Many companies like fresh graduates when recruiting. Why?

Many companies like fresh graduates when recruiting. Why?

As I have been HR for many years, I also gave her my own views on Amway.

First, fresh graduates are a blank sheet of paper, and enterprises can shape them independently

Many fields in the workplace actually like fresh graduates, such as several major state-owned commercial banks, and their new employees generally belong to school recruitment. Although the proportion of social recruitment has gradually increased over the years, it is still not popular. In addition, when I used to work in a state-owned enterprise, there were a lot of fresh graduates every year. Some people will feel that fresh graduates are young and inexperienced, and it is very expensive for enterprises to shape them. Why do they still like recruiting fresh graduates so much? I think it is precisely because they are a blank sheet of paper that managers like them so much.

a blank sheet of paper shows that it is easier to imprint the culture and art belonging to the enterprise itself on the thin paper, and the future development trend will be more competitive for the company. In many cases, the old employees and technical backbones of these companies have generally entered this enterprise after graduation, and it is not easy to resign casually without special circumstances. And the staff recruited by the society, especially those who bypass the trough several times, are not so reliable.

Second, the salary cost of fresh graduates is low

Another key reason why enterprises like recruiting fresh graduates is to consider it from the perspective of labor cost.

For example, an automation technology company must recruit a project engineer (non-technical backbone) from the sales market. After three years' work, the general salary is above 1, monthly salary. After that, the salary demand of a fresh undergraduate is likely to be only about half, and the two are related by multiples of three. Some people will feel that the monthly salary difference between 5, and 1, is not just 5,. Can it be said that enterprises will be reluctant to spend this money? The cost mentioned here is not only the salary gap, but also a series of labor costs such as personal social security and personal provident fund.

on the whole, the annual cost gap between them is not very big. Naturally, the boss and HR of the enterprise may not care that the training fee invested by the fresh graduates is also very large, which can offset the cost gap between them in other fields.

However, because it is difficult to quantify the molding cost and other costs are more visualized, managers are more inclined to recruit fresh graduates.

Third, the fresh graduates are more obedient to the management methods of the company.

Some time ago, a good friend I know who works in the middle and high level of the enterprise helped me complain that two novices A and B have recently come to their company. A is a veteran who has been in the workplace for five years, and B just graduated in 221.

both of them are new employees in his elite team, and employee A has been causing conflicts with him at work, and even will form a party in the elite team for selfish ends and try to play against the boss. And B is more obedient to his management methods, and most leading cadres do what they are assigned daily tasks, without bargaining.

This made a good friend feel very ups and downs, and frankly regretted that he accepted that old oil slick into the unit at that time, and it was not as clever as finding a fresh student himself. Although his ideas are extreme, not every social development worker with work experience does not listen to management methods, but such cases are also common.

for some leading cadres who lack management methods, if new employees don't need to help them deal with problems immediately, it is more in line with their feelings to recruit fresh graduates.