What are the hidden rules in recruitment?

"Unspoken rules" are relative to "meta-rules" and "explicit rules". As the name suggests, it is a rule that is invisible, not explicitly stipulated in the text, and established by convention, but it is widely recognized, actually effective, and people must "follow" it. Regarding the workplace, Zinoxin Career Consultants believes that the so-called "hidden rules" are "the rules that are hidden under the formal rules but actually govern the operation of China's workplace."

Unspoken rule 1: There is a difference between inside and outside - grass-roots employees are hired externally, and managers are recruited internally

Respectively, 35% of corporate senior managers and 43% of corporate middle-level managers come from External recruitment; correspondingly, 81% of general employees of companies are recruited from outside, and only 19% of general employees of companies enter the company through non-external recruitment channels. It can be seen that in the selection of personnel for various management positions in the enterprise, there are fewer "airborne" external ones. Job seekers should not frequently change jobs between companies in the hope of higher positions. They should try to start from the grassroots level in the same company and work through their own experience. Ability and effort to gain opportunities for advancement.

Unspoken rule 2: Know the basics - employee recommendations have high credibility

Most of the recruitment of employees at all levels of the company is based on the Internet, and headhunting companies mainly find appropriate senior management for the company. Talent. Traditional newspaper recruitment advertisements do not have advantages in cost, effectiveness, feedback, etc., so many companies do not use this as their first choice. It is worth noting that companies believe that candidates recommended by employees or acquaintances are more credible, and this recruitment method is also relatively popular at present. Job fairs are also an important form of corporate recruitment.

Liang Peijie, deputy manager of the human resources department of China State Construction International Construction Company, confirmed to reporters that "our company's external recruitment channels, in order of frequency of use, are the Internet, recommendations from employees/acquaintances, and job fairs."

Unspoken rule 3: It is difficult for foreign monks to recite sutras - companies mainly recruit local people

More than half of the companies can look at the country and even recruit senior managers globally, but The number of cross-regional recruitment of middle managers and ordinary employees is less than 50%. This shows that at present, my country's enterprises have serious regional differences in employment. Some national and local policies and regulations also limit the scope of corporate recruitment. Regarding this issue, Liang Peijie said, "It used to be, and now it is basically no longer strictly restricted, but the locals definitely account for the majority."

Unspoken rule 4: Older people are still hotter - experience and knowledge Examinations are valued

When companies select talents, the most important thing is work experience. Most companies also attach great importance to the applicant's mastery of knowledge, and the more ordinary employees are, the more they pay attention to the knowledge test. When companies select candidates, they do not have a relatively complete testing system and are rather arbitrary. Companies also pay special attention to the various backgrounds of applicants, especially for senior managers. More than half of companies will check their backgrounds. The qualities that companies value most in applicants are: professional skills (80%), work experience (80%), work attitude (70%), educational background (48%), loyalty (46%), and professional ethics (34 %), age (20%) and gender (8%).

Unspoken rule 5: The final decision is not final - whether to give an offer or not, human resources cannot decide.

The company’s top leaders play a decisive role in the recruitment of senior managers. , The senior leaders in charge of human resources have a greater influence on whether the middle-level managers of the enterprise are hired. The hiring of ordinary employees is mainly decided by the employing department and the human resources department.

For candidates who are not hired, companies generally save the resumes of potential candidates. "We will keep the resumes of potential people, but generally no more than six months." Liang Peijie said.

The survey also shows that most companies are able to select employees who are qualified for a certain position during the interview process, and more than half of the new employees can successfully pass the probation period and be officially hired by the company.

Unspoken rule 6: There are too many monks and too little food—the recruitment pass rate of foreign-funded enterprises is low

For the recruitment of general employees, state-owned enterprises have greater freedom, and some positions are selected within a small range. , some positions are selected from a considerable number of candidates. In foreign-funded enterprises, the competition for grassroots positions is very fierce, and recruiters can even choose from more than 50 applicants.

In state-owned enterprises, the source of candidates for senior management positions is relatively single and the number is small; in private and private enterprises, selection is more often between 3 to 10 candidates; in foreign-funded enterprises The personnel screening process is relatively mature and the operation process is relatively complicated. Usually, you can choose from a few to dozens of candidates, and the recruitment pass rate is generally low.