherwise, the candidate will then be unpleasantly surprised, and what to expect from an employer who is cunning already at the stage of describing the vacancy ...

2. From…

The employer announces the minimum bar (most often corresponding to the salary) and hints that with due diligence you can get a lot. But in the perception of the candidate, the indicated figure remains, and not the tempting "from ...", which equates this way of describing the salary with Option 1. Therefore, it is better to calculate what maximum amount your future employee can receive with adequate workload and the implementation of a realistic plan, and use Option 4 .

3. Before …

It is difficult to say what motivates employers who indicate salaries in the format “up to ... rubles”, but it rarely occurs. Sometimes we are talking about part-time work, and in this way the company shows that it is sympathetic to candidates who prefer to work less, not more. But in order to avoid misunderstandings, it is better to indicate exactly how much you plan to pay for a certain amount of work performed (Option 7).

4. Fork from… to…

It is used in three cases:

• When an employer wants to pay less in a period probationary period, and then plans to raise wages.
• When the salary varies depending on the experience and competencies of the candidate.
• When the salary consists of a constant (salary) and a variable part (% of the transaction, bonuses, bonuses for a completed project, etc.).

Be sure to explain what size depends on monetary reward in the job description, so that the candidate does not think up and interpret the facts on his own.

This option is good because it has both specifics and room for maneuvers. It is clear that optimists will remember the upper figure, and pessimists will decide that they will still pay according to the lower limit, but you will not please everyone. Wariness can cause too large a gap between the numbers, but for some specialties where a small fix is ​​accepted and significant percentages of transactions (for example, real estate sales managers) this is normal and quite adequately perceived by the candidate.

WITHexpert advice: if you yourself have not fully decided, you need to vacancy an inexperienced candidate for a small salary or a super pro with a corresponding reward, it is better to create two separate vacancies with different levels requirements and wages.

5. Specific figure +% or premiums

An intermediate stage between options 3 and 4. On the one hand, the employer explains how the salary increases, which is already good. On the other hand, it is not clear to what extent.

6. By agreement / salary based on the results of the interview, etc.

It would seem that recruiters have long explained to everyone why the salary may not be indicated in the vacancy. Employer

• does not want to disclose this information to its employees or competitors;
• plans to determine the salary after assessing the qualifications of a specialist at an interview;
• does not want to limit the flow of candidates by establishing a salary “fork”;
• simply does not know how much such a specialist costs in the market, and at the same time conducts monitoring.

But still, according to statistics, 40% fewer applicants respond to such applications. Perhaps, simply because they are considered in the second (and even third) turn, and organizations with an open salary policy manage to hire candidates.

Only large companies with a promoted job brand (Gazprom, Google, etc.).

Sometimes employers do not indicate the size of the salary, if it is obviously lower than the market average, in the hope of persuading the candidate at the interview. Such a move should be used only if the HR manager has big reserve time for processing incoming resumes, since the percentage of conversion of responses to a vacancy into an interview will be obviously low.

Some candidates believe that if the employer is ready to discuss the salary in person, then it will be easier to negotiate with him. Others, on the contrary, are tuned in to tough negotiations. It all depends on the character of the person and previous experience.

The situation when, in response to a vacancy (or already at an interview), a candidate asks how much they are willing to pay, and in response receives a counter-question “how much would you like to earn?”, Not everyone is comfortable. The company does not want to overpay, the employee is afraid to sell too cheap, and now the labor market is turning into a bazaar. Someone likes to bargain and enthusiastically knocks out for himself Better conditions. Others make relatively modest demands so as not to lose a job offer, but after taking the place, they continue to look to the side. Still others simply believe that "this is not serious behavior" and stop negotiations.

The exception is the vacancies of top managers. It is clear to everyone here that we will be talking about rather big sums, and individual conditions will be offered to each interesting candidate. Although in this case it would be nice to set the initial benchmark.

Expert tip: pointing out jobs to post onjob-sites salary "by agreement", do not forget about the filters that the applicant uses. Otherwise, you may be left behind your competitors.

7. Piece-work payment

Quite a lot of specialties involve payment depending on the time worked or the amount of work performed. So, it is customary to pay journalists, copywriters and translators at the rate of “... rub. for a thousand characters. The salary of a taxi driver will depend on the number of trips and their mileage, etc. When an employer indicates how much he is willing to pay for what amount of work, everything is immediately clear to everyone.

The only "but". If a vacancy is posted on a job site, then in the “salary” field it is usually not possible to write all these conditions. It is better to calculate the average salary based on the expected workload of a specialist per month and indicate it, and specify the parameters in the text of the vacancy.

