Around the world, salary surveys help determine salary. However, in Russia, the practice of using them did not take root: even in the same area for specialists of the same level, too much depends on the region, company, etc.
The remuneration system in the company does not always meet the requirements of the management and the aspirations of the staff. On the one hand, the salary should stimulate employees to work efficiently, on the other, it should be economically justified. In order to reach the golden mean, you can use several standard methods for determining salaries for different groups of personnel.
The most primitive technique is used in small companies (up to 10-15 people). The person in charge of hiring employees for this company usually just looks at the average salary in the market for this or that specialist. Most likely, the salary will be slightly higher or slightly lower than the market average, depending on the importance of this employee, personal sympathies, and also the possible prospects for his development in this company. In small companies, this approach is quite justified. The interview candidate should consider this.
Companies with a larger headcount (from 15 to 50 people) most often use the above methodology, but in a more "advanced" version. Resumes of potential candidates are being researched, site reviews are being studied www.superjob.ru and others. Additional important knowledge and skills of candidates are taken into account (English, MBA, etc.)
Large companies are developing a whole methodology for determining salaries. In this case, the whole department can deal with issues of the remuneration system. He analyzes various data from the Internet and the press, develops local regulations of the company regarding salaries, a bonus system. Often, a system of ranking posts according to the degree of importance and complexity is used, incentives and incentives are introduced. The highest salary in this case deserves those who make decisions, the lowest - those who do routine office work.
Accordingly, a lot depends on which company you get into. It is not at all necessary that in a small company you will be paid a penny, and in a large one - a million (sometimes, and vice versa). But when you come for an interview, you should know what kind of payroll system this or that company can use. If there is no ranking system in the company, then you can safely ask for a salary higher than the average salary of a specialist of your level in the market, especially if you have additional skills or knowledge. If there is a ranking system, then you should find out how much a specialist of your level gets in a given company and ask for a little more. In each company, the same candidate can receive quite different money. It is impossible to clearly define the salary, for example, for a year, which would suit both you and most employers. Accordingly, in the resume, too much certainty should be avoided: it is better to write in the column "salary expectations" not "40,000 rubles", but "from 35,000 rubles."
It so happens that companies "confuse" a candidate: a seemingly successful company offers him very modest money, while there are vacancies in the same region with a very high salary. After viewing such vacancies, it becomes difficult to determine your "value" at the moment. Any candidate needs to keep the general points in mind when determining the salary. This is:
1. the university that the candidate graduated from.
2. work experience.
3. additional education (which may be useful to a specialist in the candidate's profile) or skills.
If you are confused, then these criteria will allow you to at least calculate the minimum that you can count on.Studying at an elite university and additional necessary skills and knowledge (for example, English) will allow you to demand a salary that will be higher than the market average in your specialty and, with your experience, by 20 percent. Each year of work experience can add 5-10% to the average market salary.