Year1
- 全国各地企业职工社保代办QQ852001335：
- 手机13431007953
- 清远社保代办QQ852001335：
- 广州社保挂靠QQ852001335
- 广州企业职工社保代办QQ852001335：
- 深圳企业职工社保代办QQ852001335
Qingyuan social security payment company, QQ WeChat, mobile phone, landline verbal extension number, Junbo Human Resources (Group) Co., Ltd. Qingyuan Branch, Junbo Group's directly affiliated branches across the country can handle human resources salary and welfare outsourcing services such as social security and provident funds, labor dispatch, and wage payment in many cities across the country, and solve the problem of inconsistencies between the insured place of your company's employees and the place of employment. problems, thereby reducing the enterprise's employment risks, saving the company's cost expenditures on social security and provident funds, improving employee satisfaction, and solving employees' needs for social security and provident funds.
Cities of branches directly under Junbo Human Resources Group
Beijing, Shanghai, Tianjin, Guangzhou, Shenzhen, Wuhan, Changsha, Nanjing, Chengdu, Chongqing, Kunming, Guiyang, Xi'an, Shenyang, Changchun, Harbin, Jinan, Qingdao, Zhengzhou, Hefei, Wuxi, Suzhou, Yangzhou, Hangzhou, Shijiazhuang, Fuzhou, Xiamen, Nanning, Haikou and Guangdong cities, serving multiple outlets across the country, providing social security and provident fund agency, labor dispatch, One-stop high-quality, professional and standardized outsourcing services such as payroll agency
Solve the problem of employees' work sites and insurance coverage areas, provide employees with practical answers to questions about social security policies, fully enjoy local social security benefits, protect employees' interests, and create corporate wealth.
The general service content of Junbo Human Resources Group’s social security and provident fund outsourcing
Social security increase or decrease, social security benefit enjoyment (work-related injuries, maternity, medical care, unemployment), social security transfer, provident fund sealing and withdrawal, etc. At the end of the year, the base number of pension insurance in Qingyuan Social Security will be raised from the original one, while other things will remain unchanged.
Junbo Human Resources Service Tips on Salary and Benefit Negotiation Skills in Recruitment
Guide the realization of salary expectations through effective communication methods. The process of enterprise recruitment of employees is essentially a procurement process, that is, recruitment at a reasonable price. to the right people. During the salary negotiation process, companies should pay special attention to three points
) They should clearly explain the company's salary structure to job seekers, understand the job seekers' expected salary and previous salary, and understand the social salary of similar talents. level. Business passes across the board. Adequate investigation can help you know yourself and your enemy, thereby taking the initiative in salary negotiations. When negotiating with job seekers, you can lower your expectations and enable job seekers to proactively lower their salary requirements.
) It is necessary to clearly explain to the job seeker that the company's remuneration is not only reflected in salary, but also involves several benefits. For example, you can explain the company's overall salary system. Although the basic salary of the position is lower than the applicant's expectation, the company's commission And the year-end bonus is higher than that of ordinary companies, so job seekers can see the value of hard work. to enhance the attractiveness of remuneration packages.
) When negotiating salary, it is necessary to understand early what job seekers care about and what other conditions they value. For some job seekers, flexible commuting times. A good development platform for enterprises. Good development prospects, good training opportunities, a humane management environment, the company's ability to provide household registration, etc., although not direct salary remuneration, may be more important to job seekers.
Make good use of psychological tactics: No matter how in short supply the talent is, you cannot rush the salary negotiation stage and make full use of the latitude of time to solve the problem. When the salary expectations of talents are much higher than the salary level of the company, don't give up easily. If necessary, you should also try some difficult tests. For example, a manager fell in love with an outstanding talent and wanted to hire him, but the applicant's asking price was very high and his self-confidence was too high. As a result, he asked several tough questions in the professional field during the negotiation process. As a result, the job seeker did not answer well, so his self-confidence dropped sharply, and the salary was quickly negotiated. Therefore, salary negotiation is a psychological war, but also a war of endurance and wisdom.
Qingyuan social security agency, Qingyuan social security payment company, contact Mr. Huang, QQ/WeChat
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