So is it the same as the market wage or can we talk about it? Can you mention more and negotiate well? If you have strong negotiation skills, will you give high marks? Will my poor negotiation skills give me a lower price?
Is it because the actual salary is too low that no one wants to go? Or because of this writing, the job seeker will not go, and it may be a waste of time. Then why doesn't the company really write down the salary and requirements, and let those who are willing to go naturally contact the relevant personnel.
What do you mean negotiable? Is the market value of a waiter 1k, 3k negotiable? But in fact, there are often many routines hidden behind the salary negotiable written in the recruitment information, and job seekers may be miserable if they are not careful.
1, the salary is really low.
Salary is negotiable, either a high-paying and high-end position, afraid of writing too low to recruit people, or writing because the salary is too low for fear that no one will apply. Most of the salary is negotiable.
Perhaps because the salary offered by the company is too low, HR is embarrassed to say it. Speaking out, I directly rejected some potential candidates for fear that the candidates would not go for an interview. I can only say that the salary is negotiable in order to call you for an interview first. During the interview, communicate with job seekers on the spot about salary. Recruiting companies want to recruit the best talents with the lowest salary, but if the salary is indicated, they may not be favored because the bid is too low, which will inevitably lead to bad competition and increase the labor cost of enterprises.
The company is not in a hurry to recruit positions.
Fake recruitment really collects information. Enterprises may want to investigate the market salary level or understand the information in the industry, the situation of opponents and so on through the word-of-mouth of recruitment. Or spy on information under the guise of recruitment, or talk to some people in the industry to solve a problem and help the company develop ideas.
After receiving their resumes, they only let employees from rival companies enter the interview, and most of the questions are sensitive during the interview, such as what is the sales volume of your company? What is your performance evaluation? Top customers, etc. You can find that the interviewer is constantly recording, which is a typical intelligence gathering recruitment. In many companies, middle-and lower-level employees not only have no awareness of protecting employers' secrets, but even take the initiative to confess during the interview to please the interviewer. ...
3. Salary uncertainty
Because the company will determine the salary according to the experience and ability of the candidate. This situation is generally suitable for recruiting very high positions in the company. Generally, small and medium-sized jobs, even VP, have a reference range for salary. Communication ability, learning ability, language expression ability, work experience and skill base. , have become the conditions of different wages and benefits, and the needs vary from person to person.
You invite a top 500 CEO, and you invite a college graduate, which will definitely not be the same salary. There are still many positions that can be highly flexible according to resumes, such as some management positions. The salary of these positions is actually determined according to the income level of the last job.
4. Pay confidentiality
One aspect of doing this is that enterprises don't want their peers and competitors to know their own salary level, nor do they want their internal employees to know the salary of other employees.
If you don't honor the publicly promised salary and benefits when recruiting, it will be relatively troublesome, which is what recruiting companies don't want to see. As a result, the openness and transparency of remuneration has become a secret "negotiation" or even "exemption", and the competition between enterprises has turned into consistency. No matter how smart a job seeker is, I'm afraid he can't escape the trap carefully set by the recruiter, and his basic rights and interests can't be guaranteed.
In addition, if the salary written by the company is too high, internal employees may leave, because employees who have worked in the company for many years find that the new employees recruited by the company are almost equal to or even more than themselves.
5. Need to communicate with the employing department.
The person who invites you for an interview is not necessarily HR. In some companies, HR does everything according to the boss's instructions. As long as job seekers show their abilities in front of HR, under normal circumstances, if HR thinks it's ok, they will introduce job seekers to the boss. It is necessary to communicate with the boss about salary, just like many foreign companies. Human resources sometimes don't know the salary of this position, so it is not a big problem to write "negotiable" in the salary column.
What should I do as a job seeker?
1, understand the job requirements
Learn more about the requirements and salary range of this position, and then adjust your resume according to the requirements of this position.
Understand the market before you speak.
Under normal circumstances, most enterprises have certain salary standards for most positions, so even if the salary can be negotiated, the scope of real negotiation will not be great.
3. Learn more about the company.
Mainly take online search, call customers to understand the service attitude of the company's customer service, find the company's user base through online search, and understand the evaluation of the company's user base.
4. Consider an online interview.
Online interviews can be conducted through online interviews and telephone interviews. This can avoid being told that the salary is too low or not suitable for you along the way. I hope that the recruitment company will give a general range, that is, where the salary with several years of experience is.
Imagine that you come from far away for an interview. Not only do you have to pay your own transportation expenses, but you also have to eat a meal after a long journey. Finally, the company may reply to you: we already know your situation, and we will inform you if necessary. You are really waiting for the other party's reply and sent an email to remind you, but maybe they will never inform you. Do you feel speechless when you know the truth?
Step 5 get to know the company on the spot
For example, the observation of the front desk behavior, the facial and behavioral expressions of the company employees, the hygiene situation of the company's bathroom, and the hygiene situation inside the company. During the interview, observe the interviewer's behavior and state and judge the interviewer's level. According to these four points, you can decide whether to go for an interview or not. This judgment method is very accurate and effective. Recruitment is a process of mutual selection, mutual interview and mutual elimination. Therefore, both enterprises and job seekers should show their professional standards.
Finally, I wish everyone can find their favorite jobs.