Year1
- 全国各地企业职工社保代办QQ852001335：
- 手机13431007953
- 江门社保代办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
Jiangmen social security agency, contact Mr. Huang on WeChat, mobile phone, landline or verbally inform the extension number, Junbo Human Resources (Group) Co., Ltd. Jiangmen Branch, Junbo Human Resources Group is headquartered in Guangzhou and has branches directly across the country. It can handle human resources outsourcing services such as social security and provident funds, labor dispatch, and salary payment in many domestic cities, and solve your company's problems. Control social security costs, reduce enterprise employment risks, meet employees' needs for social security and provident funds, strive to ensure employees' basic welfare benefits, and reduce the turnover rate of enterprise employees. So far, we have cooperated with many companies, including many well-known enterprises such as World Power and China Power (Lenovo, Volkswagen, Midea, Changhong, Shell, Longda, Inspur, Youngor, Bosideng, Peak, Repeat Customer, etc.).
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.
Salary Negotiation Skills of Junbo Human Resources Services
The attitude towards salary negotiation should be sincere. The goal of salary negotiation is not to lower the salary, but to find suitable employees for the company. If a company plays too many tricks in negotiating salary, for example, misleading job seekers into saying that their future salary increases will be huge, just to get job seekers in the door first. In this way, even if the job seeker reluctantly accepts a salary that is too low at the time. In the future, drivers will also leave because the salary does not meet their needs. Although companies have temporarily saved some money, they will pay a higher price in the future. If the job seeker's current salary is higher than the company's predetermined high salary, the hiring manager should tell the job seeker honestly immediately to avoid wasting both parties' time. Sometimes job seekers will lower their salary requirements because they like the job content and other reasons.
, Play hard to get method: For job seekers who are asking for a lot of money, you can use the method of deliberately lowering the salary, choose a low salary within the salary range that the company considers feasible, and use effective guidance to find out the low salary and low price acceptable to the job seeker. In fact, if the person in charge of recruitment has enough recruitment experience, he will know how much the interviewees are worth. After the job seeker shows his bottom line, it will be much easier for the recruiter to negotiate salary. If He agreed with this salary, and the company could pay a little more to get it done.
Be sure to negotiate your salary and benefits and reach a gentleman's agreement. This is the trump card for corporate salary negotiations. The person in charge of recruitment must discuss the relationship between the probation period assessment and salary benefits before the job seeker joins the job (the company can formulate unified rules and express them to job seekers). Enterprises are not afraid of high-salary and high-skilled people, but of high-salary low-skilled people or those who fish in troubled waters. Recruiting such people will not only affect the development of the company, but also reduce the possibility of high-skilled people joining the company.
Jiangmen social security agency, Jiangmen social security payment company, contact Mr. Huang, /WeChat
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