Analysis of the causes of low wages

With regard to the analysis of the causes of low salary, it is always a headache for most job seekers to talk about salary during the interview, especially when the salary is generally stagnant, the job seekers' expectations for salary will be reduced in failed interviews again and again. Come with me to understand the reasons for the low salary.

Cause analysis of low salary 1 reason 1: salary composition is unknown.

This is the favorite "trick" of non-standard enterprises. When negotiating, we only talk about the total income, which makes job seekers mistakenly think that it is the basic salary. When I got the paycheck at the end of the month, I was amazed at "bad"-social security was paid according to the minimum standard; Welfare treatment is zero; Clothing expenses, meals and shuttle bus expenses are deducted from the monthly salary. ...

A, the human resources manager of a listed company, said that benchmarking companies pay more attention to the role of salary negotiation, which can avoid the reduction of work efficiency caused by employees' dissatisfaction with salary.

Maneuver: job seekers with weak awareness of prevention are easy to eat this dumb loss. If "reduced" to this stage, enterprises can be required to increase welfare benefits, such as increasing the number of annual leave days; Require flexible working system; Provide free company parking spaces; Perfecting career development planning or giving training opportunities and other non-cash benefits, of course, the premise is irreplaceable. Considering the cost of recruitment and training, enterprises may let go.

Reason two: lack of courage.

"I don't know how to speak" is the most frequently mentioned sentence in the posts related to "talking about salary" on the Worry-Free Future Forum.

Fresh graduates and newcomers with less interview experience are prone to "lose courage" in the face of powerful enterprises, and the expression of being trampled on shows their weaknesses and shortcomings. I don't have enough courage to talk about salary with the enterprise-I dare not mention it first, dare not ask in detail, and dare not say no.

Maneuver: We can regard "lack of courage" as a necessary process in the process of growth. You will always be killed by the enterprise once, but understand that this can only happen once! Imagine this process as a once-in-a-lifetime mental experience field, so that the mentality is peaceful. In the days to come, I will constantly hone myself and accumulate weight for the next salary negotiation. If you can accept it calmly, congratulations, you have advanced!

Reason 3: I don't understand the market.

This situation is easy to happen in job-hopping management, changing careers or corporate attributes. Job seekers have not done enough salary homework before the interview, and once they have the opportunity of horizontal comparison after joining the job, they will be in deep trouble. Even gossip "Why is it so low? Who in our family ... ",will induce the symptoms of insomnia for three days.

Maneuvering room: job seekers should pay for the sense of salary gap caused by themselves. The leeway is to ask the superior supervisor for a raise again. Worry-free future experts reminded that this salary increase should not be based on low salary during the interview, but on outstanding performance, which is more acceptable to supervisors and bosses. The fastest time to ask for a raise can be six months later, but it is not easy to ask for a raise frequently, otherwise your feedback will be interpreted by your superiors as "I just want money!" Money is the most important thing! " This will make you lose more development opportunities.

Or you can ask for a raise in disguise-improve welfare benefits. If you choose to change jobs again after paying the bill, please think twice, because the weight this time is "career planning management career planning".

Reason four: "before and after" negligence

Careless job seekers tend to ignore the issues of "before tax" and "after tax". Some enterprises simply do not indicate "before and after", but pay wages before tax. When you find out that you have asked, the other party will clearly tell you that if you don't mark it, it is before tax.

The "loss" caused by this negligence may be as high as one thousand yuan. For white-collar workers whose monthly income in Shanghai is 1000 yuan, personal income tax is higher than that in 800 yuan after deducting about 1778 yuan which needs to pay four gold.

Leave room: Unless otherwise specified, the salary agreed in the labor contract generally refers to the pre-tax salary. So it needs to be clear in the interview. You might as well ask clearly. There is nothing to be embarrassed about. When it is written in black and white in the labor contract, the possibility of "salted fish turning over" is gone, and the most direct way is to ask for higher welfare benefits.

No matter how the above situation changes, the opportunity is lost, and you will eventually find that what you make up afterwards is not as satisfactory as what you negotiated beforehand. "A low wage starting point means a low wage increase in the future." A netizen who has worked in a foreign-funded enterprise for 10 years has repeatedly reminded job seekers that they must be good at maintaining their social status. We once again remind job seekers to take the initiative when talking about salary in the interview, and don't be discouraged and confused when it comes to livelihood.

