How much are you worth, or how to negotiate a salary. How to Negotiate Salary and Get Your Way

How do you usually react to an HR question about what salary you expect? Do you start to feel shy and speak insecurely?

To ensure that your salary negotiations are as successful as possible for you, you know what to say and are on top, we asked our expert - recruiter of the Lviv Consulting Group Oksana Abramenko formulate the ten most important rules.

1. The employer should be the first to talk about money.

Never start talking about salary first. You risk creating the erroneous impression that all you care about is money. Be sure: the employer is well aware that this issue of remuneration is very important, so he will never forget to ask it, and will not deliberately delay this moment. In general, the question will sound on time.

For example, a telephone conversation after sending a resume or an interview with a recruiter (the case when the agency is recruiting, not the employing company). Some employers want to immediately weed out those candidates who will not fit into the allocated budget - so they ask the question of salary expectations at the first opportunity.

2. You must voice the amount

Never in response to a question about the desired salary, do not ask: “How much can you offer?”. What will the employer think in this case? First, you yourself do not know how much you cost in the labor market, which will already be a huge minus for you. Secondly, you are simply bargaining, afraid to sell too cheap and name a smaller amount. Both are repulsive.

3. Google it for the correct number

In order to adequately answer the question about the salary and give an adequate figure, you must prepare. Therefore, before the interview, conduct a mini-research. Its main goal is to understand how much specialists of your level now cost on average and how much an employer is theoretically willing to pay you.

Where can you get this data?

Excellent sources of such information are:

1. Analytical data of employment sites;

2. Vacancies of companies of the same level as the one where you want to go (those of them in which the salary is indicated);

3. Resumes of applicants who apply for the same position as you.

4. Survey of friends/colleagues/acquaintances who work in companies of similar type and in the same industry.

4. You can call it a "fork"

If you do not know anything about your position, except for what is written in the vacancy, in some cases it will be more correct to name not the specific amount you are counting on, but the “fork”, that is, the amount from and to. Moreover, the gap between the minimum and maximum figures should be no more than 20-35%. Also, naming the amount from and to, for example, from 10,000 to 12,000 hryvnias, be prepared that you may be asked a direct question: “So you are ready to work for 10,000?”. Therefore, think in advance which numbers you put in your fork.

Even in the case of a “fork”, it is important to clarify that you will be able to give the exact figure when you know in more detail about the scope of work, responsibility, goals and payment system. For example, what is the variable and constant part, how is the system of bonuses and bonuses, and whether they exist at all. When talking about money, be sure to ask about it.

It is also quite normal at the interview if you name a specific amount that you want to earn.

5. Specify we are talking about "clean" or "dirty" wages

When talking about money, always clarify what you mean by “net” salary, as some companies sometimes talk about “dirty”, that is, salary before all taxes are deducted. Many applicants fall into this trap.

6. Don't say "I'm open to discussion" right away.

“I am open to discussion” is a good tactic, especially if the candidate named not the best low level your salary. But this phrase does not need to be said immediately after you have voiced a specific amount - then it seems that you yourself are not sure that you deserve to receive so much. It is best to say that you are ready to discuss a salary if the employer tells you that this amount is beyond the budget, or if it can be seen from his facial expression.

Also, you should remember about the allowable limits for lowering salaries. So on the eve of the interview, you must decide for yourself the minimum that you agree to. But also remember that the lower limit should differ from the upper limit by 20-35%. Since otherwise, if you are ready to significantly reduce the amount, the employer will have a question about how much you get at your current job and whether you initially overestimated your salary expectations.

7. Optimal salary increase - 30%

In an effort to earn more - do not go too far. Often, experienced HRs, when inviting you for an interview, already know how much you earned at your last job. Therefore, if you name the amount 2 times more, this will cause, to put it mildly, misunderstanding and trick questions to bring you to clean water.

8. You need to know why you want to receive such a salary.

Very often, employers ask why the applicant calls this or that amount. Your main reference points in the answer that you can refer to are the market situation, your experience, achievements and qualifications (additional educational programs, certification, for example, 1C for accountants, 6 Sigma system for engineering positions), as well as the amount of work that you need will perform. Never use difficult life circumstances, marriage, having children, etc. as an argument.

