Is NGO recruitment really necessary?

I have always been keen on NGO work. In the past six or seven years, I have not only met people from different life groups, but also increased my understanding of life and society. For these reasons, I prefer to find a competent job in an NGO. However, when I recently browsed the job recruitment information of NGOs, I gradually became a little disappointed and even suspicious of NGOs. I wonder if I can really continue in the NGO circle. I believe many people like me have had this idea. Let me briefly talk about my views on NGO recruitment, which is only my personal understanding. Please forgive me if there is anything wrong. 1. English recruitment information. When I opened a job advertisement, I was overwhelmed by English. To my surprise, what kind of organization is this? Are they going to hire China people or foreigners? It is not difficult for me to read English recruitment information. After reading it for a long time, it is difficult to express the same meaning in English, nor can I clearly express my work content, values and institutional vision. Some organization leaders copied and pasted the recruitment information of other organizations in English, which made me think it was a subordinate branch of an organization. In fact, in my opinion, it is most important for China people to know and understand the relevant information of the organization if recruiting China employees. Using Chinese to express the organization's information and clear language can not only make your organization better promoted in China, but also allow more applicants with the same purpose to apply, thus reducing brain drain and improving the accuracy of recruitment. As an application condition, English can be used to identify or evaluate the level of candidates in the process of submitting resumes or interviews. Second, the salary is negotiable. Salary is negotiable, which is a very empty word. Each organization will have a relative cost framework and expenditure ratio according to its own financing level and work content. How much salary the organization can give to the recruitment position should be psychologically known. Instead of writing salary negotiable, it is better to directly tell the candidate the salary level that can be offered. When the organization spends a lot of time filling in recruitment information, screening resumes, interviewing and other processes, when the salary is not satisfied, the recruitment fails. This kind of failure is not only the inability to find the people who need it, but also the increase in the labor cost of the organization that cannot make ends meet. There are many people who sign up, in fact, they all have an idea. They may not only pay attention to the salary level, but also pay more attention to the work content, support groups, geographical location, development space and so on if they really want to work for NGOs. Third, education is not everything. If you browse the recruitment information of NGOs frequently, you will find a problem. Many organizations release the recruitment information of the same position three or four months or even less after releasing the information. It shows that the last intern in this institution failed the probation period. There are two main reasons for being dismissed for failing to pass the probation period: one is lack of working ability, and the other is personality defect. If the personality defect is caused by the applicant's own problems, then the lack of work ability is caused by the employer's failure to find the right reason. In many institutions, the recruitment information is the minimum education, undergraduate or graduate, ignoring the work experience of the candidates. Institutions that blindly pursue high education believe that high education means high morality, high literacy and high spirit. They expect people with these three highs to pursue a higher spiritual realm than applicants with low academic qualifications. In fact, education does not represent a person's spiritual pursuit and literacy connotation. Therefore, many high-level spiritual pursuers with university degrees have lost opportunities, which is a missed opportunity for the organization. This is a pity. Fourth, the spirit of NGO is here, and there is a third extension. When an organization receives information from an applicant, it is very important to distinguish whether the applicant has the spirit of NGO. How to distinguish the spirit of NGOs? The most straightforward expression is their work experience. What kind of volunteer activities have you participated in, work experience in NGO organizations, etc. In addition, the identification method is the applicant's understanding of social issues and NGO work. Perhaps we can talk about how to carry out and carry out a social assistance problem, which can help employers understand the applicant's NGO spirit. Please forgive my superficial remarks above. I also wish more people who are enthusiastic about NGO work can find your position.