How to deal with the problem that the interviewer thinks the salary is low?

Or is the applicant too demanding? Faced with this situation, HR should first consider whether the position recruited by beauty salons is indispensable to him. Is the price offered reasonable? If it is really a talent, HR must first find out whether his salary is wild speculations or a reasonable market level. If it is a wild price, then such people still don't want it, and they don't feel at ease when they want it; Persuasion and commitment have no effect. If it's really worth that much, it depends on the degree and attitude of the beauty salon. You can meet his requirements, but you have to attach some conditions, otherwise the other party will be too easy to get and will not cherish it; If the beauty salon system is limited, so be it. Even if you come, you can't stay. Please consult your superiors. If the applicant is not satisfied with the salary, and he really meets the requirements of the relevant positions in the beauty salon, HR can first show him the welfare, development space and funds of the beauty salon. If the salary offered by both parties is not much different during the negotiation, HR can ask the superior to discuss the treatment with him in detail. Of course, the premise is to ensure whether the applicant can really bring much benefit to the beauty salon. Reflect the side benefits When giving high-tech candidates a salary increase, HR can also talk about the benefits of beauty salons from the side, such as bonuses, amateur activities, training opportunities, how harmonious the corporate humanistic atmosphere is, and so on. In addition, we can also establish and improve the company's internal salary system in combination with the situation of surrounding enterprises, and appropriately increase the length of service salary. In the welfare system, set up welfare items that are more suitable for employees' needs, such as travel, the proportion of provident fund payment, overseas training opportunities, etc. It is not too late to implement it after the assessment period. Sometimes it's not that the treatment given by the enterprise is not enough, but that the requirements for the candidates are too high. At this time, HR can tell the applicant that the beauty salon will not let go of talents who can create value for our hospital, but it needs a strict assessment period, and the salary during the assessment period is still determined by the beauty salon itself. After the examination period, if you can get the approval of the beauty salon, I believe the boss of our hospital will give you corresponding rewards. I believe many applicants know that the sky is high and the sea is wide, and the fish jumps over the dragon gate. Is there a problem with the beauty salon's own values? Does HR reflect on whether there are some problems in the salary design of beauty salons? It is impossible to retain talents simply by persuading candidates and not giving them room for development. For example, employees perform very well after working for a period of time. Can beauty salons guarantee the possibility of salary increase? What is the salary increase? Therefore, HR should quantify the benefits that all employees can enjoy in detail when recruiting, focusing on the promotion space and development prospects of employees after entering the beauty salon. Case: communicate more. I encountered this problem when I was recruiting a position in Chongqing not long ago. Her last company was in the same industry as ours, and the position was similar to that we recruited. After communication, all aspects are satisfied, except that the salary requirement greatly exceeds the company budget. I also paid attention to the company's development prospects and job promotion space. Finally, the other party accepted the salary we are offering now, and now the time of receipt has been determined. There are countless telephones, and it is not easy to find a suitable person.