Why don't Internet companies like to recruit novices? What is the reason?

From the perspective of product research and development, Internet companies usually choose the rapid iteration method, which requires developers to have certain work experience, be able to get started quickly and have strong endurance, and is not suitable for novices, but it does not mean that novices are not needed at all. As a long-term development trend of enterprises, they must consider the staff reserve, and usually need to consider the staff cost and ladder development trend. Therefore, it depends on the fit between the enterprise and itself. If you are willing to develop in this field, you can look at more opportunities, because every old wet machine is also a novice.

Most of the professional skills necessary for Internet technology are related to work experience. As a person who has never given a speech, he will be anxious and make a slip of the tongue for the first time. The same is true for the development and design of Internet technology. There are many holes in the development and design of the program. If you have not stepped on the pit, it is very easy to make mistakes, and problems will cause damage to the enterprise. Most novices can't reach their best immediately, so they must be brought by old employees. That's equivalent to the labor cost and capital investment of two people, and it can't guarantee the income level of novices. This is a matter that requires capital investment and is very risky. Therefore, internet companies generally don't want to recruit novices too much.

The compensation cost for novices is relatively high. Because enterprises have to spend time and energy to shape novices. The economic cost of novices is high. Beginners must spend a lot of time studying and training in order to be competent. Generally, small companies don't have so many economic costs to spend. The running-in period is much worse than that of skilled people. Generally speaking, Internet companies are reluctant to recruit novices, and large enterprises will reserve some qualified people who want to develop learning and training. As the speed of intelligent technology is getting faster and faster, some companies have grown stronger. More and more people are employed, but their demand has not decreased with intelligent technology. Except for some jobs in processing factories, companies and units with poor natural environment, young people are unwilling to do it. Can't recruit, only to raise the age to fill the shortage of manpower.

Then some factories will mix old and new. Reduce the quality risk caused by employee outflow. Then take our own factory as an example: the processing factory is very personalized in this respect. In order to better improve the employment opportunities of workers in Hunan, operators recruit vehicles under the age of 50 to produce a series of products. Electronic devices business department recruits people under 45 years old. But now I'm only under 45. Although some operators have gone in, they have also given you the greatest opportunity to pass a period of study and training, on-site test and election according to the natural environment and other comprehensive regulations of the business department of the enterprise. There are many jobs that can pass the exam and get better self-recognition.

Conclusion: It is really unscientific to limit the age below 35, and it must be further improved. At the same time, many people are around the age of 35, so unless the company goes bankrupt, they don't have to jump ship casually. Second, strong working ability. You can find a higher and stronger job. Instead, do all the work safely and steadily. In the IT industry, not to mention the lucky 35-year-olds, those who are waiting for jobs will also be laid off. The main reason is high labor efficiency. People over 35 have to take care of their families, which 996 can't afford. Compared with young people, they can work overtime and have strong self-study ability. At the age of 35, if you haven't secured an executive, it won't be easy to find a job if you are unemployed.

In the final analysis, it is related to the supply and demand of the sales market. After so many years of efficient enrollment expansion, the number of college graduates has increased from 65,438+829,800 in 0998 to 8.74 million in 2020. For the company, it can find better candidates at a lower price, which can provide the company with higher charm. Therefore, it must choose young people. Unless the technical or management level is very good, the age is not limited, and the management of the chief engineer is guaranteed. In some areas, companies that can't give high salaries and have no advantages don't have such high age regulations. For example, security guards, large and medium-sized companies or high-end residential areas, with a salary of 5-6 thousand, recruit young people. And some small and medium-sized enterprises earn 2-3 thousand yuan as porters, most of whom are recruited from 50-60 years old.