9. Don't try to persuade an employer to choose you by lowering your salary.

It is a huge misconception that the employer will choose the candidate who will cost him less than everyone else. If you deliberately lower your salary expectations (for example, those applicants who cannot find a job for a very long time do this very often), this will cause a lot of doubts and negative conjectures. For example, that you do not value yourself, you are not confident in your abilities, and that your professional qualifications are insufficient if you are asking for such a sum. By the way, some employers fundamentally do not consider candidates for "cheap" applicants.

10. Be sure to speak out all the details

This advice is more relevant for young professionals without work experience, who often become "victims" of unscrupulous employers, working for a penny. Be sure to specify all the details of your financial reward at the interview: for example, how long will you work for the minimum wage, what goals do you need to achieve, what to get a promotion (“what should I learn?”, “what should I achieve?”).

It’s not customary to immediately talk about money at an interview: HR specialists are looking for people who are primarily interested in work, and not in remuneration. There is also a legend that candidates who talk about compensation during an interview with an international company are immediately screened out. However, a representative of the Microsoft HR department in Russia refutes this information:
they still talk about salary expectations at the interview. “We look at all professional and personal qualities candidate as a whole - the discussion of the financial issue is in no way a reason to screen out, ”said The Village in the Russian division of Microsoft.

However, the insistence on moving quickly to the salary discussion can leave a negative impression on the recruiter. The Village learned how, when and with whom to discuss salary in an interview.

Olga Agapova

HR Consultant Coleman Services

So, we have a vacancy at the level of a middle manager or a line manager in a large foreign company that you are interested in. But there is a small nuance: the company did not indicate the level of expected compensation, but at the same time described in detail the requirements and official duties. What to do? To get started, you need to do some analytical work using open sources such as professional websites and social networks to understand what level of income corresponds to companies in the industry for similar positions. As a result, you will be able to get an idea of ​​the situation on the labor market and evaluate the possibility or impossibility of increasing your current income.

It should be noted that a large foreign company assumes some of your awareness of the level of remuneration for similar positions. Often the company is sure that you understand a certain mechanism for budgeting: one position has a wage fork - the minimum and maximum values. If your wishes go beyond the maximum limit, then you need to talk about another position. Therefore, at the first stage of the interview, when you are discussing a specific vacancy, it is not customary to talk about the level of financial compensation.

These are some theoretical considerations, more important is something else: why do you want to get into this company, why are you considering new vacancies? If you are trying to “bargain” before the end of all the assessment and selection procedures, then this is an occasion for the company to think about your motivation. It turns out that apart from the financial component, you are of little interest. This is what the company thinks when they hear your questions about the level of compensation at the first stage of the interview. But she still hopes that the candidate is primarily interested in solving interesting and ambitious professional tasks. If you are very interested in the proposed tasks, the brand of the company, the possibility of professional and career development, but the question of salary remains, then you need to go through all the stages of the interview in the company in order to approach the discussion of the financial side.

If, after completing the interview, you realize that this is the company of your dreams, and the manager saw in you the very employee who can solve the tasks , then you move on to discussing the financial side of the issue

We turn to the second question: how, or rather when and with whom it is better to discuss compensation issues? This should be done only with the leader making the decision. At the same time to this issue you can approach only after you have discussed in detail your future duties, the conditions for passing probationary period the difficulties you will have to face. And if, after completing the interview, you understand that this is the company of your dreams, and the manager saw in you the very employee who can solve the tasks, then you proceed to discuss the financial side of the issue.

On the one hand, you have a rough idea of ​​what level of compensation you would like to have. On the other hand, the company evaluates its personnel costs and includes in the vacancy budget all social and tax expenses, as well as payments under the social package: voluntary health insurance, a company car, meals, a laptop, and so on. Therefore, when a company discusses compensation issues with you, it takes into account all possible costs, and candidates, as a rule, focus on the salary and variable part.

How can a candidate influence the level of compensation offered? Your main arguments are the desire to solve a complex problem, relevant and successful work experience, professional achievements, special or unique education, positive recommendations. And you know for sure that you are not ready to consider offers below your salary in the same place. As a rule, the level of compensation rarely exceeds the current salary level of the candidate by more than 25-30% (this is an approximate range within which you can conduct your discussions). External factors, such as the economic crisis, certainly affect this range depending on the industry and specialization. If the company, having assessed your professional level and potential, will be ready to offer you good conditions she will definitely do it.

