????親愛的安妮：我看過你寫的關(guān)于跨行業(yè)找工作的專欄文章。現(xiàn)在我想在行業(yè)內(nèi)換一份工作，我主要有兩個(gè)問題。一是你提到過，應(yīng)聘者應(yīng)當(dāng)準(zhǔn)備好聰明的問題。我多么希望當(dāng)初我在接受現(xiàn)在這份工作前問過一些更深入的問題（那樣也許我早就拒絕這份工作了）?，F(xiàn)在，我不想犯同樣的錯(cuò)誤。對(duì)此您有什么建議？

????二是我不知道進(jìn)入到薪資環(huán)節(jié)時(shí)，我可以要求多大幅度的加薪？幾年前的普遍經(jīng)驗(yàn)是，大多數(shù)公司愿意為新聘員工提供至少10%的加薪?，F(xiàn)在一般還是這樣嗎？——跳槽中

????親愛的跳槽中：先回答你的第二個(gè)問題，你說得沒錯(cuò)。對(duì)于新聘員工，加薪10%通常被視為是下限，特別出色的應(yīng)聘者往往要求20%或更高的漲幅，尤其是在過去經(jīng)濟(jì)繁榮發(fā)展的時(shí)候。但那些日子已經(jīng)成過去，即便對(duì)于高級(jí)管理人才也是如此。

????“金融危機(jī)降低了跳槽經(jīng)理人的期望加薪幅度，”獵頭公司Salveson Stetson的負(fù)責(zé)人約翰?涂伊說“隨著2008、2009年招聘需求降至谷底，招聘方愿意支付的溢價(jià)也在降低。”

????Salveson Stetson公司分析了過去六年的薪酬數(shù)據(jù)，發(fā)現(xiàn)在上次經(jīng)濟(jì)衰退時(shí)期跳槽的高級(jí)經(jīng)理人起薪曾大降56%。如今雖然小幅回升，但經(jīng)理人的平均起薪仍比2006、2007年低34%。

????你沒有說明你的工作性質(zhì)，不同性質(zhì)的工作區(qū)別可能很大。上述研究顯示，從事一般管理的經(jīng)理人在上次經(jīng)濟(jì)衰退中起薪降幅最大，2006-2009年間起薪降幅達(dá)70%。如今，新聘用的總經(jīng)理平均獲得加薪14%左右。Salveson Stateson的報(bào)告指出，這個(gè)增幅“比起經(jīng)濟(jì)衰退前的增幅仍然低了50%?！?/p>

????相比之下，銷售和營(yíng)銷經(jīng)理人的薪酬受到經(jīng)濟(jì)環(huán)境的影響很小。他們的跳槽加薪幅度幾乎沒有受經(jīng)濟(jì)衰退影響，只是從2006年的平均加薪17%變成了三年后的16%。如今，這類經(jīng)理人的跳槽加薪幅度平均為19%。Salveson Stetson公司還研究了人力資源和財(cái)務(wù)人員的加薪，這兩類人員如今的平均加薪幅度分別為16%和26%。

????知道這些數(shù)據(jù)固然好，但它們改變不了任何跳槽者換工作的初衷：通過Salary.com、PayScale.com等薪酬網(wǎng)站以及公布薪酬范圍的招聘廣告，你可以知道什么樣的薪酬區(qū)間是合理的。但別忘了，薪水不是全部。獎(jiǎng)金和福利有時(shí)可以彌補(bǔ)一般般的基本工資。

????當(dāng)然，在談工資之前，必須要確定自己是否想要這份工作。全球獵頭公司MRINetwork的高管獵頭們最近給出了十個(gè)應(yīng)聘者應(yīng)該問的問題，詳見下文：

????1.如果想在入職一年后的績(jī)效考核中表現(xiàn)出色，具體來說我應(yīng)當(dāng)做到哪些？

??? 2.您認(rèn)為這個(gè)職位（或部門）面臨的最大機(jī)遇或挑戰(zhàn)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)?