Enterprise selection mainly depends on whether your ability and position match.

Enterprise selection mainly depends on whether your ability and position match. Introduction is as follows:

In practical sense, job matching includes not only the matching between talents and jobs, but also the matching between individuals and teams, individuals and organizations, that is, job matching has three elements:

The matching between individuals and positions; Matching between individuals and teams; Matching between individuals and organizations; Matching between individuals and positions

Personal and job matching includes two aspects:

First of all, job requirements match people's knowledge, skills and abilities.

Second, the remuneration for work matches people's ability and work motivation.

Matching refers to the degree of coincidence between job requirements and personal ability, motivation and other requirements, and the pursuit of "just right" is the highest realm of matching. On the one hand, matching should study the current matching, and at the same time, it should also study the matching degree between future posts and personal ability development.

Therefore, personal and job matching For job seekers, through the external recruitment conditions of applying for corporate positions, they can well understand their matching degree with the recruitment positions, according to their own skills, education and work experience. That is, which aspects and projects meet the recruitment requirements of the company and which conditions cannot be met.

Job matching is the easiest way for HR to screen whether the resume of job seekers meets the requirements of recruitment positions through resumes. By deepening the understanding of the recruitment position, we can know the conditions of the recruitment position, that is, hard conditions, soft conditions, extra points and so on. And match the items in the resume of the job seeker one by one.

If the matching degree between the individual and the position reaches more than 60%, HR can further communicate with the job seeker by telephone. Strictly speaking, you can control the matching degree between individuals and positions above 70%.

Then the question is coming, two problems that often appear in the matching between individuals and positions:

First, personal ability and quality are higher than job requirements.

When personal ability and quality are higher than the job requirements, including personal education, work experience, work performance, etc. They are the best. If an individual joins the job, he can easily do it. These people are Class A talents in the talent market, and generally do not easily change jobs, and the asking price of talents is also very expensive.

For organizations, in order to attract more outstanding talents and meet the salary matching with individual ability and quality, they need to pay higher salary costs, which is not conducive to the organization's salary cost control.

For individuals, completing a job that is not challenging is boring for many people, which will inevitably affect the initiative of personal work in the long run.

Based on the conclusions of theoretical and practical research at home and abroad, HR in general enterprises should be more vigilant and make careful decisions for talents who are obviously higher than the requirements of recruitment positions. There are also corporate HR suggestions that it is not recommended to recruit people who are higher than the job requirements, because their stability and loyalty are worse, the asking price is higher, and it is not conducive to the formation of a team friendly atmosphere.

Therefore, in general, job seekers and HR should consider applying for and recruiting talents with a matching degree of 70%-90%, and the matching degree of talents and positions is 80%.

When the matching degree between talents and positions reaches 80%, talents have the potential for growth and space for exerting their abilities, and talents are also grateful for the careful employment of enterprises; In terms of salary, enterprises can also reasonably control the expenditure of labor costs and truly achieve a win-win situation for talents, enterprises and HR.