Dear HR, when you throw peanuts, you get monkeys!

HR: "What are your salary expectations?"
Me: "$4,000 to $5,000 a month."
HR: "You're perfect for the role, but we can't afford that."
Me: "Alright, I can make it for $3,000."
HR: "When can you start?"

Currently, there is an interesting development: The allocated budget for the position was, in fact, $4000. The HR department congratulates themselves for their effective salary negotiations, believing they have successfully reduced expenses for the company.

The trainee uncovered the disparity in compensation.

The outcome??

Discontent??

Lack of engagement?? Or a decline in motivation??

After a period of 6 months, he/she chose to resign in pursuit of a more favorable job opportunity and a competitive salary that aligns with their respective role. This initiates a new recruitment process, resulting in additional hiring costs.

The takeaway:

To attract and retain exceptional talent, it is essential to compensate individuals fairly for their contributions.

Reasons why people quit in a very short time:-

• Mismatched Expectations
• Better Opportunities
• Toxic Work Environment
• Personal Emergencies
• Unsafe or Unethical Conditions
• Poor Leadership
• Lack of Growth
• Underlying Value Mismatch

Short term shortcuts always come back to bite. Investing in people, on the other hand, is what really pays off in the long run.

Reducing company costs during hiring isn't everything. Cheap labor will definitely de-motivate.

Do you agree?