After the interview with the foreign company, they said they had to go through the process

Start Again in the Workplace will give you an in-depth analysis: I have worked in large foreign companies for many years, and to be honest, the salary systems of foreign companies, especially large foreign companies, are still relatively complicated. Therefore, when recruiting, HR usually adopts the "recruitment rules" of "tentative position and delayed salary" for candidates. The outstanding phenomenon reflected in this "recruitment rule" is that when recruiting, HR usually only tells candidates an approximate salary, but not the specific salary. The candidate's feeling is that they seem to have passed the interview. HR said that the offer needs to go through the process, but HR did not tell the candidate the specific salary.

My point of view: After the interview at a foreign company, the HR said that your performance was okay, and clearly told you that the offer needs to go through the process. Basically, the offer really needs to go through the process! As for HR not negotiating salary with you, it’s because the HR interviewer can only tell you a rough salary now, and this salary is usually very clearly written in the recruitment requirements. As for the specific salary, the HR interviewer himself doesn’t know much about it. If you can be sure, you should conduct a comprehensive evaluation based on your interview performance and professional experience. This is a reflection of the standard salary system of foreign companies!

What should you do? What you can do is very limited. I have two suggestions: first, reconfirm the salary range and corresponding benefits to HR, state your expected salary, and ask HR to inform you of the approximate offer release time; second, interview with a foreign company If you pass but don't get the offer, the possibility of variables is still very high, so you need to continue to maintain the "job search status".

Foreign companies all like to "temporarily determine positions and defer salary". They only tell you the salary range of the position during recruitment, and only tell you the specific salary when the offer is issued.

In private enterprises or state-owned enterprises, although the salary of employees in the same job position is different, the difference is usually not big; in foreign companies, the salary of employees in the same job position is often very different.

For example:

The same position, the same job content, similar length of service and similar age, but the salary is very different, or even doubled. This is common in foreign companies phenomenon. There are two reasons:

First, foreign companies are the companies that best implement "comprehensive salary assessment" for each employee!

Second, foreign companies are the companies that best implement "talent grading" for employees in each position!

"Comprehensive salary assessment" of foreign companies:

Although foreign companies will set a rough salary range for each position, what foreign companies value more is the "comprehensive salary assessment" of employees. That is to say, when every employee joins the company, the foreign company will conduct a "comprehensive salary assessment" on the employee, and give the employee the final salary based on the overall assessment results. This results in a large salary difference between employees in the same position!

The "comprehensive salary evaluation" of foreign companies usually takes into account the employee's base city, previous work experience, academic qualifications, project experience, market competition situation, urgency of demand, professionalism demonstrated in the interview, etc. Comprehensive assessment.

For example, although Xiao Wang and Xiao Li are the same age, they are applying for the same job position and have the same work content. However, Xiao Wang’s former company is an ordinary private enterprise. Its competitiveness in the talent market is weak, and its professionalism during the interview is low (but it is no problem to be qualified for the interview position); while Xiao Li’s former company is a certain World 500 company. Strong, with good market competitiveness, and high professionalism during the interview; after evaluating the two of them, the company will set a higher salary for Xiao Li!

"Talent grading" of foreign companies

Employees in the same position have almost the same work content, but according to different potentials and hidden contributions, the company will evaluate each employee's job content. Employees undergo “talent grading.”

For example:

Although Xiao Wang and Xiao Li are both marketing specialists, they have the same position and almost the same work content. But Xiao Wang belongs to Marketing Specialist Level 8, while Xiao Li is one level higher and belongs to Marketing Specialist Level 7. The salary of level 7 is obviously higher than that of level 8, so Xiao Li's salary is obviously higher than that of Xiao Wang.

Foreign companies are the companies that implement the "talent classification" most thoroughly for positions, and it is also an issue that HR must consider when interviewing candidates. When two people join the same position, their final salaries are very different. It is very likely that the "talent grading" given by the company when making offers to them is different.

Summary:

Interested students can learn that almost every foreign company requires employees to "keep their salaries absolutely confidential"! Why? This is because even in the same position, the salary difference between each employee is huge! This huge salary difference is due to the fact that foreign companies implement "comprehensive salary assessment" and "talent grading" during recruitment. This is why foreign companies usually only tell candidates an approximate salary when interviewing them, and usually do not tell the specific salary. Only after the offer is approved, the candidate will know the specific salary!

What should you do? Be careful not to rush too much and confirm again!

According to my experience, the HR of foreign companies are very professional. If they tell you that "the offer needs to go through a process", it is basically equivalent to telling you that "the interview has been passed"! But HR is still not sure whether you can finally join the job or the specific salary after joining. What you have to do is:

1. Don’t push too hard!

The HR responsible for recruitment in foreign companies actually does not have the authority to make your "comprehensive salary evaluation" and "talent grading", because this is the responsibility of the HR manager and the employing business department manager (his opinions are crucial !) and other comprehensive measurement results, the recruitment HR is only responsible for notifying!

