The interview went well. Why do headhunters keep lowering prices?

On the one hand, because the income of headhunters is directly linked to the annual salary or income of candidates, they will not take the initiative to reduce the salary of candidates, so there is no such motivation; On the other hand, headhunters can't control or even depress the salary offered by enterprises to candidates. What headhunters need to do is to find the most satisfactory value according to the psychological price range between enterprises and talents, which means headhunters have no right to decide the salary of candidates.

As the applicant said, his interview went well, so it's time to talk about salary, which shows that the enterprise's intention to hire him is still very clear, and then it will communicate whether the salary can be lowered, which may be the point that the enterprise cares more about when hiring candidates. So why should the company put forward the idea of salary reduction to very promising candidates? There are probably two possibilities:

1. The HR department wants to control the recruitment cost. For the human resources department, while recruiting talents, there are also recruitment costs, including:

Direct costs: Direct costs include resume download costs, job posting costs, job promotion costs, poster costs, travel expenses, internal recommendation rewards and headhunting costs.

Indirect cost: The indirect cost of enterprise recruitment mainly refers to the input of manpower and material resources (such as the indirect cost of conversion of time occupied by the interviewer).

Replacement cost: this refers to the cost of re-recruitment due to improper recruitment.

Opportunity cost: refers to the hidden costs caused by the resignation of personnel and the inability of newly hired personnel to fully perform their jobs.

Risk cost: refers to the economic loss caused by the failure to complete the recruitment of scarce talents needed by enterprises on time.

Hidden cost: The tedious recruitment process affects the other work of recruiters, and the interviewer takes up the time that should be focused on the core business, which is a hidden cost loss.

Some of the above costs are inevitable, and some are caused by insufficient HR level, which is inversely proportional to the professional ability of HR, that is, the better the HR ability, the lower the cost, such as opportunity cost and risk cost. Therefore, HR will want to reduce the cost by reducing the salary of candidates from this dimension. Of course, this is the wrong idea. Failure to provide candidates with the salary they deserve is the greatest denial of candidates' ability, and may even lead to candidates not being able to serve for a long time.

2. Affected by the enterprise salary system. For the convenience and fairness of management, many enterprises have their own salary system. When facing new applicants, they will set positions and salaries according to the existing system. Such a system is hardly prone to accidents, because if one person does not follow the system, the whole system will collapse. Of course, after being put into the system, it is not necessarily a depression, but it may also rise. There has been such a case in Zhile. The candidate's current annual salary is 25w, and his expected annual salary is 30w. Finally, the annual salary given by the company is 40w, which is a 60% increase for the candidates. For headhunters and candidates, the rising situation is of course welcome, but we should also be psychologically prepared for the salary reduction.

Then, for the candidate, whether to consider this opportunity depends on whether he attaches great importance to this opportunity. If so, he can look at other welfare benefits, and whether there is a big gap between the salary reduction and the present; If the opportunity is good and the enterprise intention is strong, candidates can directly put forward their own minimum requirements, and they will not be considered if they fail to meet them. Headhunters will help communicate and negotiate.