After the regularization, the salary will be determined separately. Can I go to this kind of company? Interpretation of an old HR
During the interview, people often encounter this situation. The salary during the probationary period is set first, and then the salary is fixed after the regularization. Someone asked me, is such a company worth going to? My suggestion is, why not go?
Many people on the Internet say that you should not go to this kind of company, but as an HR who has done salary, I understand the meaning of "regularizing". This is a trade-off for the company, which is not only fear of loss to the company, but also respect for the applicant.
Why do you want to make a new order after the change?
- Situation 1: Afraid of being too high
Salary is the ultimate question in the interview, as long as it is negotiated, it can basically decide whether to hire or not. Many companies put forward a standard for probationary wages, and then set the standard after the regularization.
The manager of the marketing department came to me with a resume and said that the girl performed well in the interview, but the salary of the few people in his hands is not high now, so he set a high salary for this newcomer for fear of gossip. Her own expected salary is the highest standard among the current seniors. The manager hesitated, how to decide?
After the regularization, the salary will be determined separately. Can I go to this kind of company? Interpretation of an old HR
As a result, in the end, only the salary standard for the probationary period was set, which was lower than the girl expected, and then she promised to adjust it according to her ability after she became a regular.
Why didn't the manager directly set the standard after the regularization? He can give this girl what she wants. He said that he was afraid that after giving the highest standards, the newcomer would not perform as expected, and the company would suffer a loss. Moreover, if the old employee knows that the new employee has the same salary as theirs, he will feel unfair and it will be difficult for him to do it.
The manager's concern is exactly what many companies are worried about. The expected salary value of the newcomer must be within the acceptable range of the company, otherwise it will not decide to hire. However, many companies are worried that the salary after the regularization has been set before the probationary period. If the performance is not good, and they do not want to dismiss the newcomer, they will pay the salary after the regularization according to the initial negotiation, and they feel that they will suffer. So, leave yourself a way back.
Salary will be determined according to ability.
After the regularization, the salary will be determined separately. Can I go to this kind of company? Interpretation of an old HR
- Situation 2: Fear of setting low
There is another situation that the candidate may not think of. Many companies have annual salary adjustments. If a candidate joins in the middle of the year, the company will determine the salary based on the salary level of the employees in the same position at the time. However, by the end of the year, such newcomers may not adjust their salary along with the old employees.
If the salary after the regularization is given according to the standard before the salary increase, it means that the newcomer may appear to have a lower salary next year, and if the newcomer happens to become regular after the annual salary adjustment time node, then you can leave it blank first. later wages. When the annual salary adjustment policy has been decided, and everyone has an idea, it will be much fairer to set a regular salary for the newcomers.
In fact, it's a game of time.
After the regularization, the salary will be determined separately. Can I go to this kind of company? Interpretation of an old HR
- Scenario 3: It has been set but not disclosed
The company is likely to have agreed on the standard for the post-regularization behind the scenes, but it does not tell the applicant that the purpose of this is to ask the applicant to work hard for it.
If a person knows the salary standard after he becomes a regular, if the standard is not satisfactory, will he still choose this company? There is also a hint that the harder you work during the probation period, the more you will get. This is more tempting than setting a salary without working hard.
The analysis of the above three situations is based on the fact that the company is not a hooligan. Of course, it is not ruled out that some companies will cheat, and the salary will not be adjusted after the regularization. Of course, this itself is also a process of two-way choice, and it can even be said to be a gamble.
After the regularization, the salary will be determined separately. Can I go to this kind of company? Interpretation of an old HR
As a candidate, how do you deal with the company's regular salary strategy?
- Measure the psychological gap
Everyone has a steel scale in their heart, and what they want needs to be measured by themselves.
The labor law stipulates that the salary during the probationary period shall not be lower than 80% of the salary after the regularization, so you can work backwards according to the salary during the probationary period to obtain the approximate range after the regularization. That is, it is generally between the probationary wage standard and the probationary wage standard/0.8. Of course, it is also possible to get more remuneration due to excellent performance.
With this approximate range, you can prepare yourself mentally before deciding whether to accept the company.
After the regularization, the salary will be determined separately. Can I go to this kind of company? Interpretation of an old HR
- Understand the assessment mechanism
If you encounter a rogue company, you will use the probationary period to reduce labor costs for the company, either extending the probationary period or saying that you do not meet the company's requirements and dismissed.
This requires us to understand the company's evaluation mechanism during the probationary period, and also to understand whether the company's salary has performance evaluation after the company is turned into a regular. In some cases, it is the model of basic salary + assessment salary. Once the probation period is over, the salary becomes the basic salary + assessment salary. As a result, the basic salary is greatly reduced, and the assessment salary is not easy to obtain. As a result, the actual salary is lower than the probation period.
These are the pits of the salary system, and people who need to apply for jobs need to pay attention!
Standardized companies have work plans and assessment methods for the probationary period. You might as well ask your colleagues in the human resources department for a copy.
After the regularization, the salary will be determined separately. Can I go to this kind of company? Interpretation of an old HR
- Investigate the reality in many aspects
In addition to chatting with human resources, you can also learn about the company's reputation through the Internet or acquaintances. For companies with low evaluations, it is better to be cautious. If you do not mention the scope of treatment after regularization, then you should stay away.
The position of human resources is rather awkward. They can only tell you some systems and norms, but cannot tell you that your assessment is difficult to achieve. Therefore, there are still people who are more reliable in it.