University graduation season: all salary negotiable is hooliganism.

Time flies, and it's graduation season, which is followed by a wave of interviews. However, in the process of applying for a job, many job seekers found that the instruction that salary negotiation was explicitly forbidden in the previous two years has once again become empty talk. There are still many companies that indicate the requirements of all skills and qualifications in the recruitment information, but they are vague about the salary and treatment column.

1

Dabai is my senior. I graduated two years earlier, but I have always been too high to be low at work, and it is rare to have a suitable position. At the end of the interview, I always broke up because of salary problems. She complained to me that recruiting people in the current company is like playing hooligans. There is everything in the recruitment copy, just not talking about salary, boasting that salary is set according to personal ability and there is no upper limit on salary. When you do go for an interview, she will keep asking you for other skills besides your job, and will keep lowering your salary accordingly. At the same time, she shared her interview story with me.

The first advertising company she contacted with a negotiable salary was an advertising company. After reading her resume, HR suddenly asked her if she could drive. Senior was a little stunned at that time, because she was only applying for an ordinary front desk job, so when she reacted, she told the truth, no. So the HR said coldly, our front desk also needs to be able to drive, because our boss can't drive, so when necessary, the front desk also needs to guest drive the boss. Of course, your conditions are still good, so if you are only engaged in civilian work, we can only give you the minimum guaranteed wage.

Senior sister was happy then. CET-8, and the best-selling books with translations topped the list in Amazon official website. When interviewing for a front desk job, I actually need to support my daily life with the position of driver. The reason why these companies are so blatant in playing hooligans is that they think they are real money hires, so they have reason and capital to control and position your functions at will. College students are everywhere. You are looking for me, not me, so in terms of price, they can also press the lowest stool pressure to the lowest, and they should try to extract your other potential as much as possible. It is the right of workers to be cattail grass, so as to maximize their own interests.

The second company that Senior Xue contacted was a foreign company whose salary was negotiable, and the position was also very suitable for her own ability, and she was always an assistant and a foreign language translator. The interview process was very pleasant. After talking happily, I asked my senior about her salary requirement. She clearly said 5, and the person in charge hesitated, asking her to go back first and wait for the notice, and made an appointment to inform her before 5 pm the next day.

Senior Sister received a phone call from the company at noon the next day. The people on the phone first congratulated Senior Sister and asked her to go to work with her ID card education on Monday. However, at the end, the girl in charge of the notice carefully said that the boss thought that your salary was a little high and not worth the price. Do you think 3,5 yuan would be acceptable? Are you making corresponding adjustments according to your performance in the later period?

Senior was very angry, but she suppressed her emotions and said, Yes, but the price is only enough for me to work for half a day. Because in the interview process, the senior has repeatedly said that she is willing to take the project with her at the same time. Compared with 5, yuan, this price is also reasonable, while the company has taken advantage of the salary obligation in the form of painting cakes to lower the minimum demands of job seekers.

2

As early as 214, Chongqing Talent Network issued an announcement forbidding major enterprises to fill in the online salary column, which attracted strong praise from job seekers, but major enterprises complained in succession. As a recruiter, companies also have their own concerns. They generally believe that if they want to attract talents, they can't directly disclose their salaries. Many senior talents simply invest in other homes as soon as they see that their salaries can't meet their own needs. Therefore, they think that salary interviews can avoid peer competition and make people at all levels have the expectation of fighting for it, and enterprises can also flexibly adjust their salaries according to the ability of job seekers. However, as candidates, the first condition of interview is salary.

It is obviously a violation of the company's legal obligations to replace the exact labor remuneration with "salary negotiable" in general. A formal enterprise should also have a reasonable salary system, which is a system norm for the company, and undoubtedly gives them a reassurance for job seekers.

The cruelty of real life has caused great insecurity to the workers themselves. When applying for a job, if the enterprise does not give clear digital information, the psychological behavior caused by this is the uncertainty of the job seeker's position. For this kind of uncertainty that can be controlled or foreseen in a certain range, most job seekers are discouraged. As a result, candidates labeled all companies as "unreliable" when they saw that the salary in the job advertisement was negotiable.

In this case, it is actually a loss for both job seekers and recruiters to miss each other. Only through frank communication between the two sides can better people do their best to avoid the current situation of "difficulty in finding a job" and "difficulty in recruiting workers". Then how can we get rid of this situation as much as possible? I think both enterprises and job seekers need to redefine themselves to achieve a win-win recruitment essence.

1 recruiter

For an ordinary position in an enterprise, the salary is not high, and the enterprise itself doesn't need to raise itself with words like what salary needs to be kept secret to cover up the selfishness behind it. When writing the words "salary negotiable", I'm afraid the original intention of some enterprises is not to keep the salary confidential, but to prevent job seekers from refusing interviews when they see your company's surprisingly low salary. Enterprises certainly have their own difficulties, but formulating a reasonable salary system is also the best welfare and affirmation for employees who work hard for themselves. If the enterprise can make the salary clear at the beginning of recruitment, then the job seeker will be more targeted when choosing the enterprise at the beginning, and can make a better judgment on his choice. I suggest that enterprises should clearly mark the actual salary and welfare benefits in the column of other jobs, or indicate the range from how much to how much, except that they can't accurately locate their value when recruiting senior talents and use salary for temporary replacement. Don't use empty talk and dreams to make job seekers think that your company is fooling around with everyone.

2 Job applicant

Salary has always been a sensitive career topic. In the interview process, when I meet my favorite job and go to the stage of negotiation, after many companies have clearly stated the general salary range, there are still white people in the workplace who want to talk about this range, fearing their own face and not knowing how to bargain. In fact, a standardized company has its own salary system. Since this salary system exists, it has certain rationality, and it will not be deliberately depressed because of a certain candidate. Therefore, in the process of applying for a job, job seekers should first understand the salary structure of the interview company, and put forward a reasonable market range, and then make a comprehensive understanding before making an evaluation. Don't let HR feel that you lack understanding of the position you are striving for or directly offer a salary below the market price in your confused state. Secondly, job seekers should first define a salary bottom line that they can accept, and try not to bid first when it comes to salary negotiations. You can kindly throw the salary problem to HR, ask about their salary system standards, and then measure it yourself.

Relationships that don't aim at marriage are whoring, and enterprises that don't recruit people with clear salaries are hooligans. With the gradual development of human resources in domestic enterprises, human resources also play a decisive role in the whole enterprise system, and recruiting talents is a problem that every enterprise needs to consider. Salary is the most objective existence of the human salary system. How to standardize the modular system to adapt to the recruitment needs more quickly, it is imperative for enterprises and job seekers to adjust their mentality and behavior during the application process.