Why do some interview phones ask about the salary and benefits of the unit now, and the other party always talks about the interview?

Different companies in the same industry have a strong competitive relationship within a certain regional scope. A key factor in commodity competition is talent competition. On all recruitment platforms, salary is a subject, and everyone is in this range, but they don't know each other's facts. In the case of telephone interview, the company doesn't know whether you are inquiring about the military situation or sincerely interviewing, so it is generally not easy to come up with a solid foundation in this link. The same is true for the employer to clarify the salary with the employees in the recruitment work.

The staff of the employer who undertakes the application uses the communication with job seekers to find out whether the applicant is eager to find a job and whether the applicant meets the self-reported diploma and experience to determine the main standard salary. Employers are likely to attach great importance to the oral expression ability, aura and appearance of backstage employees. In general, the external differences of candidates are likely to lead to different salaries. When the company communicates with candidates in recruitment, interview and salary, especially in the early stage of mobile communication, the company does not grasp the matching degree of candidates.

At this moment, it is possible to reflect the salary category of the company too early, which may make candidates with higher working ability and higher requirements reduce their interest in the job and then will not choose to apply; The other is to let candidates with unsatisfactory work ability stipulate that they should not be too high. After knowing the salary of the position, they raise their salary expectations. They only want 5,000 yuan. I heard that the salary range of the enterprise is 6-8K, and then the expectation value is raised to above 6 K. Finally, the company's behavior in salary is very passive.

The most important thing for the personnel department to recruit talents is to apply for this stage. What is a job interview? Meeting and communicating with each other and mastering each other at zero distance is called coming out. This is a comprehensive stage, almost all of which are careless. The human resource operation specialist should see the words and deeds, brand image and appearance of the interviewed employees, which is an evaluation index for the personnel assistant of the personnel department. It is necessary to comprehensively evaluate and score the employees recruited by the interview in order to find the talents that the enterprise is looking for.