Controversy Project
HR called ** to inform me that I had passed the interview and asked me to reply to her in a day or two.
I said to the HR, "I'm going to think about it again, after all, the products I'm making now are very similar to the ones I made at my previous company, but there are many things that are different." ”
There are three main points that I consider:
1. This company only pays five insurances, and has a single day off every month. But the salary is enough for me, and this company is within my consideration.
Second, this company is doing projects, and I also asked HR specifically, and said that this project is stable and unstable?
HR's reply to me: It's to see if our group can do this project, and if it does, this project will continue. On the other hand, if it is not done, the entire project team may be dismissed.
I'm more worried about this, I'm 30 years old, if the company's project is dissolved in the later stage of the project because it can't be done for some reason, then I have to find a new job.
3. The company also has a 7-day trial period, if you feel that you are not suitable during the 7-day period, the salary will be settled for you according to the standard of 2,300 yuan. After the 7-day trial period, you will be given the entry procedures and sign the labor contract.
Based on the above 3 points, I was very hesitant, and then I told HR that I would think about it and give a reply tomorrow and the day after tomorrow.
HR replied that it was okay, and when I called HR again the next day, she didn't answer, and I thought about it as soon as I thought about it.
Then I contacted the HR of this company on the boss and said, I said, do you have a suitable candidate here? If so, let me know.
On the same day, HR replied that it had already decided on someone else's choice, and if there was no way, it would be regarded as a lesson for himself.
In this environment, if there is a suitable opportunity, you should seize it quickly, and it is possible for someone like me to hesitate and the opportunity will fly away.
When looking for a job, how to let yourself take the initiative to seize the opportunity, share the following methods:
Don't use information to communicate, take the initiative
Nine factors to consider when looking for a job: job content, career promotion path, industry development, commuting distance, salary and benefits, job stability, working environment, corporate culture, and working atmosphere.
When you come across a suitable position, the position meets seven of the nine factors that make it possible for you to find a job.
Let's not hesitate to take the initiative to attack, send out the message, what expression, what tone, what attitude of the other party, you don't know anything.
You don't have a way to improvise, **dial over and communicate directly, in case it is really inconvenient** communication, then information communication can also be tried, but words can't be said to death.
Don't sway from side to side, make your choice as soon as possible
The company may not have high expectations for you, or after the salary structure and specific amount have been confirmed.
If you sway on your side, it will definitely leave a bad impression on HR and the company. Either don't agree to this salary structure from the beginning, or don't worry about it again after the negotiation is settled.
After negotiating the conditions, both parties will accept the offer and determine the entry time, so that everyone will have no chance to regret it.
Willing to accept the current salary offered by the company
Sometimes HR reports your needs, and the leader will worry that you are a difficult candidate to talk to, and will directly refuse.
If you really want the opportunity, you can fight for it, and just say: It doesn't matter if you can't be promoted, and you are willing to join.
If you want to talk, just wait, the other party is likely to not find a suitable candidate at the end of the year, and they will turn around and communicate with you again.
Don't care about this kind of thing, and don't feel that you are doing something wrong by fighting for yourself, recruiting and applying for jobs are quite metaphysical.
Personally, I don't recommend talking about expectations beyond the salary range given by the other party, if you really want to try to talk about at least ** communication, especially for basic positions, this way of talking is too risky.
Before sending out, you should think clearly about the other party and what kind of response they might make. and the consequences of the response, whether you can afford it, etc.
Some people are only the executors of the company's system and do not have the right to determine salaries. If you tell her about a raise, she may have to report it.
In this way, there are more links, and the more people who handle the information dissemination, the greater the variables, and for the candidates, the variables mean the risks.
If it is someone who can directly determine the salary, then it is easier to say, as long as you communicate a few times, there is no problem.
Therefore, as a candidate, it is necessary to determine whether the other party has the right to decide the salary on the spot.
When expressing, you should leave yourself a way out, and clearly show that you are satisfied with the salary and are willing to join.
Under this premise, you can ask about the salary standard, if you want to increase your salary a little, what elements you need to have, and then compare yourself according to the feedback of the other party.
And it should be emphasized that if according to the salary system, you can not increase it for the time being, and you will accept it.
Show recognition of the company and the position, and it can be said that after joining, you will achieve a salary increase through your own efforts, and thank the other party for the opportunity.
Then connect the topic to the onboarding process, remind the other party to enter the next step, promote the process, and avoid long nights and dreams.
Conclusion:Remember that HR is also a part-time job, and interviewers are daily work, and the work is already over, but as a result, you increase the workload for others.
I also have to report to the leader, who is not always available, so it will cause trouble to people.
In addition, people feel average about you, so people directly use another candidate, which is more efficient.
You can't expect every HR to not have any personal feelings and preferences mixed in, that's unrealistic.