Signing fee is quietly appearing in headhunting

The year will come, at the beginning of the year-end award, is the work of the dark tide, there is a willingness to change the job of the workers to find a new owner of the key moment. And the year March to April after the year-end award is the most frequent stage of the movement of people in the course of the annual period, therefore, the industry generally has "gold three silver four" this argument.

For those who want to look for a broader career opportunity and do not want to miss the year-end award, how many options are there? The author interviewed Dr. Wu Guanqing, a senior adviser to the Deloitte executive, and the head of the financial team, Lily Lee and senior headhunting consultant.

Three perfect ways to quit at the end of the year

Mode 1: Agreed terms of departure

At the end of the year, the working people who have been busy for one years begin to look forward to the "Year-End Award", which is a huge income, but the work is not satisfactory, so many people want to leave after taking the "red envelope". The majority of people who wish to change jobs at the end of the year have this dilemma, which is a rich year-end bonus, on the one hand, new and tempting opportunities for development. Wu Guanqing said that if the long-term interest and immediate interests are mentioned, many people will say that the long-term interests are more important. In fact, the year-end award and job-hopping is the immediate interest and long-term benefits of comparison. Get the bonus, but the loss is likely to be the future career development opportunities, professionals should be the position, ability, vision, salary and thousands of yuan tens of thousands of dollars in a balanced comparison of bonuses. In this respect, Wu Guanqing suggested that the workers in the job before the change of their cost, such as whether there is a broader space for development, or whether the salary growth rate of 30% or so beyond, such as a meager income growth and job-hopping outweigh the gains.

Lily Lee said, of course, the current workplace more use is agreed to leave time with the next, some 1 months, some 3 months or so, this is the most popular job in the current way, not only to get rich year-end award, but also to achieve the next year's career gorgeous turn.

Mode 2: The use of annual leave transition, "year-end Award" is ripe

Lily introduced, at present, many workers will also take advantage of the gap of annual leave, to achieve the perfect transition and year-end award. Close to the end of the year, some professionals have accumulated a full period of half a month or even one months, so many people will take advantage of the end of the year "Long Vacation", and the people in fact have been in the new units into the staff. This has not only achieved the job-hopping, but also reasonable and lawful means to get the year-end award.

Mode 3: Agreed with the Enterprise, the new owner to bear the year-end award loss

Career people want the best of both worlds, it is better to jump to win two prizes. Lily said, generally speaking, if the enterprise is in urgent need of personnel, and this position is the key core position of the enterprise, need candidates to post immediately, at this time, the candidate can negotiate with the Enterprise, year-end award compensation issues to bear the candidates from the old club jumped out of the loss, such as year-end award. However, this need to search consultants in the middle of the negotiations and consultations, according to Lily, such cases are also, the new club will promise to assume all the candidates due to job-hopping loss of the year-end award, but this position must be the core of the enterprise, but also urgent need for induction.

"Signature fee" is quietly appearing in headhunters

In recent years, in the workplace, headhunters have gradually appeared "signature fees." "Signature fee", in Europe and the United States more prevalent, the purpose is to use a substantial cost compensation for job-hopping caused by the loss, is not counted in the wages and transfer fees and liquidated damages within the cost. At present, the signing fee in some European and American companies or large state-owned enterprises began to appear.

When some companies dig up top talent, if you need a candidate to take the job immediately, and candidates because they do not meet their expectations, or job-hopping may cause a certain economic losses, headhunting consultants will help candidates and business negotiations, to obtain a "signature fee" to make up for the loss of staff job-hopping or the expected gap. Lily stressed that the general cost is more generous, for those who are struggling to move to a number of people have a certain appeal, but this fee needs to be negotiated, not all of the top management companies hired to pay.

In addition, this "signature fee" is not white take, it will have some compensation agreement, such as the agreement 1-2 years can not leave the company. It is understood that in the workplace, the general "signature fee" of the number of 1 months to 3 months of monthly salary, 60,000-100,000 yuan, but also some up to one hundred thousand or two hundred thousand yuan, depending on the candidate shortage and the specific loss of job-hopping.

There are four ways to get an annual bonus

It is understood that the company's year-end bonus distribution time can be followed, the general will be issued in three time period, that is, January, after the Spring Festival or April. Most traditional enterprises will be issued before and after January and Spring Festival, some enterprises to prevent employees to take money to go, it will be postponed to the next April together with the release.

