Why do you talk about low salary during the interview? What are the reasons?

A netizen left a message backstage, saying that he had recently interviewed for a new position and found that many companies were holding down their wages during the epidemic. She interviewed more than 1 times, and almost none of them met her expectations.

She thinks she is quite capable, but she still wants to hold on a little longer, so she comes to consult her son. She thinks that they are not paying for HR and salary now. Why do they always want to depress the demand of workers during the interview? Is it good for them?

To tell you the truth, most HR actually don't want to depress the salary of the interviewer, because the salary negotiation during the interview is an important reason for the failure of recruitment. If the salary expected by the interviewer can be met, the company can actually recruit the talents it wants more easily and complete the KPI of recruitment more easily.

But for the following three reasons, HR always habitually lowers the salary of the interviewer. I. Three starting points for HR to lower wages In order to limit employees' wages within a given range of the company,

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 offered by the interviewer is higher than the market average salary, or the salary offered by him is completely higher than the value he can provide to the company, HR will think about pressing the salary.

because it exceeds this range, it is particularly difficult to maintain a balance, for example, it is not easy to talk to the boss, and it exceeds the index of employing cost, which is borne by the recruiting department. After a whole year, the employing cost will exceed the expenditure of the department, so other costs need to be saved, so the employing cost is also the index of the department's budget in the beginning of the year, which is the requirement of the leader.

Therefore, the salary of employees is limited to the range given by the company. If the cost is controlled, the requirements of workers can be met.

In order to complete its own recruitment assessment indicators, the company also has assessment indicators for HR recruitment, which include recruitment quality and cost performance requirements in addition to the number of recruits. If HR recruits talents with the top salary of the position 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 reduce the cost pressure and indicators to the lowest, because this is also the specific situation of the assessment indicators given to HR by the company. In order to reduce the salary gap between old employees and new employees and maintain the stability of the team

If the salary of the new recruits is too high, even higher than that of the old employees of the same age in the company, once the old employees know it, they will feel unbalanced.

if all the old employees clamor for a raise, it will cost the company a lot more. 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 the old employees and the new employees. This problem occurred before our former company recruited people. The new employees were not as educated as the old employees, and their salaries were a little higher than the old employees. Later, the old employees unwittingly found out and clamored for a raise for a long time. Therefore, new employees had to sign a confidentiality agreement when they came in, and their salaries were kept secret, just to avoid such things.

once the gap between the old employees and the new employees becomes obvious, the team will be very unstable, and everyone will feel unfair, so they seek common ground while seeking differences. Second, HR lowers wages in order not to hire workers

HR lowers wages, in addition to controlling the company's employment cost, there is another case that he doesn't want to hire you at all.

HR in many companies has an evaluation index called "telephone invitation success rate", which refers to how many people successfully invited to the company for an interview during the invitation call.

Sometimes, when it is time for performance appraisal, HR fails to complete this indicator, so he will invite some candidates who are not recruited but have a large number of applicants to interview. Then I will go through an interview with you at will, say that the interview is over within a few minutes, and then tell you that the interview was not successful, and give you the reason that the salary can't meet your requirements or you don't meet the job requirements.

Before, a friend went to an interview and sat in the office for two hours. After a few minutes of the interview, he said that he would go back and wait for the notice. On the same day, the recruitment was cancelled. Calling for advice was the position, and people had been recruited. In fact, many times, the salary was lowered to find an excuse not to hire you. Third, being pressed down by HR can be solved in this way

1. Being strong enough is your competitiveness, and HR will help you fight for it

If you are a talent badly needed by the company, it is also very suitable for the company. Even if HR wants to hold down your salary, in order to keep you, it will take the initiative to apply with the leader to increase the salary budget and try to reach the salary level you require.

because for HR, recruiting talents is KPI, but if we can recruit a particularly outstanding talent who is especially suitable for the company, even if we want to raise the salary level a little, it is the key performance of exceeding KPI.

A friend went to Tencent for an interview, because he was excellent in all aspects, but he was not very satisfied with the salary. Later, HR helped him achieve it, so it was called enough strength and the salary would satisfy you. After all, the company still hoped that talents could be more focused and more suitable.

2. If the depressed salary is unacceptable, switch to another interviewer.

If the salary is really unacceptable, you can find a more satisfactory company, and there will always be a suitable company. You must grasp a certain degree, in which range it is acceptable, and don't wronged yourself if you exceed this bottom line. Otherwise it will affect the mood of taking office.

when a relative went for an interview, he met with the behavior of lowering his salary. In the end, he couldn't accept it, so he changed his company for an interview and met his own requirements. Therefore, he should try more to find a job and don't need to hang himself from a tree.

3. I like this company very much, so I can consider lowering my expectations.

Sometimes I come across another kind. For example, this company has really good conditions and a great platform, which is conducive to your future development. You can lower your expectations appropriately and lower your salary a little. In fact, it doesn't matter. After all, suitable companies are hard to meet, especially those with promising future development. If you meet them, you should cherish them and don't talk about collapse.

In short, the suppressed salary is definitely related to HR assessment and the company's cost of employing people. The suppressed salary can be solved by changing the interviewer, improving personal ability, and appropriately lowering expectations.