为何低薪应聘却未被看好

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作者:杰克凯丽 / 译者:东田枫叶

       我常被应聘者提出这么个道理性的问题,而该提问所引发的回应,遗憾地却是个令人困惑且难以满意的答案。

       该问题通常都牵涉两方面:“为何我所具备的经验更甚于职聘要求的情况下,公司还不接纳我?”或者,“为何:我能挣更多钱、却仍以低薪求职的情况下,仍无公司肯面试我?”

       求职者之所以非在乎于收入较低及岗位追求,一般归咎于综合考虑之例如:欲寻行业转换契机于新的并刺激性增值领域、改行考虑、无业之求职,抑或,求职者已经厌倦于某种高薪却压力颇大的工作,并且在盼望某种工作与生活之间、可合理平衡的行业。不少情况下,求职者往往宁可某种意义的减薪,抑或,接纳某种远无需其所具经验水平的职位,这也不过是为了重返职场或接受某种新的挑战罢了。他们会十分感恩有此机会,令他们仍留任于职场中,抑或,该机会可追求某种新颖且与众不同的东西,并愿意为此兑现承诺。

       当然,也许人们会认为,低薪聘用一位富有经验专业化人才,简直无需费脑的交易,并且聘人经理会当即逮住此机会。这就犹如,某人告诉你,他已经厌烦他的劳力士手表了,而欲买一个百达翡丽,且还欲将它廉价转手给你。 就假设该卖方并非某个街头角落里阴险的家伙,而是某个你所认识的人, 那么,你会机不可逝吗?抑或,你会认为,那该是个什么陷阱,而道:“谢谢,但,不必了,谢谢”了吗?

       此即争议之类所在以及求职市场所见现象。现实就是,大多数的招聘经理,不愿意约见或聘请,其经验多于所招聘岗位所阐明的经验条件。同样,倘若一个求职者,其收入之合理度抑或可观性更甚于待聘岗位所支付,却愿意减薪而为之者,那么,公司代表通常也无意约见之。 

       假设你遇到、或已经处于这种情况,而又没人会接纳时,我认为,人们的思维逻辑如下:

       1,你被认为是个飘忽性风险。 招聘经理及人事资源专职人员有所顾虑的是,他们费时耗力地招你进来、培训你且还帮你适应了公司,若此时你接了个招聘电话,或某竞争对手给你更高待遇聘请时,你却会最终离开。当然,你会感谢他们给了你个机会。然,你会告诉你目前的公司,你亏欠了自己以及你的家庭,所以,才转而接受更高的薪酬。

       2,管理者会担心,你可能会功高震主。并非个个人都信心十足。由于你的学识以及经年历练积累,你老板可能有所忌讳,而宁愿不留你于身边。

       3,管理层会认为,也许你会以已经支付会费而不愿意干脏活儿,而且还会觉得干了低端的事而有受辱感。

       4,招聘经理会担忧:“这人会厌烦吗”?“他们会呆下去吗”?面对你所有的技能以及令人印象深刻的背景,他们会感到:于你的成效和意图而言,兴许该岗位并非具挑战意义。

       5,在经理中,确实有着某种忧虑感:也许你会置顶你行为方式,并取代你的老板。如果你的年龄段是四十或五十以上,你的想法、主意、或关注等,也许会凌驾于某个年轻的同事看法,这无疑地会导至团队中的摩擦。当众人纷纷扭头专注着年长者而非你…… 却恰是该年轻孩子般的老板时,着实令人不舒服、且尴尬。

       6,到头来,你一旦进入公司后,你也许还会进一步要求提薪,弄得大家都为难。

       7,容易与管理层发生冲突。由于你丰富的经验,那么,在如何处置事情上,你便总是意见占据上风。而这些意见呢,也许恰恰与公司所欲处置的意图相左。

       8,一位相对年轻的经理,可能未必待见于凡事总被别人质疑地全程监督着。

       9,经理可能会有内疚感或不安感于使唤着比他们年长许多者。

       10,总是存在着某种歧视老年的嵌入感,为此,经理们的感觉是:你也许有着什么不对劲了,居然还愿意接受位低薪少的岗位。他们所顾虑在于,也许不久之后,到头来他们会发现,你本身果然有些问题。

       然而,我并非同意上述说法。因此,可别把矛头指向我。我只不过是提示,你正面临应对于该观念模式罢了。他们只是担心会造成误判的聘用,并由此承担责任,同时,他们的职责和信誉也被玷污。

       它是一种衡量,即,为此所冒之政治危险并非值当,因此,他们不干。这并非意味着,你就得放弃希望。

       如果你是我拙作的读者,那么,你已经知道,我是大数定律为论者。这意味着,如果你继续充满激情和信念执着于无数敲门(即便勇往直前于无奈),终究会有人相信你,给予你机会,给你开门,并将你纳入。

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        英语原版如下:

Why wont a company hire me if I offer more experience than they require? & Why wont a firm meet with me if I earn more money, but will take less

     Jack J. Kelly  January 3, 2018   

Im often asked a very reasonable question by candidates that, unfortunately, warrants a disconcerting and unsatisfying answer.

