First of all, Xiaobian knows that salary is what candidates value when looking for a job, but it should not be. Even if it is, don't show it, because no company wants a person who only looks at money.

小編也知道，候選人經常抱怨的就是：前面溝通的都很順利，之后對方說錢給不到。前面的時間和精力都浪費了。小編也害怕這種情況，害怕候選人的這種抱怨。

Xiaobian also knows that candidates often complain that the communication in front is very smooth, and then the other party says they can't give money. The time and energy ahead were wasted. Xiaobian is also afraid of this situation and the complaints of candidates.

但小編還是堅持不建議面試的時候就問能給多少錢，如上篇文章所說。

But Xiaobian still insists that he doesn't recommend asking how much money he can give during the interview, as mentioned in the above article.

有的候選人很“聰明”，ta當然知道這一條面試技巧所以不會在跟公司面試時主動提及薪資，但ta會逼問獵頭，一定要問到數字的那種。聰明的獵頭是不會說出那個具體數字的。昨天遇到一個候選人就是這樣，其實他的簡歷就不夠優都沒有過篩選，在小編反饋給他時，他還在為小編沒有跟他說能給多少錢而耿耿于懷，教育小編說作為一個獵頭要問清楚薪資再聯系候選人，說下次問清楚薪資再聯系他。在教小編做事？嗯，好的。反正也沒有下次了。

Some candidates are "smart". Of course, Ta knows this interview skill, so he won't take the initiative to mention the salary during the interview with the company, but TA will press the headhunter and be sure to ask the kind of number. A smart headhunter won't say that specific number. This is the case with a candidate I met yesterday. In fact, his resume is not good enough and has not been screened. When Xiaobian fed back to him, he was still angry that Xiaobian didn't tell him how much money he could give. Xiaobian said that as a headhunter, he should ask about the salary and then contact the candidate. He said that he would contact him when he asked about the salary next time. Teaching Xiaobian to work? Well, OK. Not next time anyway.

小編可以建議一下在溝通初期想了解卻了解不到具體薪資預算時的應對方式（大前提是對公司和職位感興趣）：

The editor in chief can suggest how to deal with the situation when you want to know but can't understand the specific salary budget at the initial stage of communication (the main premise is to be interested in the company and position):

對獵頭，可以說明自己目前的薪資水平，并且表示不可能降薪，或者直接說自己期望的數字或漲幅（有經驗的獵頭即便知道你期望的具體數字，初期也不會告訴客戶的，這樣之后談薪時可以有溝通的空間；如果擔心獵頭沒經驗，可以提醒一下先不透露給對方公司。當然，如果并不信任這個獵頭，也可以打個官腔說合理漲幅。（個人建議如果不信任獵頭就不要合作了，用人不疑疑人不用））

For headhunters, they can explain their current salary level and say that it is impossible to reduce their salary, Or directly say the number or increase you expect (even if an experienced headhunter knows the specific number you expect, he will not tell the customer at the initial stage, so that there can be room for communication when talking about salary later; if you are worried that the headhunter is inexperienced, you can remind not to disclose it to the other company first. Of course, if you don't trust the headhunter, you can also make an official voice and say a reasonable increase. (I suggest you don't cooperate if you don't trust headhunters, and you don't have to trust people.)

對公司，就如上篇文章所說，說綜合考慮，更看重平臺和發展，但肯定是希望有漲幅。

For the company, as mentioned in the above article, considering comprehensively, we pay more attention to the platform and development, but we certainly hope to have an increase.

以上，公司如果還推進，至少說明是不會讓你降薪的。白嫖的公司非常少，畢竟安排和你面試也要花費他們的時間和精力。

Above, if the company still promotes, at least it will not let you reduce your salary. There are very few white whoring companies. After all, it takes their time and energy to arrange an interview with you.

底線的，如果談到后面給出了一個低于你的工資或持平，一個殘酷的事實是：他們覺得你聊勝于無，可以來干活，但遠沒有讓他們驚艷到非你不可。

The bottom line is that if the salary is lower than your salary or flat, a cruel fact is: they think you are better than nothing and can work, but it's far from amazing that they have to work for you.

所以有的時候，人是應該反思，而不是一味怪罪別人的。

So sometimes, people should reflect rather than blame others.