When it comes to how to make money more money, it may seem that just asking is enough. Alas, this is not necessarily the case. Successfully negotiating a salary, ironically, takes practice and preparation. If you are prepared and collected, then do not be afraid to ask the same question.

Steps

Salary negotiation at a new job

Explore the desired position. When writing a resume and at an interview, especially emphasize those skills that are especially important for the employer. Making the employer believe that you are the perfect candidate is the first step.

Know your worth. Research the most recent salary data for similar positions, in the same region, and from people with a similar experience as you.

• Similar information can be found on the Internet at sites like Vault, PayScale and Glassdoor. Look for comparable positions in your area and people with similar experiences.
• To determine your "price" at the regional level, find labor market surveys.
• In addition, you can use your contacts in professional organizations or acquaintances in this field. Do not ask them directly how much they earn, it may seem rude. Try to ask something more ornate: "How much do you think they earn on average at your job?".

1. Find out how the company is doing financially. open joint stock companies are required to publish financial data so that everything can be easily verified. Search the newspaper archives or the Internet for news about the company.

   • Companies that are doing more or less well will be in a better negotiating position than those that are doing poorly. Use it.

2. Know your limits and aim for a little more. You must understand what salary you need. Calculate your ideal salary and the absolute minimum that you would agree to. To have some wiggle room, ask for a little more than your ideal salary as a starter.

   If you are asked during the interview, say that you are ready to discuss the issue of salary. Do not discuss the exact salary until you are officially offered a job.

   If a potential employer asks how much you earned in your previous job, don't give exact numbers. This will keep them guessing. Chances are they will offer you more.

   • If you are asked how much you earned, answer something like: "my salary was in line with my skills, results and experience. I hope it will be the same in your organization."

3. When you've been hired and offered a salary, state your original offer. If your potential employer started out with less than expected, offer your ideal salary and a little more so there's room for compromise. During the negotiations, you will most likely have to lower your requests.

   • Say something like, "I appreciate your offer of $40,000, but I think my skills and past record would qualify me for something in the region of $50,000. Is it possible to talk about that amount?"

4. Wait for the counteroffer. The other party may become stubborn and stick to the original offer. If so, politely state that you think you're worth more: "I actually think $50,000 is a more reasonable amount given the amount of work and my results."

   • The other side will either continue to insist on the original proposal, or will compromise. At this point, you will have two options:
     • Don't move until you've been offered your desired salary. Emphasize that you are worth the money. Such a line of behavior is risky: if the employer cannot afford you, then the job will float away from you.
     • Agree to a compromise. From the very beginning, you asked for a little more, so the compromise is in theory in line with your desires. Everything is super - you agreed on a salary.

5. If negotiations are deadlocked, come up with something. Think of some bonuses that don't worse than money: compensation for gasoline, car from the company, additional vacation or company shares.

   Having reached an agreement with a new employer, you should write everything down. If you don't, you may end up with a case of selective amnesia. Please read the document carefully before signing. If you notice any mistakes - do not hesitate to negotiate.

   Negotiating a salary increase

   1. Review the company's salary policy. Find out if your work is regularly evaluated, and if so, when. Perhaps the company can make the maximum increase. It is possible that after a certain time everyone gets a promotion. However, it also happens that a salary increase is only for merit.

   2. Schedule a meeting with your immediate supervisor before evaluating work. Be prepared to talk about some of your specific achievements and successes over the past year.

      • Consider your price again. Have salaries changed in your sector? Have your responsibilities expanded? Point this out to your boss when you meet.
      • Rehearse your speech beforehand. Don't talk about why you need the money, instead lean into why you deserve a pay raise.

Research shows that only 37% of employees discuss their salary and 18% never do so. Worse still, 44% of respondents say they have never raised the issue of a pay rise during their employment.

What is main reason Why are people afraid to ask for more? Fear. Yes, negotiations can be scary. But it's even scarier not to know how to lead them.

Expert advice will help you feel more confident when starting financial negotiations.

1. Know your worth.

If you want to get the promotion you deserve, it's important to know the value of your position in relation to your industry and region.

Remember: if you start negotiations without numbers in your hands, you are at the mercy of your opponent, who will completely control the conversation.

2. Select the top of the range.

After doing the research, you got an idea about the level of salaries in the market. You should not ask for anything close to the middle of the range, focus on the numbers in its upper part. Why?

