There are conditions for remuneration for a new sales manager and you “screen” applicants based on them. Applicants have their own expectations, and not all of them are adequate. For what salary is a normal, adequate sales manager in Moscow ready to start working?

Our experience shows that the expectations of such a manager are as follows:

Start of work with 50-55 thousand rubles. These are the minimum expectations of adequate managers. This is the total income in the first and second months of work. The employee expects to receive this amount and will not accept conditions without salary or conditions such as 15 thousand salary plus %%. If you offer such conditions, then you are out of the market and the quality of applicants responding to the vacancy will be below an adequate level with a high degree of probability, dooming you to a “long” or “eternal” search. We will not discuss the position that a good manager should earn a lot from %% of sales, this is of course true, but now we are talking about the expectations of an adequate manager at the start, who does not yet know you and does not yet believe your words about earnings prospects;

Why should sales managers' expectations be taken into account?

Because now there are three times more vacancies for managers than there are managers themselves. Applicants visit on average 5-10 Companies for interviews and are in a position of choice.

Does it make sense to pay more than average expectations at the start?

Yes if:

The candidate has the best sales skills and learning ability and you have verified this;

You are filling a vacancy with special skills and knowledge (for example, knowledge of Chinese and at the same time experience in selling complex equipment);

You have calculated the motivation corridor for project employees and are within it (there is a need for two points above).

In other (standard) cases, there is no point in overpaying employees at the start and beyond, since a large number of applicants are ready to come to your company with the expectations that are specified and work effectively.

Most often, the employer has the intention to pay employees an adequate market salary, but he does not quite accurately formulate this intention, such as “salary level from 30,000 rubles plus%.” This can also “scare off” many adequate applicants. Here we can formulate “better”: link salary expectations at the start of 50,000 - 55,000 rubles to the kpi that the manager must fulfill in order to earn this salary - we can teach you how to do this. To do this, write to us in a convenient way.

If an employee has worked the established time limit for a month and fulfilled the established job responsibilities, his salary should not be less than the minimum wage (minimum wage).

From January 1, 2013, the federal minimum wage is 5,205 rubles per month (Article 133 of the Labor Code of the Russian Federation, Article 1 of the Law of December 3, 2012 No. 232-FZ). From January 1, 2014, the minimum wage will be increased to 5,554 rubles. Meanwhile, regional agreements on the minimum wage in the constituent entities of the Russian Federation may establish a different value, even higher than the federal one (Article 133.1 of the Labor Code of the Russian Federation).

In accordance with Article 133 of the Labor Code of the Russian Federation, the minimum wage should not be less than the subsistence level working population. At the same time, at the moment the minimum wage is about 69% percent of the subsistence level of the working-age population for the first quarter of 2013 - 7633 rubles. (Resolution of the Government of the Russian Federation dated June 27, 2013 No. 545). As follows from Article 421 of the Labor Code of the Russian Federation, the procedure and timing for increasing the minimum wage should be determined by a special law, which does not yet exist.

According to some industry agreements, employee wages should no longer be less than the subsistence level. In particular, this applies to the oil and gas industry, where the monthly tariff rate of a category I worker cannot be less than the subsistence level of the working population in Russia as a whole (clause 3.1 of the industry agreement dated December 7, 2010). The list of industry agreements can be found on the website of Rostrud of the Russian Federation.

Moreover, for commercial enterprises industry agreements are mandatory only if they join them (Article 48 of the Labor Code of the Russian Federation). Organizations are considered to have acceded to the industry agreement if, within 30 calendar days from the date of publication of the relevant proposal (in " Rossiyskaya newspaper") they did not send a written reasoned refusal to join it to the Ministry of Health and Social Development of Russia (Article 48 of the Labor Code of the Russian Federation, clause 3 of the Procedure approved by order of the Ministry of Health and Social Development of Russia dated April 12, 2007 No. 260).

