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연봉을 낮춰서 이직하는 것에 대한 생각
들어가는 말 헤드헌터로서 후보자들을 컨텍하다 보면, 가끔씩 "연봉을 낮춰서라도 이직을 꼭 하고 싶...
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A word that goes in
When I contact candidates as head hunters, I sometimes see people who say, "I really want to change jobs even if I lower my salary." Most of them are in an urgent situation, or they are not re-employed for quite a long time after leaving the company.
So, is it good or bad to lower your salary and change jobs? Or is it good or bad? Today, I'm going to tell you a story about it.
1. The environment or feelings of candidates who want to change jobs by lowering their salaries
It is natural for candidates who have changed jobs or been rehired to seek higher salaries. It is only natural that you want to go to a company or 'place' that values you more and recognizes you more for what you have worked for. Sometimes, however, they say, "You can lower your salary." This is because you need to move or re-employment quickly, or for one reason or another, it is not easy to 're-employment'.
Sometimes, for example, companies "shut down," "restructure" or "integrate" certain departments within the company for reasons of recession, poor performance, etc. If that happens, they will have to "quickly" move to another company or "re-employment" if they are unable to remain there. And because most of them are "leaders" who are responsible for their families, many do not have enough time for a "transfer" to earn the "cost of living" they need right now. In some cases, they are "in a hurry" and try to "for now" move to lower their salary.
However, turnover or re-employment is not at my disposal. If "ability" is a requirement, then "luck" is, in a way, a more important requirement. No matter how good I am, or how urgent my environment is, I can only get a job or re-employment if someone is hiring. So, no one can artificially control this timing factor of a company trying to hire someone similar to its ability at the moment I'm about to move.
Then, for that reason, there are people who have passed more than a few months without being able to change jobs or re-employment after resigning. In that case, those people are constantly instructed to get nervous, so they are in a hurry to hang on to 'reemployment' itself rather than 'annual salary'.
2. The position of the HR recruiter to hire employees who change jobs by lowering their annual salary
Most recruiters in the human resources department are very reluctant to "candidates who enter the company by lowering their annual salary." This is especially common misunderstanding among "general employees" who are not in charge of human resources or hiring.
Because ordinary employees often think, "Company tries to give employees a small amount of salary as possible." When a HR recruiter cuts someone's annual salary to join a company, they tend to see it as a "performance," and because of that kind of thinking, HR and the company tend to misunderstand that someone likes "to join a company by lowering their annual salary."
The truth is, however, the opposite is true. HR and the company don't like it when someone "lows their salary." Rather, they take it with concern or concern. Most of those candidates are in a hurry and are only getting a job if they "lowed their salary." When they get a seat and regain some leeway, there is a very good chance that they will end up in the job market this time in order to make a proper "shift."
What a recruiter aims at is not "hiring good people cheaply" as if shopping. The talent who joined our company has been doing well for a very long time, getting along well with other employees, satisfying many conditions, and demonstrating his or her ability. However, "people who join at a lower annual salary" often do not do this well, which is why HR and the company are less than happy about them.
3. Conclusion
After the final interview, we negotiate an annual salary. Literally, it's negotiation. It's not good for one side to unilaterally lead. The company had better not hire a candidate without having to make "coercive or pressured negotiations" like, "I can't give you more than that, so try joining a company, or quit!!!" Because you are timid and have too "witted" from the "initial offer," you do not have to "dare to refuse" an offer you don't like, and you don't have to feel helpless about it.
Any one rejection and one counter offer are accepted as "basic" by HR. This means that if you don't like the salary offer you have received, you can refuse once, and once I can offer you another alternative. All HR departments have no "no resistance" to it and try to best gather the candidate's views.
However, if you make these suggestions as if you were ping-pong at a ping-pong match, you would somehow increase the amount to the maximum in a way that seemed to be accepted with those suggestions. If you make more than one rejection and counter offer, most HR department gives up the candidate. Because most of those talents do not stay in one company for long. I am worried that I will leave soon in search of a higher salary again.
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