1. Outsourced employees are contracted by a third party, and the employer belongs to the third party. We know that many large enterprises now, such as many state-owned banks, telecom operators, etc. The company has a large population, a large scale, and a relatively large demand for labor. On the one hand, it is to alleviate their own labor shortage, and on the other hand, it is also to save costs. Therefore, more often, third-party recruitment is adopted to let third-party companies help themselves work. In order to reduce their own expenses, third-party companies usually compress the wages of applicants. Therefore, you will find that many banks and telecom operators will have such outsourcing companies. Applicants actually sign a labor cooperation relationship with a third party and have no direct relationship with the employer. Social security-related benefits are also completed by a third party.

2. There is a big gap between welfare benefits, social security, etc. and formal employees

Due to the different employers, the gap with formal employees is very obvious. From the salary of joining, holiday benefits and bonuses, to social security, etc., they are not as good as formal employees. After all, large enterprises have a complete set of welfare and benefits policies, which many outsourcing companies cannot achieve. I have interviewed a customer service of a bank before. The labor contract was also signed with a third party, and the salary was not high. The workload of customer service is relatively large, and it is also a very basic position with strong replaceability. However, due to the contract with a third party, the treatment in all aspects is greatly reduced. As far as I know, the salary of employees in many formal banks is basically much higher than that of third parties, and they will also give a lot of preference in the year-end bonus. As you can imagine, the relevant treatment is completely incomparable.