5 Things Employees Must Talk About Before Onboarding
Onboarding
A sultry, nerdy Internet company CTO left a message to Lao Wang, saying that the headhunter introduced a job, and the salary was verbally promised.
After Lao Wang saw this message, he was very surprised. How could a CTO ask Lao Wang such a naive question? This problem is still in use. If you don’t make an offer, don’t join the job. After entering, it will be a pit.
Speaking of this matter, Lao Wang believes that there are several things that employees must and must talk about before joining the job:
- The offer must be stamped and issued with a visa, and finally delivered to the candidate for signature. Let's think about it, what kind of company generally requires employees to join without making an offer? Quite simply, a company without a management concept. Can you be happy or successful when you go to a company without a management concept?
In addition, the verbal discussion must be clearly agreed in the offer, such as salary, how to pay salary, options, how to exercise rights, etc., vacation, and the most fatal thing. After the offer is issued, if the company defaults and does not want to hire Candidates for the offer should agree on the amount of compensation.
Nowadays, some companies, especially the candidates recommended by headhunters, have changed their thinking too much. Therefore, the headhunter should also take the initiative to propose that the candidate should compensate the candidate for canceling the offer without any reason.
Sign the labor contract. Many labor contracts are signed after employment, which is normal. Especially for candidates recommended by headhunters, Lao Wang suggested that companies should try their best to sign labor contracts before they join the company, but they should agree on when they will take effect or write the effective date until the employee's entry day. This is a guarantee for employees to leave. I am worried that many companies promise too much, but they do not fulfill them. If you ask them to fulfill them, the relationship between the two parties will be very stiff, and maybe they will go to court.
Year-end bonus. Many companies say that the year-end bonus is relatively vague, saying that it is determined according to the actual situation of the company at the end of the year. Pharaoh thinks that is the case, but these are more Mandarin. If there is, tell the employee directly how much the salary will be under what circumstances. The salary depends on the end of the year, etc. Do not fool the employees. Once you fool the employees, the company will be hurt in the end.
Social security, the specific payment base, etc. For five insurances and one housing fund, many companies will pay, but how to pay specifically, according to what base to pay. This issue must be negotiated well before joining the job. Don’t actually give the employee a monthly salary of 20,000. After joining the job, it is said that the social security is paid according to 5K, which will make the employee feel chilled. Employees also don't go all out to work.
Vacations and other benefits, it is best to communicate this well.
These things should be discussed before the job, so as not to go after the job, so you have no initiative. It's embarrassing to talk after you've hired. After these things have been discussed, you will do your best to do your job well after you join the job. If the job is not done well, the content and quality of the job cannot be completed, then it is your problem.
In this article, Lao Wang is thinking about the problem from the standpoint of employees. Why? Because employees are a vulnerable group relative to any small company. For disadvantaged groups, only when everything is legal, reasonable and reasonable can employees go all out to do business in the company willingly, otherwise it is just a fantasy.
Before and after the Spring Festival, if you forget to change jobs, Pharaoh suggested that you should discuss everything that should be discussed, and then sign the signature and seal the seal, and don't join the job in a confused way.
For enterprises, Lao Wang suggested that the promises to employees should be signed and stamped before employees enter the job, and it is better to conduct a 360-degree background investigation before employees enter the job. This is a guarantee for both parties!