The Government of the Russian Federation sets the cost of living for the country as a whole every quarter. Executive authorities determine living wage for each region. At the same time, the cost of living can be found out from the official press or on the websites of the administrations of the corresponding constituent entity of the Russian Federation (Article 133 of the Labor Code of the Russian Federation, Articles 4, 7 of the Law of October 24, 1997 No. 134-FZ). For example, Decree of the Government of the Volgograd Region dated October 29, 2013 No. 583-p established the cost of living in the Volgograd Region for 3rd quarter 2013 year per capita – 6665 rubles; for the working population – 7193 rubles; for pensioners – 5456 rubles; for children – 6544 rubles.

When establishing the regional minimum wage, regional authorities are guided by the cost of living of the working population in the region (Part 3 of Article 133.1 of the Labor Code of the Russian Federation). At the same time, the regional minimum wage does not apply to organizations that are financed from the federal budget (Part 2 of Article 133.1 of the Labor Code of the Russian Federation).

Thus, on the basis of the AGREEMENT OF THE ADMINISTRATION OF THE VOLGOGRAD REGION, THE VOLGOGRAD REGIONAL TRADE UNION COUNCIL, THE ASSOCIATION OF ENTREPRENEURSHIP ORGANIZATIONS OF SMALL AND MEDIUM BUSINESS EMPLOYERS OF THE VOLGOGRAD REGION DATED 07/28/2010 No. C-1 11/10 (as amended as of July 10, 2013) minimum wage in the Volgograd region, in particular, for the non-budgetary sector of the economy, it is set at 1.2 times the subsistence minimum for the working population of the Volgograd region.

All organizations in the region can join the regional minimum wage agreement, even if they did not participate in its conclusion. A proposal to join a regional agreement is officially published along with the text of the agreement (Part 7, Article 133.1 of the Labor Code of the Russian Federation). If the company does not send a written reasoned refusal within 30 calendar days, it is considered that it agrees with the regional agreement. This means that the organization will be obliged, from the moment the regional agreement is officially published, to establish a monthly salary for employees not lower than the regional minimum wage. If the organization decides not to join the agreement, it sends a written refusal to the subject of the Russian Federation, and a copy of it is transferred to the territorial branch of Rostrud (Parts 8-11 of Article 133.1 of the Labor Code of the Russian Federation).

It is important to note that if an organization pays employees wages below the industry average wage established in the region, this may entail an on-site tax audit of the enterprise (Order of the Federal Tax Service of Russia dated May 30, 2007 No. MM-3-06/333).

Responsibility for wages below the minimum wage

For payment wages in amounts below the minimum wage, administrative and criminal liability is provided. In accordance with Part 1 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation, the head of an organization can be fined in the amount of 1,000 to 5,000 rubles, the organization – in the amount of 30,000 to 50,000 rubles. Moreover, for a repeated violation, the manager faces disqualification for a period of one to three years (Part 2 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

Besides, similar violation can be qualified as a violation or failure to fulfill obligations under a collective agreement. In this case, the head of the organization may be given a warning or fined in the amount of 3,000 to 5,000 rubles (Article 5.31 of the Code of Administrative Offenses of the Russian Federation).

Issues related to bringing to administrative responsibility are considered by the labor inspectorate or the court (Part 1.2 of Article 23.1, 23.12 of the Code of Administrative Offenses of the Russian Federation).

Based on Article 236 of the Labor Code of the Russian Federation, an employee whose salary was less than the minimum wage has the right to demand additional payment for the entire period of work, as well as compensation for delayed payment. If the enterprise fails to comply with this requirement, the employee may file a complaint with labor inspection. In addition, labor inspectors may also find out about violations of the law during an inspection. For payment of wages below the minimum wage for more than two months, the head of an organization is subject to criminal liability in accordance with Part 2 of Article 145.1 of the Criminal Code of the Russian Federation.

