Is the salary stated in the recruitment position 10-15K the true salary range?

In fact, this salary range is set internally. It is just a reference value and may not be real. Some are to attract interviewers to go to the interview first to see the situation and then decide based on the situation.

The salary range setting can be selected by the HR of the recruiting company in the drop-down list. Of course, it can also be customized. However, sometimes HR can be lazy. For example, the budget is obviously 12K, but the HR sees that it falls between 10-15K. In this range, I directly chose 10-15K.

Extended information:

The principles of salary payment are some basic requirements that must be followed to ensure that salary payment can fully play an motivating role. To sum up, there are six aspects:

1. The principle of timeliness of salary payment.

Monthly salary must be paid once a month, and the time must be relatively fixed. If there are special circumstances, they must be explained clearly to employees in advance. Employee compensation is not a charity from the company, but a liability of the company to its employees.

2. Cash principle for salary payment.

That is, the basic wages, bonus wages, and additional wages paid to employees can only be paid in the form of cash, and cannot be paid in the form of corporate stock funds or corporate products.

3. The principle of full salary payment.

This means that the promised salary must be agreed on time and paid in full without any cut-off. In reality, some companies only pay employees a certain percentage of salary, and promise to honor the remaining part at a future day.

4. Agreed principles for salary deductions.

In business management, it is essential to impose disciplinary fines on employees for certain behaviors. For example, absenteeism, lateness and absence will deduct a certain amount of basic salary, bonus salary and additional salary. However, such deductions must be clearly agreed in advance, and every employee must be familiar with this prior agreement. There must be no secret operations or arbitrary additions afterwards.

5. The principle of performance-related benefits.

That is, the enjoyment of benefits such as social insurance and housing funds requires that standardized agreements on payment ratios and payment methods be made in advance, and linked to performance appraisal, and it is clear that the performance appraisal score is related to the amount and amount of employee welfare insurance. Enjoy proportion.

6. Guarantee principles for salary advances.

Under normal circumstances, companies will not allow arbitrary salary advances, but this cannot be a one-size-fits-all approach. Every employee faces a variety of problems. If excessive regulations on salary advances are made, employees will feel that the company lacks human touch and will find it difficult to rely on the company, thereby reducing their sense of belonging to the company.