Doubt that the salary is the strong point of your vacancy? Entrust the task of "initial interview with applicants by phone" to the Internet recruitment agency JobHelp. We know how to present a vacancy to a candidate in order to maximize his interest in a new job. And you will get 4 times more potential employees.

“Salary by agreement” - this wording is found in every fourth vacancy. What does this mean and why does the employer prefer to avoid specifics in such important issue? He tells about what may be behind these words.

From student to pro
The most common reason for silence about the exact amount of income is too large a “fork” between the lower and upper salary limits. It is not uncommon for the same vacancy to be considered for both candidates with minimal work experience and real professionals in their field. Naturally, compensation for their contribution to the common cause may differ significantly. In order not to confuse applicants, HR managers prefer to use the wording “by agreement” in the vacancy. The decision on the level of salary in this case will be made based on the qualifications and prospects of a particular candidate.

Salary plus bonus
Especially often, accurate income information is not available in sales vacancies. This is easily explained: the income of a sales manager largely depends on his success, because the company tries to interest many of them with the so-called “percentage of sales”. And again, the employer is in difficulty: what figure should be indicated in the vacancy? Minimum size bare salary? So you scare away good candidates ... High income of a successful seller? What if he doesn't manage to do it, it turns out that he was deceived ... So the wording "by agreement" comes to the rescue.

Similarly with piece work, when income depends on the specific amount of work performed (lessons taken, articles written, etc.).

Recruiting or monitoring?
It also happens this way: by publishing an ad without an exact indication of the salary, the employer not only selects candidates for a specific vacancy, but also simultaneously studies their salary expectations, thus monitoring the labor market. And only then, based on many factors (the needs of the company, the level of available candidates and their requests, the capabilities of the employer), a decision will be made. "We want to find out how much this job costs," HR experts say. Naturally, it is possible to close vacancies in this way for a long time.

Too few...
The mystique of the word "by appointment" is something that many hiring managers try to use to attract more applicants. The fact is that the offered salary can be noticeably lower than the market one - in this case, the phrase “by agreement” helps to disguise the unattractiveness of the vacancy.

How to save your time and not go to interviews in such cases? The only way out is to indicate the size of your salary expectations in your resume. If they are significantly higher than what the company can offer, you will most likely not be invited to an interview.

...or too many
However, the wording “by agreement” can also hide a fairly high salary. It would seem, why not indicate a specific figure in this case, because this will attract many candidates? Here the market logic works: what if a suitable candidate turns out to be a person with more modest requests? Alas, no one wants to pay an employee 100 thousand rubles if he agrees to 60.

Why should everyone know?
There may be other reasons for the “mystery” of employers. The publication of a vacancy with a specific salary figure means that a very wide range of people will be privy to the level of remuneration of a specialist - from other employees of the company to regulatory authorities, competitors and partners. This is not always in the hands of the employer: someone pays a “gray” salary, and someone is worried about the already tense situation in the team. So recruiters try not to disclose commercially significant information.

How to come to an "agreement"?
How to behave at an interview for a vacancy with a salary “by agreement”? Just like in other interviews: calm, friendly and adequate to the situation. It is not necessary to express your suspicions to the employer that the company is avoiding taxes and therefore avoids the exact indication of figures. Better prepare well to answer the question about your own salary expectations: and soberly. This will help you find mutual language with the employer in the difficult question of wages.

Superjob wishes you high income and pleasure from work!

Sometimes we doubt even simple, it would seem, words. To prevent this from happening, you need to know the subtleties of your native language. So, let's figure out how to spell it correctly, referring to the rule.

Correct spelling

Correctly spelled separately - by agreement.

What rule

The rule is this: adverbial expressions that are formed from a preposition, and a simple one, with a noun that is in the indirect case (that is, in any other than the nominative), are written exclusively together.

This is a strict rule, the memorization of which is mandatory for a person who wants to write correctly. That is why it is necessary to know this spelling norm.

Sentence examples

• By agreement, we did not blame each other for everything, although each of us wanted to do this.
• By agreement, the young people left at ten o'clock in the evening from different parts of the city.

spelled wrong

It is worth knowing that it is completely wrong to write together - agreements. This is a gross mistake. It should not be allowed in the letter.

arrangements for accreditation- - Telecommunication topics, basic concepts EN arrangements for accreditation ...

