First of all, let’s look at it from the HR director! My wife has nearly 20 years of work experience in the HR field, and later became the HR director of a well-known company. Although she may not agree with what I said, in my opinion, HR not only requires good, but also requires stability. Even if the employer is in a hurry to fill up people, for HR, if they find a talent that meets the current needs, but if this person cannot grow with the company's development in the future, or
if they think this person whatsapp database will grow It's too fast and the small temple can't keep the big monk. It's better not to recruit this kind of talent. Because not every company boss can see it, but the recruitment itself represents a cost, and after the talent is recruited, training him represents another cost. If the company's turnover rate is too high, it means that the person in each position will leave after one or two years, and the HR unit will not have to do other things. Therefore, wait until you are determined to use you before discussing salary and treatment. At the beginning of the job meeting with HR, the other party will ask you some confirmation questions as a test, mainly to confirm whether you meet the requirements of this position. , as well as the work experience on
your resume, and what substantive work you have been responsible for. For example, the same telemarketing manager, but have you been responsible for the annual planning of the entire business unit? What is the ratio of your unfamiliar customer development and existing customers' performance? If you've never been in charge of an entire department's annual plan, but you want to go from your current job as a telemarketing manager to a business unit executive at another company, you'll have to answer why you can. "I think your current position has a little experience in leading people." If this sentence comes from the HR director, I suggest you don't refute the first sentence and say, "Actually, our company has the largest company in the industry.