Industry News: How do beauty salons deal with interviewers’ concerns about low wages?

But when he meets a suitable talent, the salary package offered by the beauty salon does not meet his requirements, and the beauty salon is in urgent need of such talents at this stage, and cannot improve the salary for this position. As an HR, what should he do? How to convince applicants? When recruiting, beauty salons often encounter applicants complaining about low wages. But when he meets a suitable talent, the salary package offered by the beauty salon does not meet his requirements, and the beauty salon is currently in urgent need of such talents, and cannot improve the salary for this position. As an HR, how should he convince the applicant? Beauty Salon Beauty salons often encounter this situation in actual recruitment. Is it really that the treatment provided by the company is not enough in many cases? Or is the applicant's request too high? Faced with this situation, HR must first consider the positions recruited by the beauty salon. Does it have to be him? 1. Is the price raised reasonable? If it is a talent, the HR (human resources management department) must first find out whether the salary he is raising is an exorbitant price or a reasonable market level. If the price is too high, then it’s better not to let such people go, and if they do, they won’t feel comfortable working. Relying on persuasion and promises will not be effective. If it is really worth that much, it depends on the needs and attitude of the beauty salon. You can meet his requirements, but you must add some conditions, otherwise the other party will get it too easily and won't cherish it; if the beauty salon system restricts it, then let it be. Even if you come, you can't stay. 2. Ask your superiors for instructions and use time to negotiate. If the applicant is dissatisfied with the salary, and he does meet the requirements of the relevant positions in the beauty salon, HR can first explain to him the benefits, development space, funds, etc. of the beauty salon. If during the negotiation, the salary proposed by both parties is not very different, HR can ask the superior for instructions and discuss the remuneration in detail with him at a later time. Of course, the premise is to ensure whether the applicant can really bring much benefit to the beauty salon. 3. Reflect side benefits When raising the salary of high-tech candidates, HR can also talk about various benefits of the beauty salon from the side, such as bonuses, extracurricular activities, training opportunities, how harmonious the humanistic atmosphere of the company is, etc. In addition, based on the situation of surrounding enterprises, a complete salary system can be established within the company and an appropriate increase in seniority wages can be achieved. In the welfare system, we should set up welfare projects that are more suitable for employees' needs, such as travel, provident fund payment ratio, external training opportunities, etc. 4. It is not too late to implement after the assessment period. Sometimes it is not that the treatment provided by the company is not enough, but that the applicant's requirements are too high. At this time, HR can tell the applicant that the beauty salon will not miss talents who can create value for the hospital. However, a strict assessment period is required, and the salary during the assessment period is still determined according to the beauty salon itself. Once the assessment period is over, if you can be recognized by the beauty salon, I believe the owner of our salon will reward you accordingly. 5. Is the salary design reasonable? I believe that many candidates know that the sky is as high as a bird can fly, and the sea is as wide as a fish can jump. Is there a problem with the value concept of the beauty salon itself? Has HR reflected on whether there are some problems with the salary design of beauty salons? It is impossible to retain talents by just convincing applicants without giving room for talent development. For example, after an employee has performed well after working for a period of time, can the beauty salon guarantee the possibility of a salary increase? What is the range of the salary increase? Therefore, when recruiting, HR must provide all employees with benefits that can be enjoyed. Detailed quantification should focus on the promotion space and development prospects of employees after entering the beauty salon. Case: communicate more. I also encountered this kind of problem when I was recruiting for a position in Chongqing not long ago. The other person’s previous company was in the same industry as ours, and her position was similar to the position we were recruiting for. After communication, we were satisfied with everything. , only the salary requirement greatly exceeded the company's budget. I also focused on the company's development prospects and job promotion space. In the end, the other party accepted the salary we offered, and now the arrival date has been determined. I also made countless phone calls, trying to find a suitable person, which was not easy.