First, always assume that you deserve the highest salary. Secondly, the employer will almost certainly start lowering the price during the negotiation process, so you need a backlog in order to eventually agree to a salary that you are satisfied with.

3. Give the (exact) number.

Ask for a very precise figure - say 64,750, not 65,000.

When employees ask for a specific amount early in a negotiation, they are more likely to get a final offer that is closer to what they hoped for.

4. Be prepared to get up and leave.

Determine your "point of no return" - the amount at which you turn around and leave. If the final offer is lower, you must reject it.

You can define a “lower threshold” based on your financial needs, market value, or simply how much would make you feel successful bringing a paycheck home. Turning down an offer is never easy, but being able to do so is having the power to say no.

5. Make sure you're ready.

Before asking for a raise, answer a few questions.

Have you been in this position for a year now?

Have your responsibilities expanded since you were hired?

Are you exceeding your manager's expectations, or are you just meeting standards?

The answer to all these questions should be a resounding yes.

6. Choose the right time.

Most wait until the annual appraisal to ask for a pay raise, but by that time management has usually already decided how much budget to allocate to the unit as a whole. Start talking about a promotion three to four months before your assessment.

7. Prepare a "braggart sheet".

Briefly list your successes, which will demonstrate how excellent you are as an employee. Include any achievements, awards, customer or peer testimonials you've received since your last assessment.

8. Make an appointment for Thursday.

You are more likely to get a raise if you ask for it on Thursday. As the pressure of urgent tasks eases towards the end of the week, we become more flexible and open. Thursday and Friday make us more willing to compromise as everyone wants to get things done faster before the weekend starts.

9. Take a position of power.

Before you start negotiations, take a "position of power" - stand with your hands on your hips, lift your chin, straighten your shoulders, firmly resting your feet on the floor. This pose boosts testosterone levels, boosting self-confidence and lowering levels of the stress hormone cortisol.

10. Drink some coffee.

Caffeine makes people more resistant to persuasion, making it easier for you to stick to your stance during negotiations.

11. Enter confidently.

The way you enter a room determines how the next interaction will be. Have you ever watched someone crawl through a doorway with a gloomy, sad look? Not very inspiring.

Keep your head up and smile as you enter. It's important to start the conversation on a positive note.

12. Start with questions.

Start negotiations by asking questions to understand the needs, desires, fears, and priorities of the other side. The answers received in 93% of cases will significantly improve the outcome of negotiations.

Ask: "What are your priorities right now?" This will help you understand what the employer is guided by.

13. Show what you can do.

Before you start talking about the numbers, talk about what you've done - and more importantly - what you can do.

Remember the "bouncer leaf"? Take the chance to review your achievements. Hand a copy of the sheet to the manager while you summarize your work for the year.

Highlight times when you were particularly successful and therefore deserve a promotion. Tell us what inspires you to develop further - a direction in an existing project or a fundamentally new idea.

14. Focus on the future, not the past.

When applying for a job, they often ask what was the level of your salary in the same place. This is a tricky question, especially if you were underpaid for latest work or are you looking for much more high level income. But be that as it may, never lie.

State your current salary (including all bonuses and bonuses) and then turn the conversation to your desired income level. Describe your skills and responsibilities, market value and potential for professional growth.

15. Think of someone else!

Research shows that people - especially women - are more successful when they are negotiating for someone else. Consider how your promotion will affect those around you. After all, if new salary make you happy, you will work harder and more efficiently.

16. Stay positive, don't push.

Try to always keep the conversation on a positive note. Start by saying, “I really enjoy working here. I lead interesting projects. Since last year, I see that the volume of my work has increased significantly. I believe that the range of my duties, as well as the level of the position and contribution to the common cause, has increased significantly. I would like to discuss with you the possibility of reviewing the amount of my compensation.

17. Name the number first.

Anchor - or the first number that is called during the negotiation process - is the most important, since the subsequent conversation will be based on it. If this figure is too low, you will receive a more modest offer than you want. You must be the first to name the number, and then you, and not the other side, will control the course of negotiations.

18. Ask for more than you want.

You should always ask for more than you really want. Your partner will decide that he is getting a good deal if he manages to lower your requirements. Don't be afraid to ask too much! The worst thing that can happen if you ask too much is that you just don't agree.

