The post salary on the recruitment website is 10000- 15000, so what is the actual salary the company wants to give?

I am engaged in recruitment, and I can tell you responsibly that the post salary written on the recruitment website is 10000~ 15000, so the actual salary to be paid by the company is this figure and will not change. Let me give you a comprehensive analysis for your judgment.

The reason why I said that the post salary on the recruitment website is 10000~ 15000, the company will pay according to this figure, because the salary comes from the salary system of the recruitment company. As long as the company's salary system exists, there is a basis and standard for salary payment, and it is impossible to comment on everyone. This is a ...

Secondly, the post salary on the recruitment website is 10000~ 15000. From the actual company implementation, there are three possible situations, all of which are reasonable, as follows:

The above three kinds of salary execution are all possible and exist in reality. Therefore, when the post salary on the company's recruitment website is 10000~ 15000, as long as there is no particularly big difference in the actual salary of employees, the salary payment is in compliance with the law, and the final salary is reasonable.

Third, the post salary written on the recruitment website is 10000~ 15000, which is definitely a comprehensive salary, and there is likely to be performance salary in the salary structure, so the actual salary paid by the company depends on the performance of the employees. Simply put, if the employee's performance is high enough, the closer the actual salary is to the written salary price or the negotiated salary price; The worse the employee's performance, the closer the actual salary may be to the salary price after deducting performance. In this case, if the employee's performance pay accounts for a larger proportion, then the employee's actual wage income may be very close to the written 10000~ 15000, or there is a big gap.

To sum up, what is the post salary written on the company's recruitment website, and what is the salary that the company actually wants to give? There is no deception. Because the company's wages are based on the system, not to mention the market price must be considered. If the company's salary is lower than the market price, no one wants to do it. So my conclusion is that the salary written on the recruitment website is 10000~ 15000, and the company will definitely pay at this price in the end.

According to my experience, in most cases, the salary written on the recruitment website is an average level, on the one hand, to attract job seekers to submit resumes, on the other hand, to give candidates a reference. In fact, the real salary is mainly linked to the following three aspects:

First, it is related to the evaluation of candidates' comprehensive ability in the interview process. Nowadays, when many HR are writing recruitment information, whether it is monthly salary or annual salary, they often write an interval. In addition to the reasons mentioned above, more is to leave a certain negotiation interval in the process of interviewing enterprises.

For example, the last part of the interview must be a process of salary negotiation. At this time, HR will generally determine the highest salary that can be given by integrating the ability shown by the applicant in the overall interview. However, in order to maximize corporate profits, the salary of candidates is often depressed. But whether it is the highest or the lowest, it is basically within the range set on the recruitment website.

Second, it is related to the salary structure of enterprises. At present, many enterprises often adopt the model of basic salary+performance/year-end bonus when setting the salary structure. As mentioned in the title, it is likely to be the basic salary 10000, and the average performance/year-end income can fluctuate in 1000-5000/ month.

If you do well, you may end up with an average monthly salary of 15000; if you do badly, it is 10000, and the rest is somewhere in between.

The reason why such a fixed salary is often to mobilize the enthusiasm of employees to the greatest extent, so that employees can work harder and more efficiently to get more wages, which is an effective incentive measure.

Third, it is related to the recruitment position. This is mainly related to sales positions, because the salary composition of sales positions is mostly the model of basic salary+commission.

In most industries, the basic salary of sales is relatively low. If you write it directly on the recruitment website, it may not really attract candidates, so many times, HR writes the average salary of all sales of the company on the recruitment website.

I have a friend in the insurance industry, who may be familiar with the insurance industry will know that there is no basic salary for being an insurance agent or broker. Their salary was adopted. There is no performance and no basic salary, only performance has basic salary or various subsidies. At the same time, there will be a commission model.

Therefore, in such a position, it is very likely that the basic salary and commission are half, or even the basic salary is less than one and a half, and the commission and other subsidies are the big ones. If it is an interview for this kind of position, the applicant should be prepared in advance.

