At this stage, many things are both realistic and tangled, which may affect some people's judgment. Let's make some introductions from several dimensions for the time being. What should we prepare or talk to HR during the offer stage?
1. position: the specific position, internal rank, reporting path, and whether the evaluation is consistent with the interview introduction and whether there are core changes, which are the basis of offer communication.
2. Salary: Understand the specific composition and payment conditions of salary. In particular, the benefits and bonuses are flexible, and it is best to confirm them in words or write them into the offer.
3. Authority and KPI: Understand clearly the scope of authorization, assessment indicators and the correlation with salary, calculate the difficulty of your work according to a relatively conservative strategy, and never calculate the most possible salary or bonus according to the ideal, because the result will blind your eyes.
4. Team situation: understand the boss's style, team situation (number of people, ratio of men to women, how to divide the work, whether there are related households), evaluate the possibility of staying in the future, and estimate the workload. For example, there are women in the third phase, in fact, a lot of workload will be shared with others.
5. Entry materials: You need an entry list to confirm the entry time and whether there is room for adjustment. Some companies will be anxious or slow, so we need to know more about the reasons. It is likely to provide lightning protection, temporary post protection, or spare tires.
6. Probation period: understand the company's regulations on probation period, such as whether the salary is discounted, the conditions for becoming a regular employee, whether the social security labor contract is paid and signed, and whether the basic guarantee is legal and compliant.
Back to the beginning, why is this the most difficult time?
Because you have to make a comprehensive evaluation of the company you are applying for, and at the same time, you have to answer the reasons and requirements of your original resignation. Your starting point is to satisfy your demands as much as possible and meet the lowest probability of similar reasons for leaving your job, but there will be a balance point here. After all, there is no perfect job.
A good job doesn't mean how high the salary is, how free the job is and how close to home. It should be 60% transferable skills and experience, and 40% promotion and learning. Of course, it can also be 7/3, so that every job-hopping can be competent and grow, and the subsequent career change will become more and more benign.
If it is 100% of the work, but it is less than 10% of the growth, or even shrinking, then the other party is completely wasting your past. This situation can't be said to be completely bad, just that you are sacrificing some content in the future. In this case, you can ask for more salary.
In addition, an offer is the achievement of a meaning. This process is somewhat reciprocating and bumpy. It's actually quite normal. Don't let this affect your evaluation of the company and position. In fact, in this era, the least hurtful thing is talking about money, and the most feared thing is that you talk about money with him, and he talks about your feelings and future!
To friends in need, I wish everyone can find an ideal job!