Additional payments, bonuses, allowances

When checking an employee’s salary for compliance with the minimum wage, additional payments and salary supplements must be taken into account. The salary of an employee who has worked the standard amount of time for a month and fulfilled labor standards (job duties) should not be less than the minimum wage (minimum wage).

At the same time, according to Part 1 of Article 129 of the Labor Code of the Russian Federation, the composition of wages (wages) includes the following elements:

• employee's basic salary tariff rate(salary) - remuneration for work;
• compensation payments(for example, additional payments and allowances for working in conditions deviating from normal, etc.);
• incentive payments (bonuses and other incentive payments).

It follows from this that when checking the compliance of the salary (wages) of an employee with the minimum wage, you need to take into account any additional payments and allowances to the salary. That is, it is taken total amount wages (including remuneration for labor, all additional payments and allowances, incentive payments without exception), and is compared with the minimum wage. Similar explanations are given in the letter of the Ministry of Finance of Russia dated November 24, 2009. No. 03-03-06/1/768. The Supreme Court of the Russian Federation in its rulings dated July 23, 2010. No. 75-B10-2, dated May 21, 2010. No. 8-B10-2 confirmed this position.

Similar rules apply when checking whether an employee’s salary corresponds to the regional minimum wage, since there are no special rules in this regard Labor Code The Russian Federation does not establish.

The employee works part-time or part-time

Since the minimum wage established by federal legislation is guaranteed to those who have worked the full standard of working time in a month (Part 3 of Article 133 of the Labor Code of the Russian Federation), part-time workers and part-time employees can be paid less than the minimum wage. Their work will be paid in proportion to the time actually worked or depending on the volume of work performed (Article 285, 93 of the Labor Code of the Russian Federation, letter of the Federal Tax Service of Russia dated August 31, 2010 No. ШС-37-3/10304).

At the same time, for an employee working part-time, the salary is set in full, it is indicated in employment contract, and are paid partially based on actual work. This procedure is determined by Article 57 of the Labor Code of the Russian Federation, according to which the employment contract must indicate the salary in the amount that is paid when working out the entire working time standard established for this category of employees. Part-time employees do not work out a monthly quota, so they are paid only a portion of the salary established in the employment contract for the month. This part is determined in proportion to the time worked or depending on the volume of work performed (Part 2 of Article 93 of the Labor Code of the Russian Federation, letter of Rostrud dated 06/08/2007 No. 1619-6).

Therefore, in an employment contract, the condition on the procedure for remunerating an employee can be formulated as follows: “The employee is given a salary of 25,000 rubles per month. Wages are calculated in proportion to the time worked.”

Wage indexation

In accordance with Article 134 of the Labor Code of the Russian Federation, employee salaries must be indexed in connection with the increase in consumer prices for goods and services. Increasing the level of real wages is one of the main government guarantees. Therefore, indexing the level of employees’ wages is an obligation, and not a right of the organization (Article 130 of the Labor Code of the Russian Federation).

Because the current legislation indexation procedure for organizations that do not receive budget financing for the payment of wages is not established, the enterprise is obliged to independently secure it in its local documents (for example, in a collective agreement, Regulations on wages). If in existing local regulatory documents the indexation procedure has not been established; appropriate changes (additions) must be made to them (Articles 130, 134 of the Labor Code of the Russian Federation, letter of the Ministry of Health and Social Development of Russia and Rostrud dated 04/19/2010 No. 1073-6-1). For non-compliance labor legislation officials organizations may be held administratively liable.

So, you have been invited for an interview. Do you really want to work in this position and are very afraid of not passing the selection? Then you need to gather all your willpower and prepare for the conversation: think about your clothing style and rehearse your speech, taking into account likely questions.

11 basic interview questions and smart answers to them can be found here. How to answer complex and non-standard questions to please the employer? What questions the recruiter will ask depends on what position the employee is being hired for, however, as a rule, there is a standard set of questions that are asked to all applicants, which will be discussed below.