This question is highly collectible. I want to ask readers, do you believe the salary information marked on the website? According to your experience, is there a big gap between the final salary and the treatment marked on the website?

Let's talk about the authenticity of the salary information marked on the recruitment website. According to my experience, spit out the "inside story" of real recruitment.

Who posts jobs on the recruitment website? There are two groups that publish job information on recruitment websites. One is Party A, the employer. The other is Party B, that is, Party A entrusts the position to Party B for recruitment.

Therefore, post job information on the recruitment website, including Party A's own human recruiters, headhunters or other labor dispatch companies entrusted to Party B, etc.

Is the job information posted on the website credible? Some people may ask, is the information published on the website not credible? Who will waste time posting information online? What I want to tell every job seeker is that the job information posted online is not necessarily true.

We mentioned above who is posting jobs. Usually the positions posted by headhunters are real and have strict recruitment tasks. Many jobs posted by labor dispatch companies may be fake. Even if Party A posts positions, it may only collect resumes, and there is no recruitment demand.

Is the salary posted on the website credible? Since we say that the position posted on the recruitment website itself is false, then the salary information is purely false. In addition, due to the need for confidentiality of corporate salary, either the salary of the recruitment position is not announced, or the salary information is false, or the water is large.

Generally speaking, the authenticity of the post salary issued by headhunters is over 80%, that of the post salary issued by labor dispatch companies may be less than 30%, and that of the post salary issued by Party A may be around 50%.

Can the salary published on the website be used as a reference level? What I can tell you clearly is that it can be used as a reference level, but only if you have good judgment. The premise of judgment is that you have a clear understanding of the wage level of the industry.

Combined with the salary level of the industry and the recruitment requirements of the recruitment position, on the basis of the above, you can basically tell the truth of the post treatment information 100%. If it is true, 80% of the salary that the company is really willing to pay is the middle and lower line of the salary description range. There is only one possibility to go online, that is, 100% matches the position, but the match of 100% does not exist in the eyes of the interviewer.

Do you know the salary "routine" on the recruitment website? Many of us have encountered such a situation. When the company gives you an offer, you will find that your salary structure may not reach their salary range on the recruitment website until it is packaged.

But the premise is what kind of task indicators you have to complete in order to get what they call salary. You just find that the distribution of the original salary structure is so tricky that you may not get the salary they say if you try your best.

There are many routines in the workplace. Since you submitted your resume, you have been subject to various routines. So please keep your eyes open when applying for a job, and to paraphrase a star, "It's really impossible to prevent". Finally, the person in the workplace said what she wanted to say: Don't ask how much salary the company actually wants to give, ask how much salary you are worth.

Note three points: 1. On the Internet recruitment website, there are honest companies and dishonest companies. 2. There is no fixed calculation company or percentage for you to get accurate actual salary! 3. Because of some experiences or other people's experiences, I began to suspect that all companies have costs, which led to feelings and self-imposed! Don't give yourself a dime!

Job hunting is a major event in one's career. It is necessary to analyze and understand some situations that may be faced in the process of job hunting. But we should treat many problems and phenomena with a rational attitude. The old ghost took this question as a clue and helped his friends adjust some views and opinions.

First, the enterprises and units on the recruitment website are mixed, and the post salary provided inside is true or false, so we must not treat it uniformly. The most important thing is to rely on personal research and analysis. Friends who may be reading this article, you were cheated in the process of looking for a job and found that the salary promised by the company you participated in the interview did not meet the standards on the recruitment website. It is also possible that friends around you have encountered similar experiences in the process of finding a job. Of course, I may have seen it, heard it and seen it many times.

On the basis of admitting that this kind of thing happens from time to time, please don't think this kind of phenomenon, and think that all recruiting units do it! Otherwise, it will be biased.