In recent years, there has been a new way of year-end award, the end of the year as a "tie horse lock", the year-end award is divided into two to three parts, distributed in batches, "mandatory" to prevent employees from job-hopping.

3 major legal issues in the defense of year-end awards

Interview Expert: CIIC-Honghaoqing, manager of Legal Affairs, Shanghai Economic and Technical Cooperation Corporation

Q: In order to get the year-end award, a lot of executives to change jobs, after receiving an offer, will be with the new club agreed to report time. But when it was time to make the appointment, the executive was unable to report for various reasons, and what compensation would be paid to the executive?

The main purpose of A:offer or offer letter is to inform the new recruits that they have been employed by the company and tell the employee the time of entry and the relevant information to be provided to the company, with the employee's job description, salary and the company's related benefits. Offer letter is not equal to the labor contract. Offer letter is the employer is willing to establish labor relations with the laborer means that workers can accept or not accept, once the workers have promised to agree to the letter and the employer to establish labor relations, then the letter of the letter of the content of both parties are binding. The offer letter is an employer's unilateral offering, and the labor contract is an agreement between the employing unit and the laborer. The offer letter contains part of the labor contract, and the parties shall sign the labor contract in accordance with the letter, but may also change it on the basis of consensus. One party does not agree to enter into a labor contract on the terms stated in the offer letter, and the other party is entitled to be held liable for breach. After the signing of the labor contract, the employer may choose to make the offer letter invalid, or as an appendix to the labor contract, continue to be effective.

Therefore, the compensation for default, and so on, depends on the offer of the consequences of the breach has been agreed, and whether both sides signed after the offer has been confirmed. If the offer is only issued unilaterally by the enterprise, then it only has effect on the enterprise. If the offer is confirmed in writing by both parties and there is a clear agreement on the liability of the parties for breach of contract, the defaulting party must bear the liability for breach of contract in accordance with the agreed terms.

Q: For November, December job-hopping employees, according to labor laws and regulations, can obtain from the original company due to the year-end award? Many companies stipulate that the end of the year-end award, only to employees, is this legal?

A: The issue of year-end bonuses, the law does not specify that enterprises can be based on the circumstances of the enterprise to determine the distribution of year-end bonuses. However, since it is a matter of vital interest to employees, the relevant provisions should be passed through democratic procedures. The enterprise may also in the labor contract direct agreement or in the company employee Handbook stipulates the year-end bonus payment rule, as long as the above stipulation does not violate the law to be effective. In general, unless there is a special agreement in the labor contract or the company has special provisions, the employee who has been working less than one year's year-end bonuses are converted according to the working hours. Some companies stipulate that year-end bonuses should be paid only to employees who are employed, and such provisions are not directly contrary to the provisions of the law, provided that such provisions are enacted in advance through democratic procedures.

Q: Some job-hopping, will take advantage of the annual vacation time, with the original work enterprise extended separation time, take this leave to go to the new company to work, if the use of this strategy, will not be controversial? During the period, can you sign the labor contract?

A: Companies can arrange their employees to take an annual leave in accordance with the law, and some of them will leave their unpaid annual leave before leaving. As for the annual vacation during the staff to do something, the enterprise is no way to interfere, belong to the personal freedom of employees. However, if the employee signed the labor contract with the new unit before the original labor contract has been discharged, this kind of behavior will cause double labor relations, if the original unit and employee's labor rights and obligations relationship is not completely closed, it is very easy to dispute, whether it is the staff itself or the new units have legal risks. In practice, in general, the new unit will not normally sign a labor contract until the employee's return order has been received.

Job Hopping Guide

See the career development

Wu Guanqing said, before job-hopping, must put aside the immediate small interest, sees clearly own career will develop, your vision needs to aim at your "career goal". The current position may be a lot of dissatisfaction, but if the job can accumulate experience for your future career growth weight, you should think twice. Of course, the premise is that you must know what you are suitable for, that is, the professional positioning must be clear.

Whether to join new enterprise culture after job-hopping

Give yourself a little time to miss before you jump. Think about the place where the company makes you nostalgic, such as the welfare is very thoughtful, interpersonal relationship is relatively simple. Each enterprise has its own unique corporate culture, into which must undergo a certain running-in period, and one of the risks of job-hopping is here. It may take a long time for you to fit into the next business and you may not be able to adapt to their corporate culture at all. On the other hand, the longer the service for an enterprise, the greater the rewards the company gives. Ask yourself, do you really want to discard the company's cumulative years, experience and connections to another completely unfamiliar place?