Recently, a company’s HR claimed that those who don’t work overtime are rubbish, causing heated discussions. The HR stated that “please lower your posture before entering the workplace and study hard instead of worrying about working overtime”. Should I lower my profile when I first enter the workplace? Some netizens believe that newcomers in the workplace should lower their stance and seek advice humbly; some netizens believe that it is not necessary to lower their stance and learn with an humility. Do you think you should lower your profile when you first enter the workplace?
The complete chat record is as follows: HR: Can you accept overtime? Candidate: If you are busy during that time, I think it is normal to work overtime occasionally. HR: When can I accept overtime at the latest? Job seeker: What are the normal working hours? Will overtime be paid for long hours of overtime? HR: Did your teacher delay to make up your rest time after class? Overtime work depends on the project. If the project is done well, there will be a corresponding bonus. The bonus is more than the overtime pay, instead of just looking at the overtime pay in front of you. Candidates: This is not a secret exchange concept, yes. If frequent overtime work seriously affects work and rest life, isn’t unpaid overtime equivalent to deduction of wages? The bonus belongs to the bonus. Do you mean that most of the people you hire leave because they can’t stand the pressure of overtime? HR: Please lower your profile and study hard before entering the workplace, instead of worrying about working overtime, and don’t make arrogant assertions before you do your basic homework without understanding an industry. I’m sorry that your brother did a good job here. The salary is very high, but you are not a little bit off. We are very clear about your basic details. I’m really sorry, you are really inferior to the same fresh graduates in terms of human relationship and comprehensive strength. Job applicant: Then I really thank you for your understanding and advice. My human relationship is not your turn. To make irresponsible remarks HR: Well, we do not collect garbage, goodbye, I wish you a suitable job as soon as possible, and a happy life. Before I understand the details, I actually thought that the job seeker said something excessive that caused the HR to explode. However, after reading the dialogue, I found that the emotional control ability of this HR has serious problems and does not have the qualities that HR should have. First correct some typical wrong thinking. 1. Overtime ≠ the teacher pays for dragging the class to school, and the extra money is forfeited for dragging the class; work is profitable, and overtime should have extra income. This is stipulated by the Labor Contract Law. Of course, I understand that many company bosses do not take the labor contract law seriously, and HR may not be able to do it. If there is no overtime pay, HR can emphasize that there is a time off; if there is no time off, HR can emphasize not to clock in, and leave early if something happens; if you have to clock in… HR can emphasize that we pay a higher salary than the market; if we don’t give money, Many, I suggest that HR also change jobs, this can’t be done. From the perspective of HR’s emphasis on bonuses, it can be said that your company’s corporate culture may not be easy to recruit. Since it is not easy, if you find a candidate who does not recognize the overtime culture culturally, just bless them and then interview others. But this HR actually has time to teach candidates to be humans, boldly predicting that the workload is not saturated. 2. Study hard ≠ don’t care about working overtime. Many bosses, especially small company bosses, have a rather outrageous thinking: you are a newcomer, you have to study hard, you should work more overtime. Regarding the attitude of overtime, I mentioned in the previous answer: What are the social rules that everyone does not say but need to know? I am not opposed to working overtime. Sometimes it is inevitable to work overtime. As the job seeker said at the beginning: Every company may have a busy season, or it is understandable to work overtime occasionally in order to complete a project sprint. But I will emphasize: work overtime for yourself. To find out if our overtime is valuable. The method is simple. Ask yourself three questions: Can my workplace skills/professional knowledge grow through overtime? If this project has a field that I have always wanted to learn, or can significantly improve my abilities, and can endorse my career development in the future, then why not do it? At the beginning, Zhang Xiaolong’s team used overtime to grab the WeChat product in the competition among many Tencent teams. The members of this team got real benefits. Even if they switched jobs, they also had WeChat endorsements. This class was worth the extra work. Can I win more opportunities by working overtime? Sometimes we work overtime to do some chores. No value. But we know that our leaders are reliable. This time I helped the leaders. Next time there will be good training opportunities or rotation opportunities. The leaders will give priority to me and consider me, so why not go to such overtime? Is overtime normal? Can I take a shift after working overtime? Workplace is the same as life, I will help you and you will help me. When the boss urgently needs me, I work overtime, so when I need to ask for leave, will the leader approve the leave without hesitation? If employees are unwilling to work overtime, what should the boss do? Here I mentioned my own point of view: the so-called flexible working system is a mutually beneficial model. You hope that employees can help the company in emergency, and the company must also provide convenience to employees. The logic of overtime should be to save the emergency but not the poor. The company that normalizes overtime work in 996 is the most terrifying: it deprives employees of their personal time and personal growth time through the system, and the boss does not feel that there is anything owed to you. This kind of overtime hurts employees the most. 3. HR needs to have the ability to control emotions. I would like to say a few more words to HR practitioners. Whether you are recruiting, training, or doing HRBP, your job is to “deal with people.” The ability to control emotions is extremely important. Because once you lose control of your emotions, you may not hurt a certain candidate or a certain employee, but all employees, all candidates, or even the company’s employer brand. If I were this HR, in this conversation, I would have at least three communication nodes and I would quit. In the first scene, if the candidate is disgusted with overtime, what I have to do is “understand, accept, and give up” instead of teaching him to be a human being. In the second scenario, if a candidate raises a question, what we have to do is “explain + exit”, rather than questioning the job applicant’s abilities. This is purely angry. If, as an HR, you really feel that the student’s ability is extremely poor, then you should just give up without asking anything. In the third scenario, if I were a job seeker, the first few screenshots were enough for me to ferment on social media, but at this time the candidate can still chat with HR, which is still a remedial opportunity. “You are right, I was too emotional just now; indeed, I did not participate in your human relationship, and I have no right to speak. But our company does exist overtime. If you can’t accept it, I fully understand it. I wish you a good company. “As a result, the HR then threw out the “junk” keyword-bosses directly hired automatically judged to be “harassment”-directly provided the media with a hot topic: HR believes that people who do not work overtime are rubbish. Emotions are the devil. Of course, there is another possibility. HR feels very bitter in such a company that does not have overtime wages for overtime work, and hopes to provide shelter for other job seekers. Found that the student was obsessed with wanting to join, reluctantly turned into a black HR, and prevented the student’s wrong behavior. If so, this HR, I am wrong, you are in the stratosphere.