Just like in this society and workplace, there will be some unfair and unreasonable phenomena, but don't think that the whole world is unfair and unreasonable! Too many people are stuck at a certain stage of their career, because they have seen, heard and experienced some similar events, and they think they have fully realized that this society and the whole world are in that terrible state. Then I lost hope for the future.

Once a person falls into this kind of thinking logic, it is tantamount to sitting in the well and watching the sky!

The old ghost understands why the subject asked this question, just because he saw it with his own eyes, heard it with his own ears or experienced it personally, so he thinks all recruitment companies are lying! In fact, this is a completely wrong evaluation logic for Internet recruitment.

The scale, brand, strength, development stage, operating strength, cash flow and market position of an enterprise comprehensively determine the authenticity and credibility of the salary described by an enterprise on the recruitment website.

Some big companies, there is no need to fake! Moreover, the standardized corporate governance system and the standardized salary and treatment of each post are all rules-based, which are described according to the actual situation of the enterprise.

And some small enterprises, perhaps because of lack of popularity and competitiveness, in order to deceive some capable people, fool those powerful job seekers into submitting resumes and attending interviews. They have some luck in their hearts, that is, if they pass the interview and communicate during the interview, these capable people can stay!

Therefore, it is impossible to uniformly label all enterprises as "counterfeiting". More can't think that there must be a rough proportion used to calculate the actual salary. The idea itself is very objective.

Second, we should understand the fact very rationally: even if we plan ahead, it is difficult to absolutely avoid that all the companies interviewed have no moisture on the payroll. You and I are not immortals! Unless you are interviewing a large enterprise like Huawei, the salary descriptions of these enterprises are not worth falsifying in the recruitment process. As long as we interview ordinary enterprises in society (most job seekers don't have so many opportunities to enter local or even national well-known large enterprises! ), can't completely avoid not being fooled!

Even after careful investigation and inquiry, we can't guarantee that we won't encounter such employers who falsely report their wages.

We can't give up eating just because something like this has happened!

The old ghost understands the pain or fear after being bitten by a snake, but it is not too much to be afraid of a rope after ten years!

Therefore, in the process of job hunting, don't be furious, angry and hurt because you have encountered such a thing once, twice and three times.

Just wave your sleeves and leave at most. Who can not meet some bad things!

People will encounter some unpleasant things in their life, whether in the process of looking for a job or in the process of work. This is not only encountered in the process of job hunting!

You can't climb to the ground without being cheated twice! Don't start to be highly suspicious of all enterprises because of this kind of thing!

If you start to think that all enterprises have salary fraud, your subconscious will let you attend a new interview there, and your on-site performance will be problematic! This subconscious has a negative impact on yourself, and you probably won't feel it yourself!

The more serious phenomenon that the old ghost has seen is that a job seeker just sits in front of the interviewer and wants to ask what the actual salary of the position is. So the interviewer is speechless.

Of course, this job seeker confidently said that he had been cheated twice before, because he thought it was reasonable to ask for salary first. He believes that it is reasonable to start an interview after confirming that the salary is indeed the same as that on the recruitment website. Save everyone's time.

Standing on the "truth", it seems that the job seeker is completely right. But such a start has made it almost impossible for him to pass the interview! Unless he has some strong abilities, the company urgently needs talents for this position, and such job seekers and interviewers are often not valued. The interviewer sympathizes with your experience and understands your feelings and thoughts. But you asked such a question from the beginning, obviously you already think that the enterprise is fraudulent! Enterprises will not use a skeptical employee before they come in!

In other words: you have your reasons, and the enterprise respects your reasons. However, whether you are needed or not is not because you have no reason!

Therefore, you can face the job search with a completely rational attitude, and will not be affected by previous experiences and some fraud cases you have heard and known.

Third, remember a big principle: unless it is a very large and standardized enterprise, the salary of high-paying positions in many private enterprises can be negotiated! Take this problem as an example. In most parts of the country, the proportion of people who can earn more than 10 thousand is very small! (Don't look at the average salary and other information published all over the country! That "average" doesn't mean anything! You just need to know that the proportion of people whose monthly income can exceed 10 thousand is very low!