The question usually entails two parts: Why wont a company hire me if I offer more experience than they require? or Why wont a firm meet with me if I earn more money, but will take less for the job?

Job seekers will be flexible for a less paying and demanding position due to a variety of reasons such as a pursuing a career pivot into a new and exciting growing area, 

considering a career change, procuring a job since the person is out of work, or maybe the candidate is tired of a well-paying but extremely stressful job and desires a reasonable work/life balance. In these and other instances, candidates are willing to even take a significant pay cut or accept a position that is far below their experience-level simply because they are eager to just get back to work or take-on a new challenge. They are grateful for an opportunity that will allow for them to remain in the workforce, or the opportunity to pursue something new and different and willing to make compromises to do so.

Reasonably, one might think that hiring an experienced professional for less money sounds like a no-brainer bargain, and a hiring manager would jump at this opportunity. It is as if a person tells you that he is tired of his Rolex watch, wants to purchase a Patek Phillippe, and will sell it to you for a fraction of the price. Assuming that the seller is not a shady guy on a street corner, but someone whom you know, wouldn’t you jump at the chance? Or, would you be thinking of whats the catch and say thanks, but no thanks?

           This is sort-of the dilemma and what happens in the job market. The reality is that most hiring managers are reluctant to interview or hire candidates that possess more experience than stated in the job description. Also, if a job seeker earns reasonably or significantly more than the job pays, but is willing to take a cut in salary, the companys representatives will most likely not want to interview the person.

If you are, or have been, in this situation, while nobody would admit to this, I believe that this is their logic:

1.   You will be perceived as a flight risk. The hiring managers and human resources professionals will be concerned that after they take the time and effort to onboard, train, and get you acclimated to the company if you get a call from a recruiter or a competing company offering more money you will ultimately leave. Of course, you will thank them for giving you a chance, but you will tell your current firm that you owe it to yourself and your family to accept the higher compensation.

2.   Supervisors will be afraid that you may upstage and outshine them. Not everyone has an abundance of confidence. With all of your acquired knowledge and years of experience, your boss could be intimidated and prefer not to have you around.

3.   Management will think that you may not want to do the dirty work as you have already paid your dues and will be insulted by doing lower-end tasks.

4.   Hiring managers worry Will this person get bored? Will they be engaged? With all of your skills and impressive background, they will feel that the job might not challenge you in a productive and meaningful way.

5.   There is a real anxiety among managers that you might push your way to the top and displace your boss. If you are in your late 40s or 50s and you are present in a meeting with someone who is half your age, your thoughts, ideas, or concerns might take precedence over a younger co-workers, which can surely cause friction amongst the team. It would be very uncomfortable and awkward when all heads turn toward the older person with rapt attention rather than you the young kid who is actually the boss.

6.   Ultimately, you may ask for more money once you are at the company, making it an uncomfortable situation for everyone. 

7.   It is easy to butt heads with management. Since you have extensive experience, you will most likely have strong opinions on how things should be done correctly. These opinions may be in direct contradiction to how things are done at the firm.

8.   A relatively young manager probably doesnt want someone looking over their shoulder all the time second-guessing her.

9.   The manager may feel guilty or badly bossing around someone much older than themselves.

10. There is a built-in sense of ageism in which managers feel that there must be something wrong with you for accepting a lesser position with a smaller paycheck. They are afraid that, while it may take a while, they will ultimately detect some inherent problem with you.

Now, I am not agreeing with the above, so don’t shoot the messenger. I’m simply pointing out the mindset that you are dealing with. It’s not that these managers are bad people. They are just worried about making a perceived bad judgment in hiring and will be held accountable and their job and reputation could be sullied. 

It is a calculation that it is not worth the political risk to take the chance, so they don’t

This does not mean you have to give up hope.  

If you are a reader of my articles, you already know that I am a big proponent of the law of large numbers. This means if you keep knocking on lots of doors with enthusiasm and confidence (even if you are putting on a brave front), eventually, someone will believe in you, offer you a chance, open the door, and let you in.

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