Leading recruiter always asks “What Are Your Salary Expectations?” to the interviewees during the interview process. This question comes up earlier or later in every job interview. It is probably not so the toughest question to answer but you have to be more careful while answering this. The best recruiter frequently asks this HR interview question to the candidates. In so far as the interviewer seems cheerful, he/she is also interested in knowing if their company can really ‘afford’ you or not. Therefore, you have to answer this question very smartly.
A straightforward reply is not at all a good option. For example, don’t say openly, “XXX Lakhs per annum would just do fine”. But answering in this manner seems very rude. All the efforts that you made during the interview will come under risk if you speak in this manner. Be honest but don’t say anything straightforwardly. The ready-to-use explanations below will help you shape your answer better.
Hence, let’s have a look at a list of ready-to-use explanations suggested by the best employment agency which will help you for shaping a better answer.
Possible Answer #1
Try to understand the job role first.
“Before I answer this question, I would like to have a better understanding of the position and the expected responsibilities which I have to do for this job. I would also like to know what works will be expected from my side while I work here. Since I have been working in a similar position for the past few months; I can measure what my worth is. It is very obvious that a person working in such positions has a bigger role to play. I undoubtedly believe that I would be offered important tasks. Then I hope, we can settle down on a certain figure later.”
Possible Answer #2
Try to ask for team interaction first.
“This is quite a tough question. As per my believe this job position will give me a huge career up gradation. I really have to work hard for many years to reach where I am right now. I am positively looking forward to work with your esteemed organization. I consider this job as a new milestone for me. As you know, the responsibilities which are given to me are much bigger and tougher. I would be facing entirely new challenges. At the moment, I cannot come up with a fixed amount. Hopefully, after interacting with my future team members, later today, I will be able to answer this question better.”
Possible Answer #3
Asking for another round of interview.
“According to me, this is not the right time for me to answer the question. To be frank, I haven’t observed the work environment and the challenges that I would be facing, yet. So, before discussing salary, I want to explore more about the responsibilities I might have to face. And I can do that only after speaking to the Manager of the future team. Therefore, I would like to go for a Managerial round of interview too. Once that’s done, I will be able to gain some more information about the type of tasks I would be getting. However, you can also help me by informing what budget has been decided for this post because those will help me to figure out a better idea about what I should be expecting. Therefore, I request you to postpone this discussion until I get the required information.”
Possible Answer #4
Asking about the company’s budget for the position.
“For answering this question, it would be good if you tell me what you were paying to the previous employee who was in this job role. Whether his/her qualifications and experience is similar to me? This data can help me to decide on an exact figure. I know this post will offer a lot of opportunities to me and I am aware of the fact that this organization will offer me plenty of success too. So, as per my belief estimating an amount right now will be good. I would like to work in my way ahead and possibly in one or two days, we can agree on a mutual figure.”
Some of the other possible ways may be: avoiding the question subtly, buying more time with a clever answer, a diplomatic final answer, for a fresher or intern, for an experienced candidate, for less experienced candidates.
Get more ideas about how to sound diplomatic while coming up with a good answer from the best employment agency.
Many businesses are actively looking for Six Sigma specialists these days, and the market is more competitive than ever.
Your pay will vary greatly depending on the industry and your specific skill level, but you can get a good idea of what you should be aiming for by looking at current statistics.Current Market SituationThe average Master Black Belt salary is currently just over $90,000.
It's important to remember that this is an average across a variety of industries and job types.
Someone could be using their skills at a smaller company that pays less while still having a similar level of understanding of Six Sigma as someone earning six figures at a large corporation.
All things considered, you can easily expect to earn more than $90,000 if you target specific industries, particularly the tech one.According to Indeed.com, the world's largest job site, the average salary for a Certified Green Belt in 2019 is $95,261 per year in the United States.
Additional skills are extremely valuable.As you might expect, your exact salary will be determined by not only the industry in which you work, but also the additional skills you bring to the table.
Organizations with a positive employee brand often have an engaged, motivated workforce that’s willing to advocate for the company’s brand, products, and services.Employee branding is the process by which employees internalize the desired brand image and are motivated to project the image to customers and other organizational constituents.In other words, it’s about getting employees on board with the values that your brand stands for and the type of business your company engages in.
Employees convey these externally through word of mouth and social advocacy.How Can Employee Branding Help Your Company?Like employer branding, employee branding efforts feed back into how your company is seen by people who might apply to work for you, as well as your existing and potential customers.Encourage Employees to Become Brand AmbassadorsToday’s most successful brands are implementing “employee branding” programs to accompany employees — including members of the C-suite and leadership team — on their digital journeys and help them communicate on social media.On the whole, however, employees display very low brand engagement on social media, in many situations not following or “liking” the company’s pages on social media sites.This is where employee branding comes in.
The objective is to be able to guide or shape employee behavior so that people who work for the company can effectively and creatively project the brand identity of the organization through their work, public, and social media behavior.Employee Branding Program: Getting StartedAn increasing number of executives are becoming interested in how employee branding can achieve a competitive advantage.
These are designed to teach your employees how to represent the brand through their behavior and create structured opportunities to practice representing the brand and become ambassadors.Drive Organizational CommunicationWith current and new employees, it’s important to talk (and keep talking) about what your organization is all about.
Your messages should clearly, frequently, and consistently convey the organization’s mission, values, and desired brand image.
Set expectations and improve employees’ role clarity through internal communications, human resource activities and initiatives, and informal social events.Fine-tune Hiring and RecruitmentIt’s difficult to turn employees into brand ambassadors if your hiring and recruitment processes don’t attract the right people in the first place.
