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Dabai is my senior. I graduated two years earlier, but I've always been high or low at work. It is rare to have a suitable position. At the end of the interview, I always break up because of salary problems. She complained to me that recruiting people in the current company is like playing hooligans. There is everything in the recruitment copy, except talking about salary, boasting that salary is set according to personal ability, and there is no upper limit on salary. When you really go for an interview, she will keep asking you about other skills besides your job, and will keep lowering your salary accordingly. At the same time, she also shared her interview story with me.
The first company she came into contact with whose salary was negotiable was an advertising company. HR read her resume and suddenly asked her if she could drive. The senior was a little confused at that time, because she only applied for an ordinary front desk job, so she told the truth when she reacted. No, so HR said coldly, our front desk should also be able to drive, because our boss can't drive, so the front desk should also make a guest appearance with the boss when necessary. Of course, your conditions are still good, so if you are only engaged in civilian work, we can only give you the minimum guaranteed wage.
Senior sister was hehe at that time. CET-8, and the best seller with translation topped the list in Amazon official website. When interviewing for a job at the front desk, you actually need to use the position of driver to support your daily life. The reason why these companies are so blatantly hooligans is that they think they are real money employees, so they have reason and capital to control and position your functions at will. College students are everywhere. You are looking for me, not me, so in terms of price, they can also keep the lowest stool pressure to a minimum, and they should try their best to tap your other potential. Making cattail is the right of workers, so as to maximize their own interests.
The second company that Senior Sister contacted was a foreign company. The salary was negotiable, and the position was also suitable for her ability. She was a general assistant and a foreign language translator. The interview process was very pleasant. After chatting happily, I asked my senior about her salary requirements. She clearly said 5000, and the person in charge hesitated, asking her to go back and wait for the notice, and made an appointment to inform her before 5 pm the next day.
The senior received a phone call from the company at noon the next day. The person on the phone first congratulated the senior and asked him to take her ID card to apply for the job on Monday. But in the end, the girl who was in charge of the notice carefully said that the boss thought what you wanted was a bit high and not worth the price. Do you think 3500 is acceptable? Did you make corresponding adjustments according to your later performance?
The senior was very angry, but he still suppressed his emotions and said, yes, but the price is only enough for me to work for half a day. Because in the interview process, seniors have repeatedly expressed their willingness to bring projects at the same time. Compared with 5000 yuan, this price is also reasonable, but the company uses the salary obligation in the form of painting cakes, which reduces the minimum requirements of job seekers.
02
As early as 20 14, Chongqing Talent Network issued an announcement forbidding major enterprises to fill in the salary column online, which attracted strong praise from job seekers, but major enterprises complained bitterly. As a recruiter, companies also have their own concerns. They generally believe that if you want to attract talents, you can't directly disclose the salary. Many senior talents simply invest in other companies as soon as they see that their wages can't meet their own needs. Therefore, they think that salary interview can avoid peer competition, so that people at all levels have the expectation of fighting for it, and enterprises can also flexibly adjust their salary according to the ability of job seekers. However, as a candidate, the first condition for an interview is salary.
Companies generally use "salary negotiable" instead of exact labor remuneration, which obviously violates their legal obligations. A formal enterprise should also have a reasonable salary system, which is an institutional norm for the company and undoubtedly gives job seekers a reassurance.
The cruelty of real life has caused great insecurity to the workers themselves, and when applying for a job, if the enterprise does not give clear digital information, then this psychological behavior is the job seeker's uncertainty about the position. For this kind of uncertainty that can be controlled or foreseen within a certain range, most job seekers are discouraged. As a result, the candidates labeled all the companies as "unreliable" when they saw that the salary in the job advertisement was negotiable.
In this case, it is a loss for both job seekers and recruiters to miss each other. Only through open and honest communication between the two sides can we make the best use of our talents and avoid the coexistence of "difficulty in job hunting" and "difficulty in recruitment". So how can we get rid of this situation as much as possible? I think both enterprises and job seekers need to redefine themselves and realize the win-win recruitment essence.
1 recruiter
For an ordinary position in an enterprise, it is not as good as a high salary, and the enterprise itself does not need to raise itself with words like what salary needs to be kept secret to cover up the selfishness behind it. Write the words "salary negotiable". I'm afraid that the original intention of some enterprises is not to keep salary confidential, but to prevent job seekers from refusing interviews when they see your company's surprisingly low salary. Enterprises certainly have their own difficulties, but formulating a reasonable salary system is also the best welfare and affirmation for employees who work hard for themselves. If an enterprise can define the salary and treatment at the beginning of recruitment, then job seekers will be more targeted at the beginning of choosing an enterprise and be able to make a better judgment on their choice. I suggest that enterprises should clearly mark the actual salary and benefits in the column of other jobs, or mark the range from how much to how much, except that they can't accurately locate the value of senior talents when recruiting them and temporarily replace them with salary. Don't use empty words and dreams to make job seekers think that your company is fooling everyone.
2 job seekers
Salary has always been a sensitive career topic. In the interview process, I met my favorite job. At the stage of negotiation, after many companies have made clear the general salary range, there are still white people in the workplace who want to talk about this range, afraid of their own face and don't know how to bargain. In fact, standardized companies have their own salary systems. Since this salary system exists, it has certain rationality and will not be deliberately lowered because of a certain candidate. Therefore, in the process of job hunting, job seekers should first understand the salary structure of the interview company, and put forward a reasonable market range, and then make an evaluation after a comprehensive understanding. Don't let HR feel that you lack understanding of the position you are striving for or directly offer a salary below the market price when you are confused. Secondly, job seekers should first define a salary bottom line that they can accept, and try not to bid first in salary negotiation. You can kindly throw the salary problem to HR, ask about their salary system standards, and then measure it yourself.
Relationships that don't aim at marriage are whoring, and companies that don't hire people with clear salaries are hooligans. With the gradual development of human resources in domestic enterprises, human resources also play a decisive role in the whole enterprise system, and recruiting talents is a problem that every enterprise needs to consider. Salary is the most objective existence in the human salary system. How to standardize the modular system and adapt to the recruitment needs more quickly, it is urgent for enterprises and job seekers to adjust their mentality and behavior during the application process.