????不過如今，企業(yè)評估網(wǎng)站Glassdoor.com等網(wǎng)站上都公布了各家公司的薪資數(shù)據(jù)。因此，求職者們至少還有機(jī)會(huì)設(shè)置一個(gè)高的底線，從競爭中脫穎而出。

????此外，科洛森還建議研究未來東家的文化——這家公司是否強(qiáng)調(diào)個(gè)人主義，競爭激烈？如果是這樣，那么之后的艱苦談判則是一場公平游戲。而在其他情況下，咄咄逼人的討價(jià)還價(jià)則并不會(huì)奏效。

????查林格說，需要牢記的是：“你正在與之談判的可能是你未來的老板，因此要為未來建立一種良好的關(guān)系?！?/p>

????科洛森也認(rèn)可他的觀點(diǎn)。她說：“沒有人希望自己顯得像個(gè)混蛋，但是也不要像個(gè)軟蛋?！?/p>

????譯者：劉進(jìn)龍/汪皓

????But with company-specific salary data available from sites like Glassdoor.com, today's job candidates have at least a fighting chance to set a high anchor and come out ahead.

????Croson also recommends researching the culture of a corporation -- is it individualistic and competitive? Then tough negotiation is fair game. In other environments, aggressive haggling won't play as well.

????It's important to remember, says Challenger, that "you're negotiating with someone who may be your next boss, setting up a relationship for the future."

????Croson agrees. "Neither side wants to look like a jerk ... or a creampuff," she says.