How about recruiting students from campus to China Railway in autumn? Is the interview success rate high?

It is a good choice, and the interview success rate is high.

China construction can consider one, three and eight innings. Yan Santu said that if one must be selected from the construction unit.

First of all, I have never been to these construction units. My postgraduate major belongs to the end of engineering, and it doesn't fit well with China Construction (I think the fit is very low). I initially considered China Construction because my major was too marginal to get a job.

First of all, I tried it in 138, and the domestic salary was the highest 12K(6K salary +6K expatriate allowance, going to Shanghai). If I am interested in going to Africa and Southeast Asia to give more, my roommate said that he claimed to be one million yuan in three years and he came back to promote the middle level. I don't know if it is, but it shouldn't be too bad. My roommate's undergraduate classmates are well-informed in all bureaus.

Let's talk about the success rate of the interview first. According to my interview, girls are basically 100% cool if they are not in finance, and boys can basically go to other classrooms to talk about treatment if their majors are not too outrageous (biology and the like). Engineering boys were completely robbed by several bureaus.

But in the end, I thought about my situation and my roommate's dissuasion. I didn't go. My present job is pitiful, but I keep my hair. If you are interested in civil engineering, you can try real estate and other enterprises of Party A, but the competition will be extremely fierce. If you are willing to go all out, going to Africa for three years is also a good choice.

Many small and medium-sized enterprises think that "campus recruitment is a matter for large enterprises, and all we want are experienced talents." When they come, they can start work immediately without training and make achievements soon. " This idea is particularly common in small and medium-sized enterprises that are in their infancy and have not yet passed the crisis of survival, and it is also reasonable to some extent.

However, when enterprises enter the stage of rapid growth and stable development, the demand for employees has shifted from experienced talents to those who pursue innovation, learning and change. Because of their "plasticity" and "pioneering spirit", fresh graduates coincide with the "* * * common growth" that enterprises hope.

At this time, the use of campus recruitment can introduce "fresh blood", maintain the vitality of the organization, and also expand the visibility of enterprises and increase the development opportunities of enterprises.

Of course, it is difficult for small and medium-sized enterprises to compete with well-known enterprises because of imperfect training mechanism, uncompetitive salary and benefits and low brand awareness. Therefore, in campus recruitment, in addition to emphasizing the differentiated advantages such as good development prospects of enterprises and huge room for employees to grow, we should also make more efforts in the form and timing of recruitment to avoid "collision" with large enterprises as much as possible.

Because campus recruitment activities have the dual functions of recruitment and corporate brand marketing, some enterprises take advantage of this "kill two birds with one stone" opportunity and spend a lot of money and energy to promote their own enterprises, making students feel that enterprises are just advertising in the name of recruitment and are "putting on a show".

To this end, the Ministry of Personnel has also clearly stipulated that it is strictly forbidden for enterprises to "only recruit but not hire". Therefore, how to balance recruitment and marketing and control the "degree" in recruitment is another key to do a good job in campus recruitment, otherwise it will be labeled as a "super liar", which is counterproductive.