Every job in a foreign company has a very rigorous process, and no one dares to bypass the process. Foreign companies rarely offer "special deals" such as "green light" or "fast track". No matter how urgent the other party is, every employee of the foreign company must still follow the process step by step.

The HR responsible for recruitment is only responsible for telling you the approximate salary of the position, understanding your expected salary, and issuing you an offer after the "comprehensive salary assessment" and "talent classification". As for other things, he has no power or motivation to do them!

In short, it is useless for you to urge HR. Excessive urging will not only leave HR with the impression of "very eager for this job", but will make HR feel that "this person is too troublesome and is not helpful at all". The profession is not suitable for us."

2. Confirm again!

Based on my recruitment experience, it is almost impossible for the HR of a foreign company to negotiate your salary at all! At the very least, HR will tell you the approximate salary range of the position and ask you what your "expected salary" is. Otherwise, it will be difficult for him to judge whether you meet the requirements of the position.

If HR does not talk about salary at all from beginning to end, there is usually only one possibility, that is, the interviewing HR has clearly told the candidate the "position salary range" in the "recruitment requirements"; at the same time, The candidate also clearly stated his "expected salary range" in his resume.

Of course, there is a greater possibility, that is, the recruitment of most foreign companies is completed through headhunters. When recommending candidates to the company, the headhunters have already set the candidate's "expected salary" "Clearly tell the foreign company HR, HR will no longer need to spend energy and time negotiating with candidates on salary!

Although the HR of foreign companies are relatively professional, I still recommend that you reconfirm with HR, such as seeking reconfirmation on salary range, benefits, vacations, etc. HR of foreign companies will like this "confirmation style" very much "candidate!

In interviews with foreign companies, there are still many variables before the offer is received, so you must continue to maintain the "job search status".

Even if HR clearly tells you that "the interview was passed", there will still be a lot of variables before the offer is received. What's more, HR only tells you that "the performance is okay" and does not tell you clearly. "Interview passed". Therefore, please continue to be in good "job hunting mode".

1. Offers from foreign companies usually get stuck at Head count!

The head count of foreign companies is an unpredictable concept. It is often said that it is there, but it is gone immediately if it is not; it may be there today, but not tomorrow; it may also be there obviously, but it will be gone immediately. But saying "freeze" means "freeze"! More often than not, it is "appropriated" by the leader, or "held in the hand and not prepared to use it immediately" by the leader.

In short, don’t say you haven’t received the offer yet, even if you have received the offer, foreign companies will often directly tell you “Sorry, the recruitment for this position has been cancelled” because of the head count!

2. The offer approval process for foreign companies is also relatively cumbersome!

Even if there is no reason for the head count, in terms of pure process, the offer approval process of foreign companies is relatively cumbersome. A direct consequence of the cumbersomeness is that the "approval process is very slow." It is often "passed the interview" in April, but the "offer" has not been issued in May.

The reason is very simple. Offer approval is just a "routine approval" in foreign companies. If a leader takes a vacation or delays, the entire approval process will be "very slow"!

3. HR may be waiting for other candidates, which is unlikely!

HR in foreign companies are relatively professional. Since they tell you that "offer needs to go through the process", it basically means "passed the interview". If you "fail the interview", HR will not even mention anything like an "offer" to you. But it does not rule out that when there are several "equally excellent candidates", HR wants to "wait for the price."

In other words, HR has not yet finalized who to choose among these "equally excellent candidates", so he can only "vaguely agree" to them all. But this possibility is unlikely. Foreign companies are different from private companies, and HR rarely does this!

Summary:

No matter what the reason is, you should continue to be in "job hunting status". The approval process of this kind of process for foreign companies is usually not too fast. During this time, you can look at other jobs and look for other better opportunities. After all, before the offer is received, there are really big variables!

Final summary:

Based on my many years of experience in foreign companies, I can tell you for sure that most of the HR staff in foreign companies have a professional background, and their professional quality is trustworthy! Since he told you that "the offer must go through the process", it basically means that you "passed the interview", otherwise he would not have mentioned the "offer" to you at all. He could have responded with various "professional words" you!

Due to the very good implementation of "comprehensive salary assessment" and "talent grading" by foreign companies, it is often difficult for foreign companies to directly tell you the "specific salary" during the interview, but will only tell you the "approximate salary" , this is a normal phenomenon, you don’t need to worry too much.

What you have to do is to wait patiently, don’t rush HR too much, just confirm it again; at the same time, don’t let yourself go completely, after all, there are still a lot of variables before the “offer is received” , you should maintain the status of "continue job hunting".

As for salary, foreign companies will not deliberately lower or deduct your salary. Foreign companies will only give you a comprehensive salary based on your work city, career history, experience, education, urgent needs, and performance in the interview. assessment! This "comprehensive evaluation" is very critical, because after joining the company, it is very difficult to get additional "promotion and salary increase".

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