Therefore, the vast majority of private enterprises, whether they can get on the job with a monthly salary of more than 10 thousand, can negotiate salary with enterprises! This is a problem that many job seekers must pay attention to!

Of course, some enterprises have already established a sound and perfect salary system, and formulated standard post salaries according to the nature of each post and job requirements. But a large proportion of enterprises are not so rigorous! Especially the higher the salary, the greater the probability of negotiation!

Because, the position and type of work with a monthly salary of over 10,000 yuan is definitely not a simple human resources department interviewer who can directly decide to hire! There must be a higher-level manager or even a boss to interview!

So there is a very interesting phenomenon: if the job seeker is impatient, he will compete with the interviewer of the human resources department, and he will ask for a salary, otherwise he will not consider it himself-in this case, it is very likely that you will lose the opportunity to meet with the senior management (the person who has the right to talk to you about salary! ) opportunity!

We often joke that when a job seeker applies for a position with a monthly salary of tens of thousands, there is no need to argue with the interviewer of the human resources department or the low-level interviewer! Let yourself pass these basic interviews before you have the opportunity to negotiate salary!

If you are lazy, if you think that the enterprise should set a clear salary, if you think that as long as the interviewer in the human resources department tells you that the salary is inconsistent with that marked on the website, you will leave immediately ... then you may really lose the ideal salary that you could have won!

Fourth, we all want to enter a very standardized and well-paid enterprise, but let's face it, there will still be many people who think that since the enterprise has recruited people, it should actually give standard wages! As long as it is not a real salary, such enterprises can't go and should resolutely leave.

In fact, there is no need to fight for it as mentioned in the third point above!

Besides, it is said that some enterprises have not falsified the salary of 10 thousand yuan originally marked, but through interviews, they found that you are only worth 8 thousand yuan. So it is! Don't simply think that enterprises are fraudulent. Perhaps the enterprise thinks that with your ability and quality, if you are willing to pay 8 thousand yuan, the enterprise can accept it, and through your experience and training, you can gradually meet the needs of the post.

We hope to enter a very standardized enterprise, which is understandable. But we should also know the reality that many small and medium-sized enterprises in China are not as professional, standardized and rigorous as everyone's phenomenon. Just like us, some people have worked for many years and have not formed a professional way of thinking and behavior. People and enterprises are the same, don't be too serious. Otherwise, you can only apply for those top companies. ......

The above is for reference.

The more you share, the more you gain! The company also looks at people and orders food, and sets wages according to everyone's situation! Generally, when recruiting, we first determine the salary range of this position. Many companies originally set their salaries according to their positions, and this position is money. Of course, what I finally give you may still be obtained through performance appraisal.

If the fit between each person and the position is converted into components, a good company will generally recruit applicants with a score of 80- 100, and some even choose people with a score of 90- 120. Why? The salary is high, the platform is large, or the development space is large, and the cards are bright.

For most enterprises, financial and material resources are not so abundant, and there will definitely be some changes according to your ability.

In this case, in fact, your score basically corresponds to the salary range, but your score may not be that high, because it is enough. If it is too high, it will cost a lot of money, and it is likely that it will not stay. For example, a friend of mine often runs into a wall when he goes to find a job with a graduate student after graduation, because people are under great pressure and can't give money and keep people. Later, I went to an undergraduate and found a good unit.

The score of such enterprises may be between 70 and 90, which is a relatively suitable range, so the corresponding salary will be between 10000- 15000 yuan.

But we have to see that if you are excellent and the enterprise wants you very much, you can get 15000, but the average person can't get 15 thousand. Because most of the time this maximum is a lie or just a cover, unless they really meet the person they want, it is likely that most people will get a salary of 10000- 13000.

