In order to better arouse the interest of job seekers, some companies get more and more resumes, which will exaggerate the salary. It is not until job seekers find that the specific salary is quite different from the estimated or previously quoted salary level during the recruitment interview or internship period or after the announcement of employees that they will have the idea of resigning. Once the turnover rate is small, the cost of recruitment and employment will also increase. I have a good suggestion to attract outstanding talents, that is, announce the salary that 80% people can get as average income. Signing a contract and filling in the employee's salary and corresponding requirements are beneficial to both employees and employers.
Generally speaking, in the labor contract, some terms related to employees' wages are not very big, so HR should fill them out truthfully. Because of the complicated salary structure, it is recommended to choose accessories for employees to sign. Generally speaking, HR only takes the lead in basic work such as recruitment, recruitment interview and appointment, and has no right to speak on crucial issues such as salary and position. Reliable enterprises have a sound salary and position management system. For fresh graduates, the post level should be defined according to your diploma, such as graduate students and undergraduate graduates, and the starting salary will be slightly different. Non-freshmen come in according to the recruitment, depending on the position you are interviewing for, such as an IT company, whether it is a junior high school programmer or a high-end excellent professional and technical personnel. Once admitted according to the recruitment interview, it will also match the position management system evaluation, and there is no room for discussion. Naturally, when applying for a job, if you are a leading cadre with a certain level, if you are good enough, you can talk with leading cadres about salary, and maybe someone will appreciate it.
Most people attach salary categories when posting positions. Suppose it is 300 thousand to 350 thousand, which is equivalent to telling job seekers that everyone belongs to this category, and the limit in my mind is 300 thousand. Under such circumstances, when filling in the expected salary, the job seeker will usually be in this area, such as 30~35, so I will usually talk to him according to 300,000 minus 10%. When the interviewer heard his offer of 270,000 yuan, he would be very dissatisfied at first and pointed out to me that he expected to reach 300,000 to 350,000 yuan. After some conversation, I can tell him that it is difficult. Then I learned to put down my mobile phone and eat. I told him that the supervisor released it and especially wanted to apply for 300,000 yuan for you. It really can't go any higher. Under normal circumstances, job seekers will reluctantly agree, and I will be finished. If the job seeker is very dissatisfied, it depends on whether you have any stock in hand. If so, talk to the second candidate. If he has to, he is likely to repeat the above practical operation until the end of the talks. Nature will never exceed 350,000.