By Appointment Only Genre Thriller Director John Terlesky Starring Ellie Walker Carrie Graham ... Wikipedia

Adj., number of synonyms: 10 hitting hands (12) negotiating (38) ... Synonym dictionary

Adj., number of synonyms: 9 agreed (49) reached an agreement (10) ... Synonym dictionary

App., number of synonyms: 1 staked (6) ASIS Synonym Dictionary. V.N. Trishin. 2013 ... Synonym dictionary

reaching an agreement- consultation agreement - [L.G. Sumenko. English Russian Dictionary of Information Technologies. M.: GP TsNIIS, 2003.] Topics information Technology in general Synonyms consultationeconsultation EN consultation ... Technical Translator's Handbook

PERFORM JOINTLY OR BY AGREEMENT is a term used by all exchanges where options are traded to characterize a particular position and allowable limits. No individual or group of individuals V.s.i.p.d. may not violate these established limits in order to ... ...

LETTER OF AGREEMENT- a letter from an accounting firm sent to a client in response to an offer to perform work, which states the following: understanding of the task set by the client; how the work will be done; the basis for calculating remuneration, as well as ... ... Big Economic Dictionary

BANKRUPTCY AGREEMENT AND ARRANGEMENTS, COMPROMISE- action plans agreed upon by the creditors after the liquidation order. To be accepted, they must be approved by a simple majority of creditors, provided they own 3/4 of the total proven debt... Big Economic Dictionary

Transactions with securities by agreement- - a transaction by two counterparties at a predetermined price in order to change the situation on the market in their favor ... Stocks and bods market. Glossary of basic terms and concepts

Treaty- (Contract) The concept of a contract, types of contracts, terms of contracts Information about the concept of a contract, types of contracts, terms of contracts Contents > Contents Concept and meaning. The treaty and its scope. Legislative regulation agreements... Encyclopedia of the investor

If you ask for a lot - and you are outside the company's budget, if you ask for a little - then it turns out that colleagues get more, because even at the interview they were not ashamed to ask for more. Yes, and they will appreciate you for that modest amount that you assigned to yourself. So how do you know how much to ask for so as not to miss and not regret it every two weeks - exactly on payday? Or maybe this is a chance to show yourself as an excellent person and convince the employer that you are worth the amount that you voiced?

First of all, before interviewing for a position with pay "by agreement", do your research: look at the company's website, study similar positions with announced salaries in other companies - in the local market and in neighboring cities, use salary calculators, look for insider information.

This is how you determine the salary range. Take its high level and relate it to your own ambitions. It may happen that you value yourself more. So why waste time on it then? Unless, of course, the amount is compensated by additional "goodies" - voluntary medical insurance, sports, a higher position, a company car, career etc.

But let's say you are satisfied with this level. Then in a resume, or at an interview, you can safely state this figure.

If it seems to you that even by your lip-rolling standards, the amount is so huge that you are afraid that the employer will not give you so much, then make a note next to the number in your resume, and add a reservation at the meeting - "discussed".

Why is it worth taking the upper bar of salaries and inflating your requirements? Isn't it too risky? Not too much, and here's why.

When the cost of the product (in this case, your services to the future employer) is not determined between you, then the very first figure that you offer will become a powerful anchor that will pull the bargaining process over and will support your side throughout all negotiations.

Kellogg Business School professor Adam Galinsky explains this “anchor” phenomenon this way:

“The subject of negotiations at the moment of discussion has two qualities - positive and negative. Positive - high cost, negative - low cost. A person subconsciously strives for a positive, that is, an anchor with a high value, while a low value - subconsciously - is felt as a negative, .

By setting salary expectations lower than what they can offer you, you not only rob yourself, but also appear before a potential employer as an unsophisticated and unprepared subject who is simply asking to be cheated. By setting a salary bar higher than they can offer you, you risk less, because you stipulate that the amount is negotiable. In addition, you thereby declare that you know the value of your professional skills and are ready to defend it.

Another “pro” in favor of the upper digit of the salary range: you leave yourself the opportunity to give up several positions. Here you can show your bargaining skills to the fullest. Research shows that people are very satisfied with the outcome of a deal if their opponent, starting at a certain number, reluctantly makes a couple of concessions from the original price before agreeing. Using this rule, you will get exactly what you really wanted.

The aforementioned Adam Galinsky identifies three more important rules for negotiating.

Don't be afraid to be aggressive. People overestimate the likelihood that the opponent will be afraid of the overpriced offer and run away, and therefore do not set enough boundaries for possible concessions.

Focus on the target number. Determine the ideal "trading" scenario and keep in mind the amount you need to reach. Never start with the bare minimum that will satisfy you. Make the first offer overpriced, and you'll end up going down to the best deal for you.

Be accommodating. Always concede after your first offer, and then the other side will be happy with the fact that they brought down the price.

Remember there is always risk in setting your maximum value, but also remember how much you will lose if you don't take the risk.