Why HR likes to suppress the salary of candidates?

Most HR actually don't want to reduce the interviewer's salary, because salary negotiation is an important reason for recruitment failure. If the salary expected by the interviewer can be achieved, it is actually easier for the company to recruit the talents it wants, and it is also easier to complete the KPI of the recruitment.

However, for the following three reasons, HR will always habitually depress the interviewer's salary.

First, the three starting points for HR to depress wages

In order to limit the salary of employees to a given range, mature companies have their own salary system, and each position has a salary range, so 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 wages of employees are limited to the range given by the company, and controlling costs can meet the requirements of workers.

In order to complete its own recruitment assessment indicators, the company also has assessment indicators for recruitment HR, in addition to the number of recruits, there are also requirements for recruitment quality and cost performance. 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.

In order to narrow the salary gap between old employees and new employees and maintain the stability of the team, if the salary of new employees is too high, even higher than that of old employees of the same age in the company, 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.