Before conducting an interview, the employer usually invites the applicant to fill out a special questionnaire, a sample of which can be viewed.

IN Lately Situational questions are very popular, when the employer describes the situation and asks the applicant to choose the correct behavior in this situation.

11 main interview questions with answers

1. How to answer the question - Tell us about yourself at the interview.

When answering this question and other questions from the interviewer, remain calm and speak in a confident tone. Tell us what will be important for the employer to hear: place of study and specialty, work experience, knowledge and skills, interest in this particular job and personal qualities– resistance to stress, learning ability, hard work. This point is discussed in more detail in, where an approximate story of the applicant about himself is given, as well as recommendations on how best to answer.

2. What to answer at an interview to the question - Why did you quit?

When answering the question why you left your previous job, do not talk about conflicts at your previous job and do not speak badly about your boss or colleagues. You may be suspected of conflict and inability to work in a team. It is better to remember the positive moments from past experience, and the reason for leaving is the desire to fully realize one’s abilities, the desire to improve professional level and wages.

3. How to answer the question - Why do you want to work for us?

Start with the positive aspects of the company's work - stability and a professional, well-coordinated team, interest in the field of activity, and then add what attracts you to the position and work schedule, proximity to home, decent wages.

4. Why do you think you are suitable for this position?

How to answer the question - why should we hire you? Here you must prove very clearly and convincingly that you are the best specialist in this field. Tell us about the work of the company and the industry in which you are going to work, do not hesitate to praise yourself, tell us about your achievements.

5. How should you answer a question about shortcomings at an interview?

The question of shortcomings is quite a tricky one. It’s not worth posting your disadvantages as best you can. Name such “disadvantages” that look more like advantages. For example: I’m picky about my work, I don’t know how to distance myself from work. And it’s best to say neutrally: I, like everyone else, have shortcomings, but they do not in any way affect my professional qualities.

6 secrets for a successful interview

6. What strengths do you have?

• communication skills;
• learning ability;
• punctuality;
• diligence.

These are standard examples of advantages that are included in almost every application; they do not carry any special significance for the employer, and do not distinguish the applicant from others in any way.

It is better to talk at an interview about professional advantages that will be useful and interesting to the employer:

• I have experience in negotiations at various levels;
• easily conclude important agreements and contracts;
• I can organize my work day rationally, etc.

Such answers will attract attention and stand out among other answers.

7. What salary do you expect?

The services of a good specialist cannot be cheap. There is an option - name an amount higher than the average salary, or focus on the salary you received at your previous job and inflate it by 10 -15%. Stick to the golden mean, otherwise they may think that you are either a bad specialist or too ambitious.

8. Where do you see yourself in 5-10 years?

Persistent and purposeful people set long-term goals, plan their personal and career. If you haven't thought about this question yet, do so before your interview. Focus on your desire to work in the same company, but during this time climb the career ladder.

Do not hide your previous place of work; be prepared to give the phone numbers of former colleagues and managers. If, when answering this question, you hesitate or completely avoid answering, then the employer may believe that you want to avoid negative feedback.

10. Are you ready for professional workload?

The employer can hint at overtime in this way. In this case, ask how often they are possible: how many times a month or for how many hours. If you are ready for such conditions, then confirm your readiness for stress.

11. Do you have any additional questions?

It's time to find out the details future work: starting from the schedule and social. package, to the requirements for company employees. A person who does not ask questions after an interview shows disinterest. So there must be questions, and it is best to think through them in advance.

Examples of excellent, good and bad answers to interview questions:

Video - awkward interview questions

What are your financial expectations? Discussion of salary at interview

“Please tell me what your salary expectations are?” This question will definitely be asked at one of the stages of the interview, and most likely even several times: during preliminary communication with the recruiter and at the interview with the hiring manager. This means that when preparing for an interview, you need to work out the answer to this question in detail in advance. What to start from when determining the salary level? How to build an argument for your expectations? What should you definitely not say to your interviewer when discussing finances? Let's deal with these and other questions in order.

