Why do many enterprises only recruit fresh graduates?

In fact, we often see that large state-owned enterprises and central enterprises often only recruit fresh graduates when recruiting, and rarely engage in social recruitment. This is very important. There are two reasons: First, the open recruitment you see, as long as the enterprises with fresh graduates generally have good benefits and large revenue scale, many people rob the enterprises they want to enter.

The second point: what you can't see still exists, but it is more internal recommendation, because there are not many skilled jobs in the market, and the recruitment needs are often solved by directly introducing their own employees. At the same time, we can also see a very important reason.

That is, they are central enterprises and state-owned enterprises, and they have to bear the responsibility of attracting outstanding graduates for the country. Every year, we see that this year is the most difficult year for employment, and these state-owned enterprises and central enterprises must help the whole country increase the employment rate. Therefore, when recruiting, they often have to recruit a large number of fresh graduates to help the country solve problems.

Therefore, we can often see that when they publish recruitment requirements, the job title is often called Guan Peisheng. Guan Peisheng means that our company does not need a position for the time being and needs to reserve some outstanding talents. When a position needs someone, let him go to the top, which actually confirms the point just now. They are not short of people for the time being, but mainly from the national level, in order to help the country solve the employment rate problem, it is necessary to.

Netizen 2:

Accurately speaking, only those central enterprises and state-owned enterprises with stable income, good welfare and decent standards, such as monopoly or semi-monopoly enterprises such as three major operators, four major banks and petroleum and petrochemical, will enjoy the treatment of being robbed by everyone, and only recruit fresh graduates. For example, in 20 18, the new graduates recruited by Sinopec 100000 are expected to find 4000 jobs, with an admission rate of 4%. Therefore, the written test can be conducted by the group, and the interview will be organized by each unit after the written test.

Only such units have the conditions and ability to carry out campus recruitment year after year and cultivate their own talent echelon. With the efforts of central enterprises, there are not so many fresh graduates chasing after them, so they are more eclectic in employing people. For example, China Railway Construction Co., Ltd. travels all the year round, mainly at the construction site:

Netizen 3:

Take the internal recruitment of State Grid Corporation as an example. For example, there is a vacancy for a director in the Information Department of Jiangsu Electric Power Company. The company will publish an internal recruitment notice on its website, stipulating that employees who meet certain standards such as education, working years, working hours at the grassroots level, annual performance and competition results can participate in the competition. No matter which city bureau you are from, you can sign up as long as you meet the requirements. And people outside the company, even NB, have no chance to participate in internal recruitment.

Let's talk about the open recruitment that the subject understands first. There are two ways, one is campus recruitment, which only recruits fresh graduates; The other is social recruitment, which recruits people with certain working years. On the one hand, state-owned enterprises and central enterprises only recruit fresh graduates because of policy needs; On the other hand, in the case of fierce competition, we must first set a "threshold" to filter some candidates. These enterprises are not only for profit, but also need to bear certain social responsibilities. Even if the economy is depressed, it is necessary to recruit a certain number of fresh graduates.

Even the children of leading relatives must go through the campus recruitment process. Generally speaking, there are two kinds of campus recruitment, one is written test+interview; The other one only needs to attend the interview, but in either case, it is not "going in without saying hello".

There has never been absolute fairness in the world. Comparatively speaking, examination is the fairest way of competition. If you only stare at other people's backgrounds and relationships and complain that God is unfair to you, it is likely that your life will be so mediocre. If you admit that you don't have such a natural advantage and rely on your own efforts, then others will get it through relationships, and you will do better than him by hard work. At any time, education and ability are hard currency in the job market.

Netizen 4:

First, it is based on policy and external environment considerations. Many state-owned enterprises have recruitment tasks and indicators every year, which can be regarded as measures to stabilize the country and promote the employment of college students to a certain extent. After all, the employment of college students is also a political task now, and major universities and local governments are very concerned about it.

The second is based on the needs of their own talents. Nowadays, state-owned enterprises also attach importance to talent development, especially good state-owned enterprises, many of which will build talent echelons and train backbone or management cadres behind them. At this time, the advantages of fresh graduates are reflected: 1. Less work experience, but less "pollution", just like a blank sheet of paper, with strong plasticity. On the contrary, many of those jobs are just like "old fritters", but they are not very popular; 2. The overall ability and quality of college students are actually very good, with strong learning ability and good comprehensive quality.

Third, it is based on the consideration of recruitment. The background of most college students is relatively simple. They have contacted a state-owned enterprise before. Because the nature of the company is sensitive, people who apply in the society need to pay special attention to their own background. Moreover, when recruiting on campus, you can attract many people with hard indicators such as school and education, which is less affected by various relationships, and it is relatively easier to find the person you really want to recruit.

Netizen 5:

There are two main reasons why state-owned enterprises and central enterprises don't want previous graduates: First, there are not enough jobs, and the competition among fresh graduates is so fierce. Plus the previous meeting is even more troublesome. After all, there are strong indicators to be completed! The second reason is that if students before the second year are still competing for opportunities with new students, it is basically the remaining crooked melons and dates, which are not worth recruiting.

There are indicators for school recruitment. Comparing the school recruiting of private enterprises and state-owned enterprises, we will find an interesting phenomenon. State-owned enterprises recruit students every year, not only with many recruitment times, but also with many people. Why? Is it because state-owned enterprises are short of people? Stop it, will the state-owned enterprise system be short of people? It is because state-owned enterprises are burdened with national employment promotion indicators every year. Anyone who has been to state-owned enterprises knows that besides technical posts and other positions, Guan Peisheng is the most recruited school recruit for state-owned enterprises. The fundamental reason is that, except for technical posts, those Guan Peisheng are not what state-owned enterprises need, just to accomplish the above tasks.

Netizen 6:

1, national index, not much to say.

2. Freshman is a blank paper with strong plasticity. And not contaminated with many social bad habits, not the kind of old oil employees.

3. Employees recruited by state-owned enterprises all start from the grassroots level. Grassroots work does not require high professionalism, graduates can be competent, and then learn slowly.

4. The low salary and busy work at the grass-roots level may not be what a person who has been in society for several years is willing to do.

5. Private enterprises mainly consider high-level recruitment. State-owned enterprises generally have a history of dozens or hundreds of years, so it is not necessary to recruit people immediately, but to consider the longer term. In this way, the age structure of the enterprise will be more reasonable, and there will be no faults in the future.