跳槽之后工资能涨多少？

    亲爱的安妮：我看过你写的关于跨行业找工作的专栏文章。现在我想在行业内换一份工作，我主要有两个问题。一是你提到过，应聘者应当准备好聪明的问题。我多么希望当初我在接受现在这份工作前问过一些更深入的问题（那样也许我早就拒绝这份工作了）。现在，我不想犯同样的错误。对此您有什么建议？

    二是我不知道进入到薪资环节时，我可以要求多大幅度的加薪？几年前的普遍经验是，大多数公司愿意为新聘员工提供至少10%的加薪。现在一般还是这样吗？——跳槽中

    亲爱的跳槽中：先回答你的第二个问题，你说得没错。对于新聘员工，加薪10%通常被视为是下限，特别出色的应聘者往往要求20%或更高的涨幅，尤其是在过去经济繁荣发展的时候。但那些日子已经成过去，即便对于高级管理人才也是如此。

    “金融危机降低了跳槽经理人的期望加薪幅度，”猎头公司Salveson Stetson的负责人约翰•涂伊说“随着2008、2009年招聘需求降至谷底，招聘方愿意支付的溢价也在降低。”

    Salveson Stetson公司分析了过去六年的薪酬数据，发现在上次经济衰退时期跳槽的高级经理人起薪曾大降56%。如今虽然小幅回升，但经理人的平均起薪仍比2006、2007年低34%。

    你没有说明你的工作性质，不同性质的工作区别可能很大。上述研究显示，从事一般管理的经理人在上次经济衰退中起薪降幅最大，2006-2009年间起薪降幅达70%。如今，新聘用的总经理平均获得加薪14%左右。Salveson Stateson的报告指出，这个增幅“比起经济衰退前的增幅仍然低了50%。”

    相比之下，销售和营销经理人的薪酬受到经济环境的影响很小。他们的跳槽加薪幅度几乎没有受经济衰退影响，只是从2006年的平均加薪17%变成了三年后的16%。如今，这类经理人的跳槽加薪幅度平均为19%。Salveson Stetson公司还研究了人力资源和财务人员的加薪，这两类人员如今的平均加薪幅度分别为16%和26%。

    知道这些数据固然好，但它们改变不了任何跳槽者换工作的初衷：通过Salary.com、PayScale.com等薪酬网站以及公布薪酬范围的招聘广告，你可以知道什么样的薪酬区间是合理的。但别忘了，薪水不是全部。奖金和福利有时可以弥补一般般的基本工资。

    当然，在谈工资之前，必须要确定自己是否想要这份工作。全球猎头公司MRINetwork的高管猎头们最近给出了十个应聘者应该问的问题，详见下文：

    1.如果想在入职一年后的绩效考核中表现出色，具体来说我应当做到哪些？

    2.您认为这个职位（或部门）面临的最大机遇或挑战是什么？

    Dear Annie: I read yourcolumn about finding a job in a different industry, but I'm looking for a new position in the same business I'm in now, and I have two main concerns. First, you mentioned that candidates should be prepared with intelligent questions. I wish I had asked more probing questions before I took my current job (I'd probably have turned it down.), and I don't want to make the same mistake again, so what do you suggest?

    I'm also wondering what kind of pay increase to ask for, when I get to that stage in the process. Years ago, the rule of thumb was that companies were willing to offer starting pay that was at least 10% higher than a new hire was already making. Is that still generally true? — Moving On

    Dear M.O.: To take your second question first, you're right. A 10% bump in compensation used to be considered the bare minimum for new hires, and candidates whose skills were in particular demand often commanded twice that much or more, especially when the economy was booming. But alas, those days are gone, even for senior executives.

    "The financial meltdown quashed the boosts in pay that managers moving into new roles had come to expect," says John Touey, a principal at recruiters Salveson Stetson. "As the demand for talent dried up in 2008 and 2009, so did the premiums companies were willing to pay."

    An analysis by Salveson Stetson of compensation data from the past six years found that job-switching senior managers' starting pay plummeted by 56% during the downturn. It's edging back up, but on average, managers are getting offers 34% lower than in 2006 and 2007.

    You don't say what field you're in, but it can make a big difference. Executives in general management took the biggest hit during the downturn, according to the study, with starting pay dropping by 70% between 2006 and 2009. These days, newly hired general managers are offered premiums averaging about 14%, which the Salveson Stateson report notes "is still 50% lower than before the recession."

    By contrast, sales and marketing executives were least affected by hard times. Their offers took a very slight recessionary dip, from an average 17% jump in pay in 2006 to 16% three years later. Today, the average pay hike for these execs when they start a new gig is 19%. Salveson Stetson also studied human resources and finance pay jumps, which are seeing average increases of 16% and 26% respectively.

    Good to know, but none of this changes the basic drill for any job seeker: Use sites like Salary.com and PayScale.com, as well as job boards with postings that provide salary ranges, to get an idea of what kind of salary you can reasonably negotiate for. And don't forget that salary isn't everything. Perks and benefits can sometimes make up for so-so base pay.

    Of course, before you get to the stage where you're talking money, you need to make sure you even want the job. Executive recruiters at global headhunting firm MRINetwork recently came up with this list of 10 queries they wish more candidates would pose:

    1. If, on my one-year anniversary in this role, you were giving me an excellent review, what specifically would I have accomplished?

    2. What do you see as the biggest opportunities or challenges facing this position (or department)?