I'd like to ask professional hr, how do you evaluate the salary and treatment of interviewers in all aspects?

Sorry, Lao Han is not a professional HR, but for the salary standard, in fact, the evaluation is not only based on the ability of the applicant, but also on the influencing factors: 1, the average salary of the same type and position in the same industry; 2. own human resource cost budget; 3. KPI assessment method and post incentive method in enterprise management system: 4. At present, the reserve base of post personnel in society is scarce, and the more people can do this, the lower the post salary can be.

Therefore, if the salary range given by the enterprise in the recruitment information is not performance salary, then this salary range basically represents the demand degree and comprehensive evaluation results of the enterprise for this position. For candidates, then their ability is to conduct personal evaluation within this salary range, and their personal ability is strong. At the upper limit of the range, their ability is fair but not outstanding, and they are not the first choice, so they will deliberately lower their wages.

As for the evaluation methods of interviewers, according to the requirements of different job responsibilities, the evaluation methods are also different. Evaluating a director-level manager's professionalism, thinking logic, work attitude and management ability is different from evaluating a grass-roots Commissioner's methods and standards.

From Q User: Lao Han: Come and play in my circle!

I'm not a professional HR, but the evaluation criteria of each company are different, so we can't generalize. From Q users: anonymous users.