Senior HR tells you why the salary is low.

Senior HR tells you why the salary is low.

Senior HR tells you why the salary is low. In the career of job hunting, the most common is interview. Later, I will talk to HR about salary, and most HR will try to keep your salary down. The following senior HR tells you why the salary is low.

Senior HR tells you why salary negotiation is 1. One reason: lack of courage.

"I don't know how to speak" is the most mentioned sentence in posts related to "talking about salary"

Fresh graduates and newcomers with less interview experience are prone to "lose courage" in the face of strong enterprises, and the expression of being trampled on shows their weaknesses and shortcomings. I don't have enough courage to talk about salary with the enterprise-I dare not mention it first, dare not ask in detail, and dare not say no.

Coping methods: We can regard "lack of courage" as a necessary process in our growth. You will always be killed by the enterprise once, but understand that this can only happen once! Imagine this process as a once-in-a-lifetime mental experience field, so that the mentality is peaceful. In the days to come, I will constantly hone myself and accumulate weight for the next salary negotiation. If you can accept it calmly, congratulations, you have advanced!

Reason 2: I don't understand the market.

This situation is easy to happen when changing careers or corporate attributes. Job seekers have not done enough salary homework before the interview, and once they have the opportunity of horizontal comparison after joining the job, they will be in deep trouble. Even gossip "Why is it so low? Who in our family ... ",will induce the symptoms of insomnia for three days.

How to deal with it: job seekers should pay for the salary gap they have caused. The response is to ask the superior supervisor for a raise again. Experts reminded that this salary increase should not be based on low salary during the interview, but on outstanding performance, which is more acceptable to supervisors and bosses. The fastest time to ask for a raise can be six months later, but it is not easy to ask for a raise frequently, otherwise your feedback will be interpreted by your superiors as "I just want money!" Money is the most important thing! " This will make you lose more development opportunities.

Or you can ask for a raise in disguise-improve welfare benefits. If you choose to change jobs again, please think twice, because the weight on you this time is "career planning".

Reason 3: The salary composition is unknown.

This is the favorite "trick" of non-standard enterprises. When negotiating, we only talk about the total income, which makes job seekers mistakenly think that it is the basic salary. When I got the paycheck at the end of the month, I was amazed at "bad"-social security was paid according to the minimum standard; Welfare treatment is zero; Clothing expenses, meals and shuttle bus expenses are deducted from the monthly salary. ...

Ake, the human resources manager of a listed company, said that benchmarking companies pay more attention to the role of salary negotiation, which can avoid the reduction of work efficiency caused by employees' dissatisfaction with salary.

Coping methods: Job seekers with weak awareness of prevention are prone to this kind of dumb loss. If "reduced" to this stage, enterprises can be required to increase welfare benefits, such as increasing the number of annual leave days; Require flexible working system; Provide free company parking spaces; Perfecting career development planning or giving training opportunities and other non-cash benefits, of course, the premise is irreplaceable. Considering the cost of recruitment and training, enterprises may let go.

Reason four: "before and after" negligence

Careless job seekers tend to ignore the issues of "before tax" and "after tax". Some enterprises simply do not indicate "before and after", but pay wages before tax. When you find out that you have asked, the other party will clearly tell you that if you don't mark it, it is before tax.

The "loss" caused by this negligence may be as high as one thousand yuan. For white-collar workers whose monthly income in Shanghai is 1000 yuan, personal income tax is higher than that in 800 yuan after deducting about 1778 yuan which needs to pay four gold.

Coping method: Unless otherwise specified, the wage agreed in the labor contract generally refers to the pre-tax wage. So it needs to be clear in the interview. You might as well ask clearly. There is nothing to be embarrassed about. When it is written in black and white in the labor contract, the possibility of "salted fish turning over" is gone, and the most direct way is to ask for higher welfare benefits.

1, know yourself.

If you are fully prepared before discussing the salary with your employer, you can talk about your satisfactory salary in the interview.

