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.

小编也知道，候选人经常抱怨的就是：前面沟通的都很顺利，之后对方说钱给不到。前面的时间和精力都浪费了。小编也害怕这种情况，害怕候选人的这种抱怨。

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.

但小编还是坚持不建议面试的时候就问能给，如上篇文章所说。

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.

有的候选人很“聪明”，ta当然知道这一条面试技巧所以不会在跟公司面试时主动提及薪资，但ta会逼问猎头，一定要问到数字的那种。聪明的猎头是不会说出那个具体数字的。昨天遇到一个候选人就是这样，其实他的简历就不够优都没有过筛选，在小编反馈给他时，他还在为小编没有跟他说能给而耿耿于怀，教育小编说作为一个猎头要问清楚薪资再联系候选人，说下次问清楚薪资再联系他。在教小编做事？嗯，好的。反正也没有下次了。

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.

小编可以建议一下在沟通初期想了解却了解不到具体薪资预算时的应对方式（大前提是对公司和职位感兴趣）：

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):

对猎头，可以说明自己目前的薪资水平，并且表示不可能降薪，或者直接说自己期望的数字或涨幅（有经验的猎头即便知道你期望的具体数字，初期也不会告诉客户的，这样之后谈薪时可以有沟通的空间；如果担心猎头没经验，可以提醒一下先不透露给对方公司。当然，如果并不信任这个猎头，也可以打个官腔说合理涨幅。（个人建议如果不信任猎头就不要合作了，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.)

对公司，就如上篇文章所说，说综合考虑，更看重平台和发展，但肯定是希望有涨幅。

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，公司如果还推进，少说明是不会让你降薪的。白嫖的公司非常少，毕竟安排和你面试也要花费他们的时间和精力。

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.

底线的，如果谈到后面给出了一个低于你的工资或持平，一个残酷的事实是：他们觉得你聊胜于无，可以来干活，但远没有让他们惊艳到非你不可。

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.

所以有的时候，人是应该反思，而不是一味怪罪别人的。

So sometimes, people should reflect rather than blame others.