Many companies have 2-3 rounds of interviews, generally speaking, the first round of interviews is basically not easy to talk about salary, this process is to let each other understand each other the whole process, a lot of in-depth understanding of the candidates. This time the interviewer is generally general HR staff, for the salary is not a very good understanding, but also do not have the right to talk about salary. The interviewer also knows the basic salary range of the position you apply for, and does not have a clear right to control the salary, most likely only have the right to make suggestions, this time will undoubtedly not take the initiative to talk to you about salary. If it is the final interview, the interviewer does not mention the salary, either you do not want you, in this case there has been a stronger alternative, or it is that the enterprise is unreliable, want to use a lower salary to hire people, will be entrusted with the job seeker.

In the case of each other for the specific content of the post and the motivation to find no problem, the general galloping party to understand the candidate's current salary level and expectations; the candidate can also be asked to the galloping party's post cost budget category. This is very important, because the credentials of the work ability about the case of matching, to determine the need to carry out face-to-face video communication elements are only salary. If the candidate's current overall salary level has long exceeded or with the limits of the job cost budget, so there is no doubt that this aspect of the salary is not tempting, most of the premise of the recruiting party civilized politely and politely end the communication, said to keep in touch with, and there are opportunities for collaboration. If the galloping side of the cost of the budget to the top of the room space, but must be reviewed, but also to understand the candidate is not to try, at the moment lies in the candidate's driving force.

Why does HR blink? First of all, each company to recruit any position, can pay the salary will appear a category, this kind of standard upper limit and lower limit is not easy to have too outrageous difference, and most of this thing is not easy to HR to manage the decision-making, give a high internal staff do not agree with, the boss will not allow more. In other words, there is a limitation of the main fund in HR's hand. At this time, if the salary is said to be high, it is not good to talk about the onboarding matter, so it will make people feel that the company is a fraudulent company to play tricks. If you say it's low, it's basically impossible for some people to send in their resumes. Before the recruitment platform in the salary range are can be filled in good, now are carried out a certain limitation. hr in order to be able to recruit gallop to the person how to do? Then there is only blinking, can not own four sides of the song ah.

For those looking for work, there are many ways to interview, no matter which one, as long as you succeed in getting an interview, congratulations, you have long succeeded in half, the preparatory work as much as possible to do some, such as clothing, dress etiquette combing, interviews with the state of the enterprise to master, through the network or visit the form of inspection, master the more detailed on the more beneficial to themselves, and some of the interview method understanding is also crucial. Interview method of understanding is also vital, in small places relatively simple, but for the metropolis, must be careful, a small point of key points, there is also very likely to determine your success and failure, remember the Shanghai area there is a catering recruitment management interviews, knocking into the door to the door after the inside near the entrance there is a chair fell down to detect the interview whether the staff will be active to help it up! Set up, a small detail of the assessment, the tragedy is that 80% of the interviewers because of this sacrifice, think of a headache.