Why do many companies prefer to recruit a new person rather than give their old employees a raise?

I think it depends on the industry and position. In a labor-intensive enterprise, if you are working in a basic position with little technical content, then for the enterprise, it doesn't take a lot of manpower and financial resources to train a new person, but the labor cost is lower than that of the old employees, so why not use a novice?

one person often does the work of several people, and the division of posts is so detailed that such a company is generally not much bigger, or it is a start-up company. Therefore, for this type of company, in order to save costs, it is better to find a potential newcomer than to increase the salary of the old employees.

if you have been in a position for 1 years, and there is no great achievement or big mistake, the boss can't see the bright spot in you, and the novice is the new blood for the company, full of unknowns and plasticity.

If you feel that your salary is not directly proportional to your contribution, it is very likely that your salary is already the top salary in your position, so at this time, you should consider applying for promotion or job hopping.

if the answer given by the company is to let you go and recruit a new person, it means that the irreplaceability is still not high, and there is nothing to complain about.

User 1:

Old employees are former new employees, and new employees are future old employees. Which old employee is not from a new employee? Only by recalling his journey all the way, can he understand the 7788.

1. Although new employees are novices, they can't do anything neatly; But he is willing to study, work hard, respect the leader, and his salary is low; Moreover, novices are usually young, energetic and motivated. Let him do more work and add more classes without complaining!

2. Beginners can basically get started after a few months' training. Although they are not as skilled as the old employees, they can also get a job just so-so. After another one or two years' training, they can usually stand up, doing as well as the old employees, and even better than the old employees in terms of novel thinking ideas.

3. Beginners may do the same job as old employees, but their ranks are usually much lower than those of old employees, so that the company can motivate new employees through "promotion" and make them feel promising, so that new employees are willing to work extra for "promotion" and benefit the company.

4. When the new employees get older, the salary of the same rank has risen to the highest, and then the salary increase can only promote the old employees, but there are only a few senior positions, but the number of old employees is quite large. What should I do? There's nothing to do, just waste it!

in the end, the company had to find a way to let the old employees go by themselves. What can we do? It is the above that makes you often do the work of several people, but you can't get the matching salary, or re-train a novice, and you are not willing to give the old employees a raise.

User 2:

The main consideration may be to control labor costs. The salary system of an enterprise often affects the whole body. If an old employee is given a salary increase, other old employees will have to increase it, otherwise it will be unfair. If the enterprise recruits new people, it can be implemented according to the salary standard of new people, which is low in cost and does not need to break the original system.

from the enterprise's point of view, there is nothing wrong with controlling labor costs, but there is something wrong with salary design.

give an example. I used to work in a company, and when determining the salary standard of employees, I valued education rather than ability. Doing the same job in the same position, you may be four or five thousand if you are an undergraduate, and two or three thousand if you are a junior college student.

This is a very extreme phenomenon. An old employee who has been in the company for decades has a low education. Recruit an undergraduate to graduate, and both of them do the same job. Old employees are responsible for bringing new people, that is, teachers and apprentices. But the embarrassing thing happened. When I got the payroll, the apprentice's salary was several hundred yuan more than that of the master. This is really a great irony to the salary design.

If this obviously unfair and unreasonable salary system is not reformed, how can it retain people? How can it grow and develop?

User 3:

In general enterprises, there is actually a limit to the maximum salary of employees. In fact, it is very clear to look at the salary standards of state-owned enterprises and civil servants, and there are maximum limits.

Old employees are familiar with their own work for many years, and they can also handle some unexpected problems by experience, which can be called the backbone of the enterprise. But why doesn't the boss want to give these people a raise? I can't think of the following points:

First, your salary is close to or up to the highest standard. If you want to get more money, you have to be promoted, but the position at the next higher level is limited, so you have to drag it out.

the second is to prevent comparison. There are many employees with the same qualifications in an enterprise, and there is not much gap between their performances. If one person is given a salary increase, what should others do?

Third, there are many jobs that can't be quantitatively evaluated. An experienced and responsible old employee can beat a few young bosses, and it is also difficult to evaluate how much better he is than others compared with those with similar qualifications but careless work. In short, talents are inseparable from mediocrity, so the boss will not take the initiative to give you a raise.

The fourth is the simplest. There are many jobs that are similar to anyone. Older employees may be more experienced in dealing with emergencies, but where are there so many emergencies? Since everyone is almost the same, the boss is naturally willing to use young people. First, the cost is low. Second, young people are enthusiastic and obedient, and they have a bright future.

Netizen 4:

There are often more than one old employee and more than one worker. How to adjust the salary often becomes a very difficult problem for HR, and the leaders are also very embarrassed.

And when it comes to salary, everyone generally thinks that he is the one who works the most and is the most effective. If you lower it, you will be unhappy, and if you raise it, your boss will be unhappy.

If everyone gets one plus one thousand, I'm even more worried: Why do other people work easier than me but get the same salary? It's unfair! Finally, it also led to the phenomenon that some key talents resigned and left.

Therefore, in some enterprises with incomplete salary system, the annual salary adjustment has become a huge problem.