How much do you know about the current situation of enterprise recruitment in China?

The current situation of market recruitment is quite embarrassing. Employers can't recruit suitable talents. Many talents want to jump ship and can't find a suitable employer.

Acquaintance recommendation is a "shortcut" to job hunting.

Whether recruiting senior managers, middle managers or ordinary employees, the survey results consistently show that acquaintance recommendation is the most willing way for enterprises to adopt. According to the data, 46. 17% of senior managers in enterprises are recommended by employees or acquaintances; In the external recruitment of middle-level managers, more than half (50.85%) of senior managers in enterprises are recommended by employees or acquaintances; The recruitment of general employees is inseparable from this strange circle. Up to 60.85% of enterprises attract talents through "circles".

Is it happy or worrying for enterprises to use "related households"? During the interview, most hr said that people recommended by acquaintances have high credibility and can better understand each other's situation and background, so employers are more at ease. However, experts in the industry pointed out that it is not beneficial to the enterprise in the long run through the way of employee recommendation recruitment, which will not only involve the "nepotism" within the company, but also make the interpersonal relationship within the company complicated and unclear because of the intervention of non-work factors.

Skills and experience are the most important things for enterprises.

The survey shows that professional skills and work experience are the most important things for enterprises to employ people at present. In some subtle aspects, more than one-fifth of enterprises attach great importance to the age of candidates, and 7.87% of enterprises attach great importance to the gender of candidates. It seems that there is still some prejudice in employing people in enterprises at present, and it is impossible to select talents equally.

Compared with the professional skills and work experience tied for the first place, the work attitude of the third place is not easy to examine in the interview. The reporter learned that there are two main ways for enterprises to evaluate job seekers' work attitude: one is to investigate their behavior in dealing with crisis and the way of treating people through their previous work experience; Second, for people with little work experience, throw him a pre-designed example and let him deal with it virtually. Experts in the industry said that work attitude is often the first reaction of people, the instinct of people, and often the smallest habit, which should be cultivated for a long time.

Who will decide the fate of job seekers?

Do you know who will decide your fate when you apply for a company? In charge of hr, the employing department or the human resources department? Understand the employment situation of candidates at different levels, compare yourself and see who is more talkative when looking for a job.

The survey shows that when recruiting top managers, 83.62% of the companies are decided by the top leaders; When recruiting middle managers, the decision-making power in the hands of the direct employing department is greater (58.438+0%); In the recruitment process of general employees, it is also the direct employing department (80.43%) that has the right to speak. Although the human resources department is more or less involved in the recruitment at every level, it is still not the final decider.

According to industry insiders, the hr department has almost no decisive role in the entry of senior managers. This shows that the recognition of hr by Chinese enterprises has not reached the ideal level, and the title of strategic partner of high-level enterprises is only an idea for human resources practitioners.

However, when the reporter interviewed some hr, he also heard the opposite voice. Kevin, consultant of Hengdao Xinli human resources platform, said that the CEO of ge gave hr a lot of power and hr had a "one-vote veto". Although there are few such companies at present, in most companies, the role played by hr actually has half the decision-making power. After all, all employees who enter the company are stuck in the first level.

Experience and knowledge interviews are the most popular.

What is the usual way for enterprises to inspect talents? The survey shows that when evaluating top managers, 74.04% enterprises choose empirical interviews, 56.38% enterprises choose to investigate their backgrounds, and another 43.62% enterprises choose to take knowledge tests.

When selecting middle managers, as many as 83. 19% enterprises use empirical interviews, 56. 17% enterprises choose knowledge tests, and 42. 13% enterprises investigate their backgrounds.

Among the ordinary employees recruited, 77.02% enterprises conducted empirical interviews, 64.47% enterprises chose knowledge tests, and 20.43% enterprises investigated the background.

It can be seen that when selecting talents, enterprises value past work experience most, and regard past experience as an important factor to evaluate whether candidates are qualified for new jobs. Most enterprises also attach great importance to the degree of knowledge mastery. The more ordinary employees, the more they attach importance to their own knowledge and ability-in addition to professional knowledge, they also have the ability to use language, graphics, analysis and statistics, learning and so on. However, the survey also shows that at present, enterprises in China pay little attention to the psychological test of employees. In the selection of management, less than one-third of the candidates are given psychological tests, and only 18 is given to ordinary employees. Enterprises do not have a complete testing system when selecting candidates, which is a common problem in enterprise recruitment at present.