Table of contents
foreword
Recently, some children who just graduated sent me private messages, saying that it is hard to find a job. Can you go to a software outsourcing company first and wait for the market to improve.
Of course, there is nothing wrong with going to an outsourcing company, as long as adults can make judgments and choices based on reality, and accept the corresponding results.
I just want to add some details, so that children who may have this idea have some general understanding of this kind of company and position.
Here, I will give some readers who are not very clear about the blindness. There are two basic employment methods in the software development industry:
- As a full-time employee of the company you serve, sign a labor contract with the main body of the company.
- As a labor dispatch employee of the service company, sign a labor contract with a third-party company entrusted by the service company. To put it simply, you have nothing to do with the company you work for, you are an employee of the third-party company that signed the contract, and you just work for this company. This is also commonly known as an "outsourced employee" or "consultant"
The employment method of labor dispatch has widely existed in many industries. In fact, in some companies, there is a whole set of "hidden rules" surrounding the difference between dispatched employees and regular employees.
Around these two different types of employees, the so-called "wearing blue badges" and "wearing green badges" are often derived from the concept of differential treatment in daily work.
Those who "wear green badges" usually have lower wages and no other benefits. In some companies, they are even told that they cannot use special employee channels, nor can they participate in some activities organized by the company, such as team building and lucky draws.
"Wearing blue badges" are full-time employees who are entitled to all benefits. At the same time, it is very difficult to wear the blue work badge.
When labor dispatch companies recruit employees who "wear green badges", they often use the promise of "those who perform well can wear blue badges" as an attractive bargaining chip, but few people can get their wish.
On the surface, it seems that there is no need to choose at all, regular employees are better than dispatched employees. In most cases this is true. However, I still want to introduce the current situation of dispatched employees, and some realities that you may overlook when considering whether to accept this position.
Here, I only introduce the groups referred to by "labor dispatch" in the narrow sense,
Employees in this type of position sign a labor contract with an agency (such as the most common ones, such as Mousoft, Mouhui), and then this agency will send them to the site of the client company to work with the employees of the client company.
Compared with the client company, they are "labor dispatch" employees. The agency will collect money from the client on a regular basis, and then send the "salary" to the staff after taking a cut. For example, the cost paid by the client company for a position is 2w/month, and it is likely that the payment to the employee is only 1w/month (just an example, which does not represent the actual situation).
As this type of employee, you are usually required to fill out a time sheet on a regular basis to certify time spent working for a client, and then get paid from your agency based on this form.
The most fundamental profit model of an agency is to earn the difference, so it is not uncommon for the client to pay the agency 50% to 100% more than the agency actually pays the staff.
Some friends may have started to get angry when they saw this. "Existence is reasonable." In China, agencies must at least be responsible for other basic guarantees such as five social insurances and one housing fund for employees. Often working for a large client through an agency is much more stable and easier than going directly to a precarious start-up company, and even the income will be much higher-even if a large part of it has been taken away.
Of course, if we have already chosen to accept a dispatched position, you can learn about the cost that the customer pays you in some ways, and then whether it is negotiating with the organization or updating your positioning will be beneficial to you.
Different pay for equal work
Let's talk about the most important thing first:
about salary.
In most cases, in the same job position, as a dispatched employee, the unit price is higher if you only look at the fixed salary.
In my previous job position, my fixed hourly salary was not as good as that of my fellow consultants at the same level.
However, in general, large companies that can use dispatched employees in large numbers have a salary structure that is not limited to fixed salaries. Often:
Total salary package = salary + performance + others (various benefits, stock options, etc.)
Dispatch employees often only have a fixed salary, or some overtime compensation for overtime work.
stability
Why do companies prefer to pay a higher unit price, but also use a large number of dispatched employees? One of the most important factors is to control fixed costs .
To hire a regular employee, in addition to the general salary package, you also need to pay five social insurances and one housing fund that match the fixed salary, and various other benefits. The cost of hiring a person is about 1.5 times or even higher than the paper salary. Moreover, if the company encounters business contraction and needs to lay off employees, regular employees will also need to pay a large amount of compensation.
If it is dispatched employees, it is possible to purchase a large number of manpower in the short term when the project construction period requires a large amount of manpower input, and terminate the cooperation after the project goes online and enters the maintenance period, and the cost of dismissing dispatched employees is low and negligible.
So, if you're resistant to changing workplaces frequently, seconding employees can be quite a challenge for you. Especially in some periods of time when there is no customer demand, it is very likely that the agency will sit on the bench or even be dismissed.
working environment
As mentioned at the beginning of this article, where there are people, there are rivers and lakes. In some companies, there is a huge gap between dispatched employees and regular employees; in some companies, it is not so obvious, but it is like an air wall, which will block your way at any time.
In order to control costs, large enterprises are very cautious when expanding the size of their employees, and the recruitment process for regular employees will be much stricter than the entry process for dispatched employees. Under high standards and strict requirements, if the number of regular employees is still less than the number of dispatched employees, then inevitably some "elite thinking" will begin to pervade.
This is unavoidable, and this is what many friends who are dispatching employees have repeatedly mentioned to me:
Be sure to correct your mentality.
In many times when you are not aware of it, you may even feel "abandoned". Not every client company has such a comfortable atmosphere, but this is normal, don't get too entangled in this.
Moreover, dispatched employees have a small advantage. Regular employees usually take the initiative to work overtime because of the volume, and this kind of overtime is unpaid in many places. Since dispatched employees are labor provided by agencies, they are usually compensated for overtime. — After all, your work is the benefit of the organization, and the organization will fight for their interests.
Long-term development
As a dispatch employee, short-term benefits can even be said to be good. It is basically not much more difficult to enter the labor dispatch of a large company than to work in a start-up company. And there is no such influence as the high requirements and overwhelming KPIs that traditional large enterprises put forward for formal employees.
But if you want to get more than just remuneration from your work, but also some project experience that will add luster to your resume in the future, dispatching employees may not be very suitable. Under normal circumstances, the client company always tends to send employees to do some relatively simple peripheral work, and the core part is difficult to get in touch with, it goes without saying.
Unless you are willing to change jobs very frequently, salary increases are also very difficult for dispatched employees. As regular employees of large-scale companies, there are often mature salary increase mechanisms and opportunities for promotion.
Moreover, there are some rumors in the industry that the experience of entering an agency is called "Nonghua resume". This experience may have a certain impact on the screening process when you want to enter a large factory later.
As for the "opportunity to become a full-time employee" mentioned by HR when recruiting, it's like true love. Many people have heard it, but few people have met it, so I don't express too many opinions.
Summarize
Thanks to everyone who read my article carefully! ! !
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