19. Don't use a range.

Never use the word "between" or "from" in negotiations. Don't set a range: "I'm targeting a salary between 60k and 65k." This suggests that you are willing to give in and your opponent will immediately take advantage of this to offer you less.

20. Be kind but firm.

Say: “I will be very happy to work for you, and I know that I can be of great benefit to you. I appreciate your offer of 58 thousand, but I expect to receive 65 thousand. This amount is based on my experience, knowledge, motivation and performance. Can we negotiate a salary of 65,000 for this position?”.

21. Focus on market value.

Instead of negotiating a salary based on what you have on this moment, find out how much is being offered in the market to professionals at your level (your "market value"). Convert any measurements your opponent uses - like percentages - into specific amounts.

22. Prioritize your requests.

During the negotiation process, state your requirements in a certain order. Let's say salary is the most important thing for you, followed by office location, vacation time, and other bonuses.

23. But don't talk about personal needs!

Don't mention your personal needs, such as having to pay rent or increased child support. You will look much better in the eyes of your boss, telling you that you are worth more when you are only focused on your performance and achievements.

24. Ask for advice.

After you've talked about your benefits and discussed your value, ask, “I trust you, and I really appreciate your referrals. What could you advise me?". You flatter your negotiator and encourage him to take your place. This will make it easier for you to convince him to listen to your request.

25. Don't be afraid of the word "no".

You may be afraid of rejection, but negotiations don't start until one of the parties says no. It is not negotiation if we ask for what we know the other partner wants as much as we do. Negotiation is a conversation, the purpose of which is to reach an agreement between parties whose interests do not coincide in everything.

Assume that the word "no" is just part of the negotiation process, and not an assessment of your actions.

26. Take a break.

When you hear the other party's first offer and you're happy with it, don't say, "Great." Say: "Hmmm." A few seconds of silence and the opponent will probably improve his offer.

27. Ask questions.

Does the person you are negotiating with flinch or react negatively to the number you mentioned? Don't be scared. Ask open-ended questions to keep the conversation moving and demonstrate that you are willing to cooperate. You can say, “This sounds like a surprise to you. Tell me more about…”, “It seems to be unexpected for you. What is the budget for this position based on?

28. Don't be afraid to counterattack.

Are you asking for a higher salary and the employer says no? This does not mean that the conversation is over. Say something like, “I understand where you're coming from and I just want to reiterate my enthusiasm for this position and working for you. I think my skills are perfect for this position and worth 65,000.”

29. Don't threaten.

If you want to work here (or keep working), it's important to have a positive conversation. Never threaten to be fired if you don't get a raise. Don't blackmail your boss with offers from other employers and invitations to interviews.

30. Consider other options.

If your boss still won't give up? Discuss Other Benefits - Flexible work time, duration of vacation, job title or participation in interesting projects.

Negotiation is a complex process that requires advanced communication skills.

But the more often you engage in negotiations, the easier they become. Now you have the necessary skills to do everything right!

Ignore the question of wages it is forbidden. You should know your worth, what salary to ask for at an interview, do not exaggerate or underestimate your capabilities. This is regarded as unprofessional.

Usually, the employer himself will start the conversation about salary by asking, “How much do you want to earn?” at the interview. The applicant also has the right to raise this issue - this is not considered a violation of etiquette. But in the second case, interest is shown not at the very beginning of the conversation, but towards the end. It is believed that if an employee is among the first to ask a question about salary, then he is less interested in work than in the money question.

Some experts are inclined to believe that in this "game of nerves" The first person to announce their terms wins. The following phrase will help to avoid answering: “Probably, the salaries in the company have already been approved. I’m ready to accept them if you report them” or “I believe that you select only professionals in your team and pay them adequately.”

How do you answer a salary question in an interview?

In interviews, an HR officer asks additional salary interview questions to get an idea of ​​a candidate's value. How to answer them?

“How much did you earn in your previous job?” A possible variation is "How much are you earning now?".

You can’t lie here, because an experienced personnel officer monitors the level of remuneration in his field. It is forbidden neither raise nor lower numbers- only true information. If the salary was lower than the industry average, then this can be explained by concessions from the company - for example, the ability to perform some duties at home or a free schedule.

high income may include bonuses for successful activities, percentage of sales. A truthful answer to present the applicant in a favorable light will testify that everything is in order with his self-esteem.

If there is no desire or opportunity to answer, then the refusal should be as diplomatic and polite as possible. One of the excuses is a contract, under the terms of which the employee undertakes not to disclose his earnings.

