Why Is The Accounting Job Hopping Higher Than The Internal Pay?

Recently, I was thinking about a question. Why does job hopping often mean a raise in salary? If a person is valuable, why is it not reflected in the salary of the original company? If there is no value, why do we raise salaries after the job hopping? Or can it simply explain that the information between the recruiter and the recruiter is not equal?

Should a company encourage its incumbent to show their value more? What is the cost and the cost of recruiting foreign personnel? What is the cost? Why do most companies choose to recruit foreign personnel to solve problems?

Is it just because of the cost of the economy? How to measure the opportunity cost between the two?

Because your salary is only evaluated by the market value of the manpower department at the moment of entry.

After a few years, the salary increase is based on the promotion channel within the enterprise. If the salary increase does not keep up with the rise of the remuneration return in the same job market, the phenomenon will appear.

In 2012, the starting salary of a college graduate is 2K - 3K, but by 2015, the starting salary of the graduates from the same position has risen to 5K (if the interview notice is below 5K).

If the starting A of 2012 graduates is small, the starting salary of the contract is 2K, while the small A performs their duties in their work, and every year they get a 30% salary increase (the upper limit of the Department is a minority). After 3 years, the salary of small A is 4394/ (2000*1.3*1.3*1.3), and he has three years working experience; meanwhile, the newly recruited staff B is a graduating student with starting salary 5K.

Small A does not want to leave, department leaders are reluctant to give up, but the department heads can get the upper limit of salary adjustment is 30%; small A job hopping as 3 years of skilled employees starting salary 8K, management experience can also float up, the information is open to all parties, there is no information asymmetry; however, departmental leaders want to raise the salary of small A from 5K to 8K, will face thousands of mountains and rivers and even high level special approval, and outside recruit a small A with qualifications or even smaller A, as long as a recruitment need is good.

In the end, the small A still went, although the department leaders tried to stay, but the 30% is the more difficult. After that, little C entered the job, three years of work experience, although the ability is not as good as the small A, but the starting salary 8K, the market price, no child; no small A also became the next company's small C, the starting salary is higher.

In addition, let's consider another question: why does job hopping often mean a raise?

Because you can job hopping, which means that other companies are short of people and need people like you.

If you are needed, people will come to you and your wages will naturally rise.

A simple principle of market supply and demand.

The flow of talent is not without resistance. It is not simply where to go to give more money. There are too many considerations. To overcome resistance, recruitment units naturally need to increase the temptation. Raising salaries is the simplest and practical solution.

If a person is valuable, why is he not in the original company?

There are countless examples of underpaid salaries.

Some friends think that as long as they have the skills, the company will give the corresponding salary, which is really naive and cute.

First, if you are valuable, the company will not necessarily depend on your value.

Too much reliance on someone's value is a risk to the company. As a manager, I will definitely reduce this risk. You must be able to replace it. You are not Jobs for apple.

Replace you, the company may lose a little productivity, but completely within acceptable limits.

In fact, there are many people who don't raise salary and do it silently. As a boss, I don't mention this stubble. I take the initiative to raise the stubble, and the staff are offering me the conditions under the slope.

Third, if you want to change jobs, I will give you advice. This will create a problem.

For the boss, you already have two minds. If I am smart, I will start looking for your replacement quickly, so that you can not enjoy the sweetness and get a raise to blackmail.

Especially in a large office with strong political atmosphere, your ability is secondary. Your team is the main thing.

If it is a company that is overstaffed, it will be very difficult for me to pay for HR without pay. It is very normal to leave job and leave the company. At most a exit interview, it is troublesome to ask the boss to raise substantially.

Fifth, how much do you pay for it?

The proportion of the increase is too high. If the wind leaks out, other employees will be jealous, and the team will be unstable. Why?

Moreover, many companies have strict rules on promotion and salary increase. Unless you are promoted, the salary increase in the original position may be limited, and even the salary limit of the original job is limited.

To give you a raise or less, or to stay, add more, or destroy the company's rules.

You see, raising money is a lot of trouble. It's better to leave.

Some insiders analyze this way:

1. the salary level and salary structure of a company with a sound salary system is determined by the salary level of the same industry and the salary system of the entire company. Fine tuning on the basis of the original salary level depends on your performance in the job interview and the expected value of boss for you.

2. when entering a company, a company usually signs a salary confidentiality agreement with its employees. In the process of practice, the salary of a post is only a secret that everyone knows but can't disclose.

3. the salary level that everyone takes now will be lower than the price you really value at the moment, otherwise, during the probation period, the company can pass you for various reasons.

The answer to this question is:

1. the new boss is more satisfied with your interview. If you have high expectations, you can give your salary level that is more satisfactory.

2. if a person asks for a raise in salary due to the salary issue, boss agrees. There will be second third N employees who will ask you for a raise. At this time, the problem for an enterprise is not how to retain an employee.

3. 80% of employees in an enterprise are not satisfied with the salary they are taking now, but 70% of them will choose to accept the present situation silently.

The cost of job hopping is up 20% on the basis of current wages, which is lower than this growth rate. For a short period of time, job hopping is a way to make yourself in a "loss" state.

How to say that: resigning for half a year, changing bank for three years.

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