In fact, in strict accordance with the recent national recruitment regulations, enterprises are required to explain the salary and benefits clearly when recruiting. Now many enterprises have gradually achieved this step, which can be said to be a kind of progress. But there are still many enterprises that have not changed. One of my HR friends explained why I like salary negotiation, mainly because I was afraid that my colleagues would raise their salary and poach job seekers from it. For example, if an IT engineer is recruited, if the company indicates a monthly salary of 8,000 yuan, the peers will promise the applicant a monthly salary of 1000 yuan after seeing this information. In this way, the hard-won talents will be poached, and the company will suffer even greater losses.

The second reason why companies like "negotiable" salary is that it is tailor-made and does not cost money. My friend said that you should not only look at external things such as academic qualifications and work experience, because these things are very different from your actual ability. In the past, they hired some masters and doctors to give them higher wages and better benefits. However, after they joined the company, they found that some people have poor abilities and are far from the job requirements. But because wages and benefits have been negotiated, it is not good to reduce them. In order to avoid the recurrence of such problems, the current salary is negotiable, and the salary is determined through detailed observation and specific performance during the short probation period.

Netizen 2:

It is not an objective thing to write down the salary clearly. Similarly, when we submitted my resume, we didn't make it clear how much value I could create for the enterprise. Let's put ourselves in the shoes. Of course, it is more of a subjective behavior to state the expectation of salary on the resume of our metropolis. Just like selling things on the street, there must be a price tag first, and there must be a negotiation process when the transaction is actually completed. The price may be low, and there is no essential difference between the recruitment site and the trade market.

First of all, recruiting and paying wages is a kind of cost, especially when the applicant is a stranger, and no one knows how heavy the applicant is. As a paying company, the lower the risk, the better. For some experts in the industry, and even some well-known professional managers, you can clearly mark the price, such as working emperors, working queens, and some executives of BAT. The performance is there, and there are big brands to endorse it, which is for sure. Of course, there can be a clear salary. The problem is that you are not in this line. Of course, there are also some ordinary workers Because they just sell their own labor force and repeat time, they don't need to do more investigation and endorsement, so the salary of the post is also clear. Especially for some sales positions, they will not give clear wages. If they talk a lot, it generally means that this position is very challenging and most people can go in and play.

Netizen 3:

Not to mention that the company itself cannot accurately locate the salary of this position, that is, for a company with a sound salary system, it is conditional whether to indicate the salary range. For basic positions, choosing to indicate salary range can accurately locate the candidate range and avoid wasting time and cost.

For technical/management positions, if you choose not to indicate the salary range, you can "accidentally" meet high-quality talents in the interview process, expand job responsibilities, raise salary standards, and finally complete the recruitment needs. This phenomenon is mainly influenced by the talent/recruitment concept of the position, that is, whether the recruitment is to fill the vacancy or to develop business/enhance business competitiveness.

Netizen 4:

Generally, a slightly larger company has its own salary system. Although each position has a certain salary broadband, there are also corresponding regulations on what salary to take if it meets certain standards. Only for individual special talents, it is possible to give wages that exceed the standard. Don't write salary, unlike some people, HR wants to recruit people at low prices, but it can't break the company's salary system!

Netizen 5:

People who often write about salary and treatment have common psychological expectations and their positions are relatively low. The social unit price of this position is fixed and the work content is clear. For example, there is limited bargaining space between the front desk and the waiter. And more technical wages or jobs that require performance appraisal often require interviews, and wages are rashly marked. If the price is lowered, people with premium ability will give up directly, which will increase the labor cost of the company. Interviews are useful for both job seekers. After all, many high-quality resource conditions are the result of investigation and consultation between the two sides, which is conducive to the company to recruit relatively high-end talents.

Netizen 6:

If you don't write, you are playing hooligans! There is a cost in recruiting people in your company, and there is no cost for job seekers to go to the company? You don't reimburse food and drink expenses, and the time cost is also there. Then send it directly if it is inappropriate, and don't reply if it is inappropriate. If you don't bully customers by the store, you just don't know yourself.