1. There is no need to say that you don’t care what the salary will be.

Oddly enough, this is a fairly common situation when a candidate says something like this during an interview. Typically this happens if:

• This is the candidate’s first job and at the moment it is important for him to gain experience.
• The candidate changes his profile and moves from one specialization to another, to where he does not yet have experience.
• The candidate has already closed everything for himself financial questions and is now looking for work only based on his professional interests.

But even in all these cases, the answer that money is not important is a kind of deceit. Of course, salary in such situations may not be the first priority, but in general it is important: for yesterday’s students looking for their first job and valuable experience, this is a personal living wage, for experienced financially independent candidates who have exclusively professional interests, money is a certain “score in the game” and a measure for assessing their achievements.

2. Formulate your expectations as clearly as possible.

No one will hire an employee with zero salary. The issue of cash payments for an employee is a mandatory question that the future employer expects to cover for himself during the interview. Therefore, by avoiding a specific answer about your salary expectations (“I haven’t decided yet”, “I don’t know the market”, “what can you offer?”), you shift your task to the interviewer, forcing him to decide for you. Until the salary issue is cleared up, the interview process cannot be considered complete, so there is no need to torment the interviewer with uncertainty! He can somehow comment on your expectations, help clarify them with his answers, but he will not make a decision for you.

3. Conduct a market analysis in advance, determine the salary range for the expected position.

Information on vacancies and salary ranges can be found both on various job search sites and on the corresponding forums (but the information on them is usually distorted and the ranges are underestimated). hh.ru services even allow you to receive a special regular report on salary ranges for a particular role and vacancy.

Open sources on the Internet will allow you to fairly accurately determine the lower limit of the salary range for a specific position. With the upper limit, everything is a little more complicated, it is more blurred and it depends more on both the applicant himself (his level of expertise, value) and the employer (the general level of offered salaries relative to the market). To clarify, you can try to communicate with someone who already works or until recently worked in the company in question.

4. When negotiating your salary, base it on your value, not your needs.

Of course, when determining the acceptable salary level for yourself, you will be guided by your financial needs and plans, taking into account all possible restrictions and inputs. For example, to start a new job you need to move to another city, which means there will be additional costs for rent, transportation, etc. However, this information is more for your thoughts. It is important here for the employer/interviewer to make it clear that you have, in principle, taken all this into account and the same renting of housing will not come as a surprise to you and will be a reason for revising your salary.

As many people know they pay not to those who need it, but to those who are worth it. Therefore, if you give any arguments to justify your financial expectations, then first of all they must be based on the benefits for the employer:

• A new employee is hired into a company to solve a problem. Show that you understand the problem and know how to solve it
• Share your ideas/experience on how you can organize this or that process, do the work more efficiently, faster, and with better quality
• Give an example of how your previous employer benefited from your work: an increase in some indicators, a reduction in costs, etc.

5. Discuss the salary level for the near future and possible growth in the future.

So, you have already determined the approximate salary range for the position in question, compared it with your needs and level of expertise. Then you can proceed as follows:

• If you are a beginner

  • Feel free to indicate that you have little or no experience in this area.
  • Say that the main focus for you now is experience and Professional Development. In this regard, you are now considering the lower salary threshold for yourself and according to your data it is such and such<нижняя граница вилки>.
  • Further, when you gain the necessary experience and knowledge, achieve your development goals (ask a question about the goals and criteria for assessing their achievement), you expect an increase in salary and, again, according to your information in this area, you can count on such and such an amount<верхняя граница вилки>.

