Tips for applying for human resources jobs

Tips for applying for human resources jobs

1. Preparation work before applying

1. Resume (concise, focused, true)

2. Open recruitment channels (mainly online recruitment, newspaper advertisements, job fairs)

3. Try not to let people in the company see whether you are ready to change jobs, or directly disclose your plans frankly and openly , listen to other people’s opinions.

4. Be very familiar with recruitment. You should be very professional, even an expert in this field.

2. Analysis of the Recruiting Party

1. Generally, the recruitment of human resources managers often has the following situations:

(1) Direct recruiting company Generally small in scale. Because large companies generally have a human resources director or a deputy general manager in charge of human resources, the division of human resources departments is also relatively detailed, such as recruitment managers, performance managers, welfare file managers, training managers, etc. Therefore, the salary of the recruiting company is generally not very high, such as 3000-8000 before tax.

(2) The level of human resources manager required by the recruiting party is generally entry-level or mid-level in the profession. , not "senior" or senior "expert level", because experts or higher-level managers are usually obtained through headhunting companies, or directly poach competitors, and do not use open recruitment. All professional human resources managers know: Recruit the most suitable talents and designate people according to their positions, but you will not always recruit the best talents, and you will not be able to retain them.

(3) The original human resources manager of the recruiting company is very likely to have changed jobs due to some reasons, such as being unable to be promoted, not adapting to the corporate culture, not getting along with the boss, and having major conflicts with other employees of the company. Conflict, hope for better treatment and wages, believe that the company has no development potential, not being taken seriously (the department is not taken seriously), the boss has serious small-farmer economic ideas, being poached by other companies (competitors), career path, dislike Industry etc.

(3) The original human resources manager of the recruiting company may have been removed or fired, either due to his own reasons or due to the company environment (company culture) or the boss.

(4) If the history of the recruiting company is relatively long, its promotion may be problematic. Analyzing it from two aspects, one is that the human resources manager of the recruiting company may have no room for promotion. , so I jumped ship. Another is that the Human Resources Department's external recruitment is a blow to the internal employees of the Human Resources Department, that is, it would rather hire airborne troops than them, blocking internal promotion channels. Of course, it is also possible that its internal staff does not have suitable candidates and needs to be introduced.

(5) If the recruiting company is small, it may be because the human resources department has just been established. Originally, there may only be full-time personnel in charge of personnel files, mainly engaged in administrative clerical work.

(6) The recruiting company has been established recently and needs a large number of manpower. In particular, large companies set up local offices, subsidiaries, etc. in order to expand their business.

(7) The recruiter’s human resources management level is low, and there is even no real human resources department at all. It is just a labor department and a human resources department under different brands. Even large companies are very likely to do this, especially those company leaders and bosses who pay attention to human resources and the human resources department in words, but do not pay attention to the human resources department in their hearts and actions.

(8) The overall management level of the recruiter may be very low, because most companies focus more on business and technology and ignore management. Management is just formalism, especially in state-owned enterprises. Many people think that management is a soft job and can be mastered without systematic study.

(9) The recruiter’s competitive advantage in human resources may be weak, especially when the recruiter recruits a large number of middle managers.

2. Analysis of the position of human resources manager required by the recruiter

(1) The human resources department of many companies does not receive attention, and the managers of the human resources department are often ignored by other departments Considered to be the head of a small civil servant.

(2) The manager of the human resources department generally belongs to the middle level of the company, and his status cannot be ignored. This is related to the competitive advantage of an enterprise's human resources and is also a window department (recruitment) of the enterprise to the outside world.

(3) The most important qualities for a human resources manager are: learning ability, good communication and collaboration skills, enthusiasm, good awareness of internal customers, solid theoretical knowledge and practical knowledge of human resources, good Excellent execution ability and rigorous work. International companies have relatively high requirements for English, such as oral interviews and writing recruitment advertisements in English.

(4) The human resources department is a service and auxiliary department rather than a line management department. Other departments of the company are internal customers served by the human resources department, and the performance of the human resources department often depends on these Internal customer satisfaction is the easiest to derive. For those companies that do not have a corporate culture department, the human resources department is also responsible for building corporate culture and promoting corporate culture. Therefore, for the human resources manager, he is not only a service provider for internal customers, but also a disseminator of corporate culture and a manager of the company's external window.

3. Analysis of recruitment advertisements published by the recruiter

(1) If recruitment advertisements are used, the advertisements generally include company profile, job position, salary package, job requirements, and contact information ( Resume delivery channel) composition. From the recruiter's recruitment advertisement (especially the company profile), you can basically see some information about the recruiter, such as the size of the company, the company's management level, especially the level of human resources management, whether the company attaches great importance to human resources management, etc.

(2) If the recruiter’s recruitment advertisement is composed of English and Chinese, then the company may have higher English requirements. The specific requirements can be determined by the job requirements, company business, company nature (foreign-owned, private), etc. information. Of course, many domestic companies, including large companies, often join in the fun. For example, other people's job advertisements have very high English requirements, so it cannot be lower. For many companies with domestic operations, the English proficiency of their human resources department managers cannot be one of the most important criteria for measuring him. For example, if the HR director of Haier applies for a job in his company, since Haier's HR director's English level is not high (hypothetical situation), does it mean that he is not qualified for the job? In other words, a professional recruiter will It is clear what qualities a most suitable human resources manager needs to possess.

(3) Qualifications in the recruiter’s advertisement include: academic qualifications, work experience, especially industry experience and work experience in related positions, English requirements (hardware), and personnel quality requirements (software) . It is common to find recruiters who attach great importance to hardware such as MBA, more than 5 years of work experience, industry experience, and similar level of work experience in other companies. In fact, this actually reflects a company's employment philosophy, and it also reflects that the level of human resource management of these companies is very low, that is, they can only rely on these existing hardware to identify and identify talents. The level is very low, and there is no ability to build a competition. platform?.

For example, many recruiters simply do not know the most important job quality (software) of a human resources manager. For a human resources department manager, he should be most proficient in his human resources work (internal customer service), because these things have many similarities in almost every industry, at least the similarities are greater than The difference is that the industry requirements for those engaged in technical work are not as high. Therefore, professional recruiters will look at the software first and then the hardware. Unprofessional recruiters simply don’t know what kind of people they need to recruit.

(4) The recruitment company’s advertisements often do not reflect the real benefits they provide, especially those where the salary is negotiable and benefits are not discussed.

But for recruiting a mid-level human resources department manager, these are all eye-catching things. Many companies have very high requirements for their human resources managers. For example, they require candidates to have relevant work experience at the same level and in the same industry. But then again, the same or just a higher salary (30 or less), Why would a capable person join? Interestingly, many recruiters often exaggerate, so that even if they recruit a good human resources manager, he will follow the "323 resignation" rule, that is, a 2-week or 3-month trial. Period, 2-year job-hopping period.