An analysis of the causes of low wages. Three entry points of HR salary reduction

1. In order to limit the salary of employees to the range given by the company,

Mature companies have their own salary system, each position has a salary range, and the bargaining space is limited. Therefore, when HR finds that the expected salary given by the interviewer is higher than the market average salary, or the salary given by him is completely higher than the value he can provide for the company, HR will think about pressing the salary.

Because beyond this range, it is particularly difficult to maintain balance. For example, it is not easy to explain to the boss, which exceeds the target of employing cost. This part is borne by the recruitment department. After a whole year, the cost of employing people will exceed that of the department, so other costs should be saved. Therefore, the cost of employing people is also an indicator of the departmental budget at the beginning of the year. This is the requirement of the leader.

Therefore, the salary of employees is limited to the range given by the company. If the cost is controlled, the requirements of workers can be met.

2, in order to complete their own recruitment assessment indicators.

There are also assessment indicators for HR recruitment, including the number of recruits, the quality of recruitment and cost-effective requirements. If HR recruits talents with the top salary every time, it means that the recruitment ability of this HR is not good.

And just like planning a project, we need to control the cost in the most reasonable and lowest range, and minimize the cost pressure and indicators, because this is also the specific situation of the company's assessment indicators for HR.

3. In order to reduce the salary gap between new and old employees and keep the team stable.

If the salary of new employees is too high, even higher than the old employees of the same age in the company, then once the old employees know it, they will feel unbalanced.

If all the old employees are clamoring for a raise, the company will spend a lot of money. If the old employees want to leave, it will have an impact on the company's turnover rate, which is not good for HR performance appraisal.

And there will be a comparison between old employees and new employees. This problem happened before our previous company recruited people. The education of new employees is not as good as that of old employees, and their salary is a little higher than that of old employees. Later, I was inadvertently known by the old employees and clamored for a raise for a long time. So when new employees come in, they need to sign a confidentiality agreement. The salary is confidential, just to avoid this kind of thing.

Once the gap between new and old employees becomes obvious, the team will be very unstable, and everyone will feel unfair, so they seek common ground while reserving differences.

Second, HR reduces wages in order not to hire workers.

In addition to trying to control the company's employment cost, there is another situation where HR doesn't want to hire you at all.

Many companies' HR has an evaluation index called "telephone invitation success rate", which refers to how many people in the invitation phone are successfully invited to the company for an interview.

Sometimes in the performance appraisal, HR fails to complete this indicator, and he will invite some job seekers who are not recruited but have a large number of applicants to interview. Then I will have a casual interview with you, saying that the interview will be over in a few minutes, and then I will tell you that the interview was unsuccessful and give you the reason that the salary can't meet your requirements or that you don't meet the job requirements.

A friend went to an interview before and sat in the office for two hours. A few minutes after the interview, he said to go back and wait for the notice. On the same day, the recruitment was cancelled. Calling for advice is the position, and the person has already confessed. In fact, many times, the salary reduction is to find an excuse not to hire you.

Third, being depressed by HR can be solved like this.

1. Sufficient strength is your competitiveness, and HR will help you fight for it.

If you are a talent badly needed by the company, it is also suitable for the company. Even if HR wants to reduce salary, in order to keep you, it will take the initiative to apply to the leader to increase the salary budget and try to reach the salary level you require.

Because for HR, recruiting talents is a KPI, but if you can recruit a particularly excellent talent who is especially suitable for the company, even if you want to raise the salary level a little, it is a key performance beyond KPI.

A friend went to Tencent for an interview because he was excellent in all aspects, but he was not very satisfied with his salary. Later, HR helped him realize it, so it is called strength enough and the salary will satisfy you. After all, the company still hopes that people can be more focused and more suitable.

2. If the depressed salary is unacceptable, change the interviewer.

If the salary is really unacceptable, you can find a more satisfactory company. There is always the right company. You must grasp a degree that is within your acceptable range. If you exceed this bottom line, don't wronged yourself. Otherwise, it will affect the mood of taking office.

Relatives went to the interview, and when he met with the behavior of lowering his salary, he finally couldn't accept it. He changed the company interview and worked harder to find a job, so he didn't need to hang himself on a tree.

I like this company very much. I can consider lowering my expectations.

Sometimes you meet another company, for example, this company has really good conditions and a great platform, which is conducive to your future development. You can appropriately lower your expectations and lower your salary a little. It doesn't really matter. After all, suitable companies are hard to meet, especially those with promising future development. When you meet it, you should cherish it and don't talk about it.

In short, the suppressed salary must be related to HR assessment and the company's employment cost. The suppressed salary can be solved by changing the interviewer, improving the individual's ability to gain competitiveness and appropriately lowering expectations.