How can we find a job faster and more effectively?

Capable people can't find good jobs anywhere. On the contrary, young people who lack work experience may encounter many difficulties and setbacks wherever they go without correct career planning, good job-hunting motivation and mature job-hunting skills, so I will give you some * * * suggestions in the job-hunting process:

Let's talk about finding a job first. Personally, I emphasize that no matter your major or job search, there is a principle that hot things may not be suitable for you, and jobs with good pay, easy work and good environment may not be the most conducive to your development. You don't have to go to places where others say nice things to get more money. Suitable for your own development, learning is the first consideration! To a certain extent, the treatment will naturally get better. No education may just be a stepping stone for white-collar workers temporarily, but it doesn't mean there is no future. Learn a skill well and have the ability to eat, no worse than white-collar workers!

For young people in the new era, it is not difficult to find a job, but it is difficult to find a job that they like. Nowadays, young people often like the job of "more money, less work, being close to home and sitting in an office", but it is actually impossible in reality. So my suggestion is to find a grass-roots job that is more suitable for your own development and can accumulate a lot of practical experience. With these valuable experiences, it is not difficult to find a more ideal job or develop to a higher position in the original post. So how do you find a job that suits you?

First of all, we should understand our comprehensive strength, and then pay close attention to the job demand in society. To sum up, we should answer three questions:

1 What do I want to do? -that's my hobby. Of all the occupations I have studied at present, which ones I am very happy to engage in.

2. What can I do? This is not the same as the last question. What you like is not necessarily that you are competent. Especially for fresh graduates with no work experience, you must not be arrogant. You must objectively judge what skills you currently have to be qualified for specific positions in society (for example, girls who are good at typing, usually writing, can develop themselves from secretarial and customer service positions ...)

3. What does the market want? -This is the key point. Different regions, different living standards, and different requirements for work. The best way to understand the social recruitment needs is to read the local mainstream authoritative recruitment newspapers or browse the famous local recruitment websites. Besides, don't stay at home all the time looking for a job. It is also a very good choice to hold weekly or monthly talent exchange meetings. In addition to understanding the job requirements, there are direct face-to-face communication and on-site contact with employers, which is very helpful for understanding the skill requirements of each position and improving the interview and communication experience!

In short, as long as you answer these three questions well and find out the "intersection" of the three answers, you will know where the future lies immediately! Of course, there is still a big gap between reality and ideal. In the complicated and changeable workplace competition, I personally suggest that everyone should focus on "What can I do?" And "What does the market want?" These two questions are enough. After all, it is really unrealistic for fresh graduates or young people with little experience in the workplace to find jobs that they want to do, that they are competent at present, or that are in short supply in the market. We should still pay attention to the accumulation and exercise of grass-roots work, make a plan for ourselves step by step, and gradually strive to get close to our ideal work goals.

Regarding resume and interview related issues, I suggest you pay attention to the following questions:

1. Before the interview, did you carefully understand the situation of the corresponding enterprise, the corporate culture, main business and future development direction of the other party? If you go for an interview, but you don't know anything about the company and only know to interview for XX position, then the other company definitely doesn't want such a person. There is no sincerity at all.

2. How much do you really meet the job requirements? Many job seekers apply, and their resumes are all "fairy tales". Many people really calmly analyze the job requirements of the other company one by one. For example, the other company wrote five requirements. Did you really meet everyone? If four out of five are absolutely qualified, is the other a hard condition? (For example, many positions must have a work permit to work. If there is none, even if only one does not meet the requirements, it is a waste of time and will not be accepted. If there are less than four positions, the employer will not consider you if the choice is sufficient.

3. Is your resume the same? The resumes of most job seekers are simply a version of the world. This resume is applied for position A, and it is also applied for another position B.. I have never considered "tailoring" a targeted resume according to the specific conditions of the other company and the specific requirements of job hunting. Only when your resume highlights your own advantages or specific qualifications according to each recruitment requirement can the interviewer feel your sincerity and intention in the interview.

4. In fact, it is the skills of communicating with the examiner during the interview, including basic workplace etiquette, personal words and deeds, etc. I won't say much here. But the most important thing is to remind everyone that answering questions (including self-introduction) must focus on the situation of the other company (your understanding of the recruiting company). "What do I think makes me qualified for your position? What qualifications do I have? " ..... ",your own recognition of the corporate culture and development direction of the recruiting unit, your thoughts and plans if you can engage in this job, etc. The most important thing is not to give the other party a feeling of caring about salary, but to make the other party feel that you have a sense of "developing together with the company", and to closely link your destiny with the company's destiny, helping each other in the same boat and having a heart.