There is a question that is familiar to both employees and employers during a candidate selection interview for a certain position: “ Why did you choose our company? ”
The answers are varied, and summarize a few ideas below:
- “Because I like the development orientation of the company.”
- “Because the working environment at the company will give me the opportunity to advance.”
- “Because I know you will have a stable job.”
- “Because I am confident that I will do the work assigned by the company.”
- “Because our company has such a grand scale.”
- “Because I like to work with managers like you.”
- “Because of the good salary.”
- “Because I need money.”
With my perspective and experience in recruitment, I consider the final answer to be the most sincere answer (if the candidate chooses this option).
But the quality and the most important answer must be: “Because of a good salary”.
What is the definition of a “good salary” and why do you (the employer) determine whether the salary is “good or not” at all costs?
Because all employees (employed or employed) have two core goals:
Make more money.
What Is A Good Salary
A good salary is an income that meets the minimum needs of the person who receives that salary.
Eliminate the clumsy notions of “net” or “gross” wages, about “before or” after-tax, “hard” or “soft” salaries, the simple number that any employee will care how much money they will bring home each month
And next will be a series of questions (though no one will say it):
- Does that amount meet the minimum [needs] such as rice, clothes, rice, money?
- Does it meet the minimum [preferences] such as perfume, beer cans or movie tickets?
- Is the amount proportional to the time spent at the company and is exponentially progressive with the achievement earned?
Any time the word “NO” appears in the above questions, it means “the salary is not good”.
One thing that dreamers need to keep in mind, even if the answer is “YES” that is not documented, is the equivalent of “NO” (which can be worse).
How if Wages Are Not Good?
Ancient people have the saying, ruling the nation, pacify the world”, roughly understanding that training from the root can create achievements.
From another perspective, it is the priority arrangement to decide and act in the nature of every human being: “ Myself first, then family, then society and other crap, etc. … ”
Without further discussing the humanistic meaning of the above sentence, in the context of this article, I want to prove an indisputable statement that no one will shed “blood” on the company if they have to pour “blood” into their family (please understand “blood” here is $$).
Without “blood,” there would be no strength, without strength, it would not produce intelligence. Any company or group is overwhelmed by the majority of uninformed individuals, where does it go?
What To Do To Good Salary?
Need to clarify one point if you do not really grasp the ideas in part 1 of this article: “High salary” is not necessarily “Good salary”, as well as “Low salary” is not necessarily “Not good salary” ”.
Of course, wages cannot be determined qualitatively, comparisons are just one of the factors for quantifying wages.
It seems more invasive than the HR business, and I do not intend to “dance ax through the eyes of workers”, I try to simplify the complex concept without using numbers and expressions. Nothing is easier than listing visual examples:
A candidate with monthly living needs is A and the average salary for the position he is nominating is (A x 105%).
The salary to “lure” your talented talent is (A x 110%). If so everything looks good. But suppose he needs to pay a bank interest (or gangster or something) every month the amount is 2A.
Then your salary for him is “not good salary“.
You refer to this salary with the market and you are confident that you will have a more expensive arm, and unfortunately for you, he accepted to work at the company.
In a short time, after you have trained and started assigning important tasks, the debt of the other guy is increasing.
The pressure to repay debt is heavier than the pressure of work, try to ask a human being to bear both pressures will bring value to the company?
In this case, the number 0 will be a lucky number because most of the cases, “people leaving” or “those who stay” will leave your company with a big hole waiting to destroy the stability of the department. machine.
The salary for your 2-year-old office worker is B according to company policy and assumes that it satisfies all the needs of office workers. T
But if a good girl keeps getting more jobs than other beautiful girls, that’s a “bad salary”.
The promise of “advancement” in this case is just an awkward repercussion. Rights and responsibilities must go hand in hand.
Add a subtle case for your reference: a salesperson only needs salary C, and your company’s policy for this position is 1.5C.
In your opinion, C will be a “good salary” or 1.5C will be a “better salary”.
Nearly 90% of you will choose the latter option and forget that higher salaries require higher responsibilities, sometimes beyond your ability.
While low wages help you survive and adapt longer in terms of “acceptable” (from both the employer and employer).
To Make A Good Salary
For employees: they must determine clearly what they “need”, before determining what they “want”.
Simply because “Need” is a finite quantity, and “Want” is an infinite quantity that is more difficult to determine. Easy to do first.
For employers: must hear and read what the worker does not say (if it is holy, then you know the “story in blankets” of others).
It is, of course, an art of communication and behavioral experience.
It is not easy at all, but if you are not a talented person, how can you make a talented person?
There are some tips I often use when doing recruitment.
- I eliminated any candidates who “forgot to ask” about their salaries and regimes.
- I exclude any candidate who has the idea of ”whatever the salary, it’s important for the vision”.
- I eliminated any candidate who hesitated for more than 5 seconds after hitting the payroll question.
This is equivalent to having the correct answer to the question “Are you interested in whether the company can support you?” (in fact, if you ask that question, 100% will be a worthless “yes”).
Salary is not the only factor determining the cooperation of job applicants and job providers, there are many other factors.
But once your company is unable to raise “good living” workers, it will sooner or later “dissolve”.
It is the employer’s responsibility to force the candidate to state “this strong desire” in one way or another.
What if you were looking for a good job for yourself? Standing in front of you is an annoyed father or aunty:
Why Did You Choose Our Company
“Because your company is an indispensable pedal on my career path!” –
Surely you do not dare and do not intend to answer so. But just a little dishonesty and straightforwardness will make your opposite person understand that is your final answer.