Another point is that the salary is negotiated by us, even if your level is high, if your bargaining level is not good, like me. Or your previous salary was too low, then HR will also give you a lower price. Unless they take a fancy to you and you show that you are not so eager to work, it is possible to give you a good price.

Therefore, for us job seekers, we must first show our strength and prove that we are worth it, and then we can get a better salary. If you think that the post salary on the recruitment website is 10K- 15K, and the salary that the company wants to pay is at least within this range, then you are all wet. For small and medium-sized enterprises, this salary is unaffordable. Hanging a higher salary on the website is just to attract job seekers to interview. As for how much salary the company actually wants to give, it depends on the salary of your last job, how much salary you are worth now and how much salary you may be worth in the future. There are three kinds of salary illusions in job interviews, which you must understand:

With such a high salary, this company must be a good one. With such a high salary, this company must be very big. I can get the salary within this range by hanging it on the website. -End-

Two days ago, I interviewed an immigrant study institution of Jinqiao International. I just went in and saw two interviewers interviewing there. While waiting, I heard a job seeker arguing with the interviewer. If you know clearly from my resume that it is not suitable for your position, why do you want me to go there to waste each other's time? Then the interviewer was asked to be speechless and had to answer. What do you say? The female job seeker left angrily. That interviewer is going back, too. I guess he must be in a bad mood at this time.

Then another interviewer reminded him that there was another interviewer here, and that was me. I went, and the interviewer probably caught a cold. I handed him my resume, and he took a look and said it was different from the resume I submitted. I paused and remembered that my resume for Zhaopin was written according to their model framework. I made it up and explained it myself, but my work experience, position and company are the same, and the format may be different. Then he didn't ask me about my previous work experience. In the process of simply talking about the reasons for leaving, the interviewer is still playing with his mobile phone to reply to the message.

Later, when it comes to salary, I said that their post salary is 7-8K, and then Zhaopin Recruitment 10- 15K was written clearly before voting. If I go back there directly, I won't think about it.

I have worked in HR for many years. Let me explain how the salary range of each position is determined.

I believe everyone has heard of "grading by post, and fixing salary by grade". All positions in an enterprise correspond to a certain rank and salary scale, and the salary scale is generally an interval (for example, 10000- 15000), thus determining the salary range of the positions we want to publish.

However, although the salary range of this position from the outside is 10000- 15000, it is generally divided into finer grades within the enterprise. Such as: 10000, 1 1000, 12000, 13000, 14000, 15000,/kloc.

What is the basis for determining which salary scale a candidate belongs to? At this time, it is the turn of "qualification".

It consists of the following three parts:

I. Education/Current position/industry and post experience

B, ability and quality

1) professional knowledge and skills

2) Comprehensive management ability

3) Personality characteristics, job hunting motivation, etc.

C, the matching degree with the company's cultural values

Hmm? Does it feel a little familiar? By the way, when you open any recruitment position, you basically describe the specific job requirements according to the above three points: A, B and C. If you don't believe me, you can verify it ...

So much has been laid, now I'll answer your question. How much does the enterprise want to give? In fact, the salary of the enterprise can be given within this range, and the key is to see the matching degree between the candidate and the post qualification.

Now let's roughly assume that the following situations will occur: (In fact, it can be divided into more details, so I won't go into details)

1, which basically matches, will generally give two grades of starting salary:10000/1000;

2. If it matches, the starting salary of12000/13000/14000 will generally be given;

3. It's a perfect match. Generally, you will be given two grades of fixed salary:14000/15000/16000.

Reporting, isn't the title capped 15000? Why a 16000?

By the way, here I mainly want to explain a special case of small probability. 16000 is more of a symbolic number, which can be higher. ...

The management concept and talent market situation of an enterprise determine the degree of attention and phased scarcity of a certain position. If there are both people, then the salary of this position is actually open, depending on how you talk about it.

Excluding false recruitment or simply relying on overtime performance commission, your final salary is generally between 8000- 12000, depending on your ability and qualification, salary negotiation performance and industry experience level. As an HR who has worked in recruitment for several years, I remind you that just look at the salary range marked above, and what you can actually give is often not so beautiful. Then why do many companies write high salary ranges when posting job advertisements?