“Desired salary” Such a question is contained in the company's questionnaires. If the application does not require information specific number, applicants indicate the allowable interval in which they agree to work.

It happens that personnel officers "probe" the lower limit of the candidate. It is advisable to avoid questions about salary until a job offer is received. Psychologists do not recommend giving in too much. It would seem that the lower salary a person agrees to, the more chances he has. This opinion is erroneous, because then the employer has speculation about low self-esteem, lack of self-confidence.

How to answer questions about money?

During the interview, employers are asked to justify the salary level indicated in the resume or announced by the candidate. In order not to get confused and correctly answer the question, prepare for the conversation the day before.

So how do you discuss salary in an interview? For starters, what can not be said. Psychologists they do not recommend delving into the jungle of personal problems - debts, mortgages, the intricacies of family life. This is of interest to the recruiter only from the perspective of the “problem” of the applicant, so some “revelations” can even harm.

It is necessary to talk about the value that a person represents for the company. Here they talk about the merits in the previous place, possible developments, qualifications, additional skills that relate to the profession, the benefits that the employer will receive by hiring this person.

Some applicants laugh it off, wanting to avoid a direct answer or because of shyness. This behavior is unacceptable.

So how do you negotiate salary in an interview? The video will also cover this. We invite you to watch.

How to report the desired level?

It is desirable to determine the level of salary at the very beginning. The figure is good to indicate in the resume. Approximately 40% of employers or personnel officers form a database of potential applicants based on the amounts indicated in the document. Such leaders are sure that they are pleased to deal with people who soberly assess their abilities.

It happens that the specified amount is lower than indicated in the vacancy. Then you can refer to the fact that the summary indicates the starting amount.

The following factors are taken into account when determining salaries:

1. If the specialist is young, then it is important to ask for an amount that corresponds to the experience. You should decide on priorities - cash income or experience in a prestigious company.
2. Experienced specialists form their value based on the average salary in the industry, the status of the company.
3. To leave room for bargaining, 30% is added to the resulting figure.

The numbers must be real the inadequacy of the candidate will scare away the recruiter and will cause a refusal.

Specialists with experience should take into account that if they are offered a higher position than they were before, then another 50-100% of the previous salary should be added to the figure.

You can find out the average indicators of the industry on the Internet, from friends, according to statistical data. But the figures for the regions are different.

The one who seeks the first workplace must take into account that wages are taxed. Therefore, the employer is being asked: is the figure he names already net of taxes or not? To understand how much it turns out "clean", the salary before the deduction of mandatory payments is multiplied by a factor of 0.67.

They also specify what the remuneration consists of - salary, bonuses, bonuses, interest on sales, etc.

If the possible salary level is lower than expected

It happens that you liked the vacancy, but the salary level is lower than you would like. Then clarify the prospects. Then you can resort to the following wording: “I like this vacancy. But the salary is a little lower than I expected. In other companies with which I negotiate, they offer me about the same amount. What can I look forward to in the future?

So that there are no deceived expectations, they specifically discuss the results of the work, based on the results of the month, quarter, half year, year, as well as the percentage increase in wages. It can also be bonuses at the end of the year, other compensations.

Also follows find out about the social package. Perhaps this item makes up for the difference with other companies.

How to find out if there is an opportunity to increase income?

It makes sense to talk with the employer about a salary increase if a "fork" is set in the vacancy announcement or there is a postscript "by agreement". The same if more functionality is needed to achieve the goal. In other cases, it makes no sense to talk about a salary increase at this stage. But to talk you can return in 3-6 months, when the result of the new employee will be visible.

Caution, trick! Candidate should alert the situation when the employer easily agreed to pay a high salary. There may be a nasty trap here:

• irregular schedule;
• bonuses come into effect only after a year of work;
• chief is going to combine the two staff units one.

To weigh and think things through, ask for time to make a decision and review your compensation package. In addition to the salary, it matters:

• indexing;
• payment frequency;
• conditions for granting leave and its duration;
• various financial incentives;
• training opportunities and who pays for it;
• availability, conditions of health insurance.

Before giving their consent, they are asked to describe the terms of reference, work schedule, bonuses, social package. All the details achieved orally, must be confirmed in writing. By the way, the ability to defend interests is also evaluated by the employer.