The unit agrees to apply for letter of introduction format.

A unit agreed to apply for a letter of introduction.

Xxx, ID number: XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

Xxxxxxxxx company official seal

Xxxx，xxxx，xx，xx

The second unit agreed to apply for a letter of introduction.

Xxx, ID number: XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX

Official Seal of xxxxxxx Town Government (or Party Committee)

Xxxx，xxxx，xx，xx

Three units agreed to apply for a letter of introduction

______________:

_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

_ _ _ _ official seal of the company

Xx，xx，XX，XX

Chapter IV Extended Reading

Several misunderstandings in unit recruitment 1, paying too much attention to academic qualifications and ignoring the ability of candidates.

As long as you look at the job advertisements, almost all the job advertisements have academic qualifications (to be honest, under the exam-oriented education system, people with academic qualifications are really not very capable! )。 This makes it easy to eliminate those who have the ability and no education. I once met a man who didn't graduate from primary school, but he can not only be a mechanic, but also design and independently complete the design, installation and acceptance of large equipment. Some even have an unreasonable fascination with academic qualifications, desperately pursuing high academic qualifications, and even ordinary operators require technical secondary school education or above! It can be said that it is a waste of resources, and it can also be said that it is a kind of discrimination. But it doesn't mean that you don't talk about academic qualifications at all. Recruiters need to be able to identify candidates, not subject to academic qualifications.

2. Pay too much attention to experience and ignore the potential of candidates.

Some enterprises always want to start working right away, so they require candidates to have work experience and turn away some potential candidates who have just left school (saying that you have no experience), which is not only a kind of discrimination, but also narrows the choice of enterprises. In fact, in the long run, human potential is more important than experience, and experience only represents the past, and the future of potential is reflected (as for how to examine the potential of candidates, it is HR's responsibility)! Experience is also very important for enterprises, but don't blindly pursue one person's experience (I think recruiters in enterprises must have seen the phenomenon of fraudulent experience in resumes). It is more important for enterprises to find potential people than those with experience and no potential! This is also one of the places that reflect the value of human resource management.

3, too much emphasis on professionalism, considering too few skills.

In particular, some state-owned enterprises require that majors must match, and less consideration is given to the skills and interests of candidates. For some technical ones, professional requirements should be considered. However, due to various reasons, some people are forced to study a major they don't like, and it may be that their skills are not in the major (especially some' candidates' with work experience). If they overemphasize their professional counterparts, they may lose a talent. A friend of the author once worked as the director of the general manager's office in a state-owned enterprise for nearly a year. As soon as I heard that he studied mechanics, I asked him to design in the design department. As a result, he chose to leave because his interests and hobbies were not mechanical design. Therefore, we should also consider whether the recruitment is professional, but it should not be too rigid. It is necessary to decide whether to hire according to the actual situation of the candidate.

4. only pay attention to recruiting people, regardless of candidates.

Some enterprises are always in a state of shortage of human resources while recruiting people. One of the reasons is that they don't care enough about the new recruits. Anyone who enters an enterprise for the first time has an adaptation problem, and needs to adapt to corporate culture, rules and regulations, work style, interpersonal relationship, hardware and so on. If they can't adapt, it should be difficult to keep people. Therefore, caring, helping and following up should be a part of human resource management after people are recruited into the enterprise. Of course, we should follow up selectively, otherwise the workload is very heavy.

5, the pursuit of high education, less consideration of matching.

Some enterprises desperately pursue high education, often requiring graduate education or above! In human resource management, we should choose the right person to do the right job. It is not that the higher the education, the better. The key is matching. Otherwise, it is a waste not only for enterprises, but also for candidates. A good horse can take risks, farming is not as good as raising cattle.