Case: "HR, the decoration company, said that we often recruit telemarketing, which is not easy to recruit, and there is no basic salary model." What's the trick of a salary model without a basic salary like this? The loss of people recruited will be very serious, so should we start with the fundamental problem of ensuring the basic livelihood of employees? So now I've taken new measures and given a basic salary subsidy for half a year. But it turns out that the longest time to retain employees is no more than 2 years. "
From the HR's speech, he revealed that he was not confident about not having a basic salary, and thought that such salary was a recruitment disadvantage. He attributed the rapid flow of personnel and the lack of living security to the problem of no basic salary, which was the original sin of not being able to recruit or even keep people.
Maybe many HR will feel that this is a problem of company policy when they encounter recruitment difficulties, and I can't help it!
But do you think the shortcomings are really shortcomings?
Since the focus is on the problem of no basic salary, we should discuss whether this problem is established.
According to HR, the home improvement industry has a low season. During the peak season, employees with high commissions earn a lot of money. After entering the off-season, the performance was greatly reduced. Sometimes there is no order for a month, and the turnover rate is high. This is a common phenomenon in the industry.
It can be seen that people in the home improvement industry are accustomed to the large difference in off-season income. For this phenomenon with industry characteristics, HR should also have corresponding talent management policies. The system of "no basic salary and high commission" is very suitable for this off-season talent management model, which can be said to be the experience accumulated by the industry for many years.
There is absolutely no need for HR to show confidence in recruitment. HR can't substitute the thinking of coherent functional work into incoherent sales work in off-peak season.
Once this confidence runs through the whole recruitment process, there is a subtext in my heart: "Without the basic salary, our company can't give you a living guarantee. You have to weigh it yourself." The information that job seekers get is "if you work in your company, you should have a stable security and a basic salary, otherwise your life will be affected, but your company can't give it to me." Job seekers will naturally worry about whether they want to join the job.
At this time, HR should change its thinking and think about why this industry adopts this employment policy and what advantages it has. Through careful analysis, HR tells employees as an expert that the choice of industry is correct and most suitable for the current industry development. In recruitment, we should send a confident employment message. "Come to our company! What we offer is a salary model with no basic salary and high commission, which can make you earn a lot of money in a peak season or even in a low season. In this way, there is a relaxed working mode. When you are struggling, you should try to seize the opportunity. When you have a rest, you should enjoy your holiday. You have time to make money and time to spend money. There is no joy in life! " If you convey this feeling to the job seeker, will he be unwilling to accept it?
This is an example of the home improvement industry. It is also necessary for HR in other industries to think about why our company will specify this salary model or talent policy. You should understand the original intention of doing this.
Another HR friend said that their company's sales are divided into physical sales and telephone sales. She sometimes recruits people in the name of physical sales and recruits people for unified training. Some of them have switched from physical sales to telemarketing, mainly because telemarketing has higher wages and is willing to switch.
This method needs to pay attention to the job name when signing the contract. If the store sales and telephone sales are subdivided, it is necessary to negotiate with employees to make contract changes when the work changes. Of course, it is no problem to write only sales posts. This rotation mode is also a feasible talent management scheme.
Telesales posts are boring and stressful, which leads to market prejudice and young people's resistance, leading to great mobility in the industry. However, high liquidity is not necessarily bad. Only under the premise of seeking stability, large liquidity is the problem. In fact, is the demand of the industry really a steady decrease in the flow of talents? This should be analyzed on a case-by-case basis, not generalized. Although this mode of thinking is somewhat unacceptable, it may be a trend, just like the exclusive private ownership reform of state-owned enterprises.
On second thought, in the era of personal rise, everyone is a partner of an enterprise, not subordinate to a certain enterprise, but tied together in the form of a contract. You can temporarily combine with other teams to form a new team. He has a resource platform, and you have the ability, knowledge and technology, not to mention the basic salary, but only a high income share. Is this not good?
Job seekers look for jobs with entrepreneurial mentality, and HR recruits with the thinking mode of finding partners.
Therefore, no basic salary is not a recruitment disadvantage. There are differences in salary policies, but the differences should reflect the advantages of industries or enterprises, rather than being fragmented.
Job seekers in the industry naturally understand the rules of the industry. Job seekers either accept it or change careers. There is nothing to be melodramatic about. HR should do a good job in recruitment with confidence and conquer job seekers with their professional spirit.