First, false recruitment, attracting job seekers may be false recruitment. This is the usual trick of many companies. Use the high salary range to attract job seekers to submit resumes first, and then talk about interviews first. In fact, they couldn't give such a high salary later. Once asked, they will prevaricate with excuses such as "if they perform well in the later stage, they can get so much salary".

But at present, this method is less and less common. After all, job seekers are not vegetarian, so they are more defensive. If you only apply for general positions, job seekers can basically know how much they weigh and how much they are worth in the market. If the difference is too big, they must be vigilant and discouraged, and their overall impression of the company will be greatly reduced because of distrust, not to mention submitting resumes and going to interviews, which will naturally reduce the recruitment of the company. It has damaged the company's reputation and external image, so this method is still relatively rare in the market at present. Of course, there are still some companies that take risks and do not play cards according to common sense, preferring to go to Hushan. Then you should pay attention to prevention at ordinary times.

Second, the basic salary is not high, and some high-performance positions often work overtime. This situation is generally manifested as: the company recruits ordinary positions, but the salary range is on the high side as a whole, and the highest and lowest values are quite different. The basic salary is not high, but the performance commission is high, which can stimulate the enthusiasm of employees to the greatest extent, but the premise of high salary is that you need to work overtime frequently, run business and learn tricks.

In some real estate sales, the basic salary is about 2000 yuan, but the commission is high. If the monthly sales volume is very good, of course, it may exceed 10 thousand. However, it should be noted that such people are definitely only a few, working hard to work overtime. I know a small real estate sales team of 20 people, only two or three can get a salary of 10,000, and most of them are between 4,000 and 8,000.

Because some marketing positions do have people who can get such high salaries, the company has made a big publicity for these people, making job seekers think that this kind of income is the normal state, thus making into the pit successful.

Third, the company can indeed give the salary in this range, but it is generally low for some senior technical positions or middle and senior management positions. In the field of internet, financial securities industry, consulting legal industry, etc. Especially in first-tier cities, this salary range is very common. Because workers create high value, it is not surprising that companies can pay high wages. Of course, how much salary you can get depends on your ability. The more awesome you are, the more you get.

However, companies usually offer candidates salaries at the low end of the salary range at the beginning. For example, if the topic says 10000- 15000, it will generally be given to 10000 after becoming a full member, and at most 12000, and the probation period will be 20%. At this time, if you want to be higher, it depends on the job seeker's fighting ability and negotiation ability. If you are not confident, you will naturally not get a higher salary.

Generally speaking, the salary range written on the recruitment website is just a reference. If it is not false recruitment, the position is not a high salary piled up by overtime commission performance, but the real salary range. How much you can give depends on your personal skills and a salary system of the company. It is suggested that the final salary of interview negotiation shall prevail.

Online recruitment is honest and deceptive, and this score is the recruiter's attitude towards recruiting people.

For a real example, a friend of mine saw a job advertisement on a platform, which said that the salary was 5000~8000, but he didn't know it was a pit until he applied for the job in this company.

If you want to get a monthly salary of more than 5,000 yuan, you have to count overtime expenses, otherwise you can only get about 3,000 yuan at most, which means that it is about 2,000 different from the actual recruitment information. This has happened more than once, and there are many similar cases, because most employers usually set the actual salary standard very high in order to recruit people. If it is too low, it is not attractive. If it is not attractive, it will naturally attract no one. When applying for a job, candidates will say that they can get such a good salary, which is actually composed of many parts. Such as attendance, bonuses, performance, qualifications and other wage income.

For such an internet company with such a high price tag, some honest people may get this treatment, while some dishonest people are just a piece of cake, and few people can eat it. As for how to distinguish, you can know the components of salary and treatment in the actual application process, which is more beneficial and suitable for your choice.