2. Implicit expression

When discussing the salary issue with the recruiting unit, asking too high may make the recruiting unit disgusted, and I don't want to ask too low. When you encounter this problem, you can implicitly express your wishes and ask the recruiting unit to give you a relatively reasonable salary.

3. Make full use of evaluation

Implicit expression is a good choice, but if the recruiter must tell you the expected salary, you might as well answer with an estimate, which can not only express your approximate salary requirements, but also avoid the dissatisfaction of the examiner because the requirements are too outrageous.

Step 4 leave a backward path skillfully

When talking about salary, you may encounter the situation that the salary requirements are not accepted by the employer. If you can leave yourself a good way out when negotiating salary, and put forward salary requirements within the maximum scope allowed by the employer without losing job opportunities, it can be said that "you can attack and retreat."

A netizen who has worked in a foreign-funded enterprise for 10 years keeps reminding job seekers that they must be good at preserving value. We once again remind job seekers to take the initiative when talking about salary in the interview, and don't be discouraged and confused when it comes to livelihood.

Senior HR tells you why salary negotiation is 2 1. For accounting positions with saturated talents, there is no threshold before fierce competition.

The accounting industry has existed for many years, and the talents in accounting positions are relatively saturated. Every year, in addition to the graduates of this major, many people who are not in this major also join this industry, making the already huge job search team more spectacular.

At the same time, the industry is highly polarized. The demand gap of high-end talents is large, with high income and high requirements. They are all international certificates with high gold content. The demand gap of low-end talents is small and the income is low. Of course, the threshold is also very low, and a meeting is enough.

Most young accountants are either high or low in college life accounting. If they want to become high-end talents, they have to struggle in various professional certificate training courses for several years. If they want to start from the low end, they will face fierce competition. Everyone is fighting for a position. If you think the salary is low, there are many people waiting for this position.

2. It's not the years of work that make you stand out, nor is age directly related to salary.

Many accountants think that the older you get, the more valuable you are, and the basic work will come out slowly. They always do the simplest work with such self-comfort, but after several years, the burden of life has increased, but the salary has not increased.

In fact, with the same basic position and basic accounting work, there will always be active young people waiting to replace you with lower costs. Stick to it, and your advantage will get smaller and smaller. As for experience, people with normal basic work can get started in a few weeks, not to mention the computer now, and your experience has long been useless.

Accountant's income is often linked to the post level, from Commissioner to supervisor and manager, it rises faster and faster, but this promotion opportunity is not available to everyone. If you can't let yourself grow up and be competitive among your peers, it is meaningless to simply "endure".

Only those who create higher value can get the chance of salary increase.

Accountants are so busy and stressed, but these are not enough to become the standard of high salary. According to the thinking of leaders and HR people, when you accept the initial salary, you have already accepted the current workload. In your present job, you are still doing what you should do, and you have not created higher value. Why did the company give you a raise?

The accounting industry itself has its limitations, which can not directly determine the life and death of enterprises like products and marketing; It can't bring direct income to the company like marketing and sales. In the company's view, there is only so much money for daily work that cannot create value and does not determine survival.

According to this idea, if accountants want to be promoted and raised, they must create more value. The demand for accountants in today's market is more concentrated on high-end talents with comprehensive, international and decision-making ability. If you can become this kind of talent, you will naturally be recognized and valued by enterprises, and the most direct manifestation is salary increase. The most obvious performance is that the salary of holders of high-gold certificates such as ACCA, us and CPA, which meet the needs of enterprises, is generally and significantly higher than that of ordinary accountants.

Your salary is so low, have you worked hard enough?

It is a common fact that the accounting profession has low wages, but some people have high wages and high positions. What do you lack compared with low salary? The potential of accounting only considers education, work experience, certificate, English ability and communication ability.

Among them, education, certificate and English ability are hard capital, and there is no shortcut except hard work. The big coffee in the industry also uses their spare time or self-study, or takes classes in training institutions such as Gordon Finance and Economics, and learns bit by bit. Both communication skills and work experience need to be exercised and accumulated in daily affairs. If you do the same project step by step and others create, think and make new achievements on the basis of step by step, then the experience of others is more and more valuable than yours.