• If you are an experienced specialist and expert

  • Indicate that as an expert you expect an appropriate amount of compensation, which is currently the following amount on the market<верхняя граница вилки>.
  • Since you are for the company new person, it would be logical for an employer to want to test your worth “in action.” For this purpose, you can offer to start with a lower salary for a pre-agreed period, after which you will be paid the target amount (<верхняя граница вилки>).
  • You discuss with the interviewer the starting salary level (for example, the average or lower value of the fork), determine the tasks for reaching the stated level of compensation, the criteria for assessing their achievement, as well as the timing of possible changes in salary.
  • Also, in your case, compensation for the delta between the lower and upper limits of the fork can be tied to the fulfillment of KPIs, the payment of which will be in addition to the salary.

You've worked hard to perfect your resume and deservedly received an invitation to an interview. This means, however, that the hunt has just begun. It is important to prepare yourself to answer questions about your competencies, skills and professional experience, but it is equally important to prepare to answer the question:

What are your salary expectations?

Knowing the answer to this question will give you confidence and will not take you by surprise. When answering a question about salary expectations, your wrong answer could cost you a job offer. An incorrect answer can also put you in a difficult position; by understating your salary, you will not be able to qualify for a higher salary. After all, in some circumstances, the worst thing that can happen to a job seeker is failing to secure a job offer with maximum size wages, established by the company- the employer for this position.
I will try to prepare you so that you do not miss the chance to get a high salary.

How to answer a question about salary in an interview?

Why do companies ask candidates at the first interview about the amount of their desired salary? Ultimately, employers want to know whether they can afford such an employee and meet their requirements before they invest time and resources to determine whether you are a good fit. Some employers may bargain. Despite the average market value for certain positions, some companies may pay larger bonuses than others. Other possible reason is that they are trying to understand how you evaluate your work. Are you confident enough to ask for the size you deserve or do you meekly accept what they offer you?

Your task: Sell yourself as the ideal candidate and convince them of your value to them before you begin.
When and how is the question about salary asked?
Typically, the salary topic is one or both questions:
1) What was your salary at your previous job?
2) What salary are you considering now?

Questions may be asked early, as part of the selection process, or may be asked later, after you have answered general questions. In some ways, it's a good sign when the topic of salary comes up in an interview. This indicates that there is some interest in you coming to work for the company. The other side of the coin, however, is that when you are not prepared to answer a money question, it is easy to take the wrong step in answering that question, which can cost you dearly in the future.

Your task: Expect to be asked about salary at an interview and be prepared to answer the question: What are your salary expectations?

Adviсe:
1. You will have more leverage to negotiate your salary later, after you have been able to demonstrate your professional level.
2. You may want to undersell yourself to ensure you get a job offer. While some businesses do buy candidates at the lowest price, there are many others who know the job market well and will shy away from candidates who are all too willing to lower their standards to get the job.
Also, consider this: You really want to work for a company that makes you feel like you got the cheapest deal possible. Or do you want to work for a company that focuses on the most qualified candidates for the job and is willing to pay?

Your task: Before answering the salary question, it is important to know the prices in your area and area. They can be found on websites such as: hh.ru and Superjob.ru.

These sites can help you understand the salary range for a specific position. You'll likely find some conflicting information and wide ranges of reported salaries at some companies, but at least you'll get a general idea and be able to check your expectations against reality.
Your goal is to achieve a reasonable salary that you feel is fair and based on market value. This way, when answering a salary question, you can give an accurate number that is based on real data and position yourself in market prices, rather than just stating the number you would like to receive.

Tactics for delaying response to salary questions

“I am more interested in finding a position that is a great fit for my skills and competencies. I am confident that you offer a decent salary that is competitive in the labor market.”

This way you let them know that you have confidence in your abilities and respect yourself to sell too low.

An interview is a negotiation in which you win or lose. Knowing how to answer questions and avoid typical mistakes, which even experienced candidates admit, you can reduce your job search time. Having good interview skills will help you stand out from other candidates and get more profitable offer and the best places to work.

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Coach for job search and career building. The only trainer-interviewer in Russia who prepares for all types of interviews. Resume writing expert. Author of the books: “I'm Afraid of Interviews!”, “Destroying #Resume,” “Destroying #CoverLetter.”