During the interview, HR said that there is a salary of 15-20k, but finally said that it is only 8-10k, what should I do?

Netizen one:

Of course you choose to switch. Since they can talk about a salary of 15-20k during the interview, and the other party also accepts it, it means that they recognize that you can create dozens of times the value of this amount at the beginning. When they officially signed the contract, they talked about 8-10k - they not only recognized that you can create millions of value for the company a year, but also refused to give you 10w dollars. Why is it necessary to stay in a unit that does not believe in its words and oppresses its employees?

I understand how you feel under this kind of experience, and I would be pissed off if I were you. But from another angle, it's actually better to find out this situation early, isn't it? If you find out that the company has made false accounts, failed to pay wages, or has other bad deeds after you join, wouldn’t it be even more regrettable?

Netizen two:

Nowadays, it is normal for companies to use people to find out. Don't think that just a few words can fool you. Of course, the author is not talking about the subject, but about a phenomenon in the workplace. At the same time, because of this phenomenon, the importance of "past income" begins to decrease, and HR is more concerned about performance and ability.

That is to say, employers will make comprehensive judgments about a person's value based on their performance in interviews and investigations of the person's past records. If a company gives you 10k, you are worth up to 12k. If you are really worth 13k, the company will not let go of a talent because of that one or two thousand yuan.

Netizen three:

Last year, my friend A encountered a similar problem. A was recommended by a headhunter to an interview with an Internet outlet startup company. The interview negotiated a monthly salary of 20K, and the offer was also clear in black and white, but when the contract was signed, the salary was 15K. There is no other performance benefit that captures that 5K difference.

Later, after communication, it turned out that the company's 20K monthly salary was actually the company's employment cost = the employee's salary + the company's social security and provident fund expenses. Fortunately, after re-communication, the company finally promised to pay the normal monthly salary of 20K.

Therefore, in this case, you should first confirm the situation with HR and the interviewer who initially interviewed and negotiated salary, and understand the crux of the problem in detail.