Why is the salary 'negotiable'? How many articles can there be in HR writing?
As an old HR, today we will talk about a keyword that is often encountered in recruitment - salary negotiation.
In online recruitment, we often see two words written in the salary column, "Negotiable". Why not just write out a range? There are too many uncertainties in the face-to-face negotiation. Wouldn’t this be done by HR to save trouble?
Of course not, this way of writing is to avoid too much disclosure of some salary information of the company, to avoid losing the opportunity to interview, and even to not leave any shadow of commitment.
As an HR, it is necessary to consider whether the recruitment information is complete, the effect of the information release, whether it can be expressed clearly, not to cause unnecessary misunderstandings, and even whether it will violate the law, such as whether to write the requirements. :male?
Why is the salary "negotiable"? How many articles can there be in HR writing?
So the reasons for salary negotiation can be summarized as follows:
- Increase the success rate of meeting
In the recruitment information hanging on the Internet, the salary generally has a certain range, such as 3000-5000, 6000-10000, etc. This is the information that the applicant sees.
For recruited colleagues, what they see is a drop-down box with a set salary range, which can be selected. In addition to some numerical ranges, there is generally a "Negotiable" option.
When a recruiting colleague gets a recruitment request, he has the approximate salary range of the position in his hand, so why not put it online?
When real salaries don't look so attractive, putting them online will only make it harder to recruit. In order to get one more person to interview, HR will choose to adjust the salary to be negotiable. This will increase the chances of those with higher salary requirements coming in for an interview.
Why is the salary "negotiable"? How many articles can there be in HR writing?
This gives HR, companies, and candidates an additional opportunity for an interview. Today, when interviews are often put down, the success rate of HR's interviews is also more or less included in the assessment. Forced to be helpless" Ah!
- Consideration of salary confidentiality
HR colleagues sometimes browse the recruitment website to check the salary of the same position, as a need to understand the market.
If the price is clearly marked, it is equivalent to telling the peers some information. Therefore, face-to-face negotiation is the best "obfuscation".
Although the salary column in many online recruitment information is basically unreliable, the "negotiable" is still more confidential.
At the same time, it can also prevent internal people from seeing the salary range of the same position, because many companies implement a system of salary confidentiality. If you don't see it, there will be no sense of unfairness, and there will be less controversy.
Why is the salary "negotiable"? How many articles can there be in HR writing?
- It is both encouragement and provocation
By the way, these two words have the following meanings:
If you are talented, come and challenge our high salary! If you have an idea, the salary is not limited. Are you confident in your own abilities?
Sometimes candidates will beat drums when they see a face-to-face negotiation. Is this to talk about? Can you make the other person satisfied? Can you get the other party to pay a high salary?
People who are not confident may give up opportunities and think that they are incompetent, so will they give them lower? What if you can't negotiate salary? Will it be a loss?
- Salary system that varies from person to person
For the same position in some companies, the salary fluctuates greatly. In such a situation, it really needs to be negotiated. Because I don't talk about it, I don't know the needs of the candidates, and I don't know whether the candidates can meet the requirements of the company.
In such a case, it is indeed necessary to conduct an interview to determine a scope, and in many cases, it cannot be determined immediately, and a process of negotiation is required.
Usually, the salary range is put forward during the interview, the candidate puts forward their own bottom line, and the interviewer gives a vague range. Then both sides go back to consider and communicate. The next communication will be the moment of confrontation to discuss a result.
Why is the salary "negotiable"? How many articles can there be in HR writing?
- Avoid Misunderstandings
Once a candidate saw job postings on the Internet and submitted a resume. The two sides had a very good interview and conversation. Something went wrong when discussing salary. The applicant said that the online bid was in the range of 8,000-10,000 yuan, but the actual company said it was 6,000 yuan. Isn't this a trick to submit a resume?
The actual situation is that the new recruiter made a mistake and accidentally clicked the wrong one, and he didn't realize it himself.
Don't underestimate any candidate. Even if you don't join the company, in the future, in front of your relatives and friends, saying that the company is not the company will be passed on from ten to ten, and it will affect the company's employer brand image. It is better to have less than one thing, just write a face-to-face negotiation, so that there will be no trouble.
Do you think there are other reasons for HR to write "salary negotiable"?