The salary budget given by the boss is low. How to recruit the right person?

After the Spring Festival, various reasons led to the loss of personnel in the company, and HR people had to be busy flying. The main challenge is to recruit people! Actually, it's not too difficult to recruit people. The difficult thing is that the budget given by the company is low, and it is necessary to recruit the right people!

Faced with this dilemma, many HR hold the idea of fooling people in first. For example, use vague salary figures, mainly referring to bonuses and commissions, to tell the interviewer an exaggerated salary. However, when the interviewer entered the company for a period of time, he found that this was not the case. If the situation is better, the new employee will put up with it and stay in the company. In worse circumstances, he offered to leave the company. Worst of all, he posted a bad review online.

Therefore, if you want to do this well, it is not advisable to "fool" because the person you fool may have great hidden dangers to the company.

You talk to HR about money, and he talks to you about ideals; You talk to him about ideals, and he talks to you about culture; You talk to him about culture, and he talks to you about feelings. This way has long been seen by job seekers, and college students who graduated from Lian Gang have seen it many times in Weibo.

Smart HR summed up a new way to talk about offer, lacking money to talk about money, lacking ideals to talk about ideals, and lacking the love of girlfriends.

Then in the case of low wages, that is, no money, we can only start from other aspects.

I. Development space

Most interviewers hope to get more professional promotion in their work and open up future career growth space. If the position offered by the company can help him grow up quickly, in a short time, the salary is lower and some candidates can accept it. Of course, if the time is too long, no one can stand it.

Second, corporate brand.

Well-known companies are relatively easy to recruit even with low salaries, such as the top 500 companies. Some candidates don't want money, just want to be stable and work in well-known enterprises. If your company has not made a good corporate brand, then read on!

Third, the work intensity.

It sounds a bit tricky, but it's true. Some jobs with low work intensity and good stability are good choices for candidates with less economic pressure and less career pursuit (such as taking care of their families), even if their income is low.

Fourth, new challenges.

Some candidates just like to challenge a brand-new field, a brand-new culture, like to stimulate adventure, and the pursuit of self-achievement naturally becomes a bright spot.

Fifth, the circle of contacts

Having a valuable network is sometimes more valuable than getting a well-paid job, because you can get more fame and benefits with these people in the future. If there is such a job in the company that you can contact a large number of people, you might as well take advantage of it to attract talents with limited salary budget.

Recruitment, low salary and low benefits are not a problem, but employees must see the development prospects of the company and tell them what you can learn here. However, employees who only contribute money but don't contribute are also hooligans.