Is there a big difference between pushing your resume internally and voting by yourself?

Senior human resources product manager.

In the past 15 years of HR work experience,

Receiving an introverted resume is neither young nor old.

It should be said that in the case of meeting the requirements of the recruitment position,

Insert resumes and resumes submitted by job seekers,

There is still a big difference.

Why do you want to emphasize that under the condition of meeting the job requirements?

If the inferred resume does not meet the requirements of the position,

Then the result is basically the same, that is, elimination.

Under the same conditions of meeting the post requirements,

What's the difference between submitting a resume and pushing it? In the process of submitting your resume,

Often see,

The system feedback that your resume has been marked as meeting the job requirements,

But I can't wait for the interview invitation call.

Because there are too many distributors like you who meet the job requirements.

Chances are, you won't get an interview at all.

Infer your resume,

Most of them can get the priority of the interview.

I was recommended today and may be able to attend the interview tomorrow.

In recruitment and job hunting,

An inferred resume,

You can often get the benefit of simplifying the recruitment process.

Normal recruitment,

Need initial test, second test, written test and various tests.

Infer your resume,

Many times, you can enter the "green channel" of recruitment.

The initial test was simple,

On-site arrangement for the second interview (don't go back and wait for the notice)

Aside from other connections,

The interview alone can save you a lot of waiting time.

Under the same conditions,

Employers generally give priority to internal candidates.

It goes without saying,

Unless the referee has a deep hatred with HR or the head of the employment department.

There are also some companies,

In different situations,

Perhaps internal promotion candidates will still be given priority.

For example, the ability is slightly worse than other candidates, the salary is slightly higher than other candidates, and the education is slightly lower than other candidates. ...

In short, as long as the difference is not too obvious,

Extrapolated candidates always get a certain priority.

In general,

The salary of the employer has certain flexibility.

In other words, the salary of the recruitment position is not static.

Is a range, not a fixed value.

Then in this case,

Whether the salary of job seekers is slightly higher or lower,

It is often between the thoughts of HR or the leaders of the employing department.

In this way, once the candidate is hired,

It is very likely that you can get a higher salary.

As the saying goes, "Some people in the DPRK are easy to handle affairs",

Interpolation recovery,

Is to follow such a truth.

As mentioned above,

It still belongs to a normal logic.

Some enterprises,

Interpersonal relationships are complicated,

Resume recommended by the leader,

Often regardless of the willy-nilly,

I was hired.

Employees with bad interpersonal relationships,

Recommend a resume,

Like it or not,

All were rejected.

……

All kinds of situations can happen.

In the process of job hunting,

If you want to get a good position and salary smoothly,

Don't forget to make full use of the network resources around you.

Sometimes,

Maybe this is a suggestion,

Let your career change dramatically.

Everyone is more interested in the situation listed by Brother Chat above.

Agree or disagree,

Let's discuss it together!

I'm brother Chat,

Senior human resources product manager.

More dry goods in the workplace are waiting for you!

I promise/I promise

Every article, every question and answer,

It's all true.

Every year, fresh graduates often hear the word "introversion" when looking for a job, including in the process of looking for an internship. So, what is the difference between introversion and self-delivery? Today the monk will tell you:

First, what is interpolation? Internal recommendation refers to internal recommendation, which refers to recommending your resume directly to HR and even the business department through the employee relationship of the company. Is a normal recruitment method, suitable for recruitment from interns to full-time. Part of the internal promotion will also be used for private recruitment, which means that some positions will only be obtained through internal recommendation.

The employing department will give priority to those who are promoted internally, which can greatly shorten the application process and have a high success rate. This is a good channel.

2. What's the difference between introversion and resume submission? Normal delivery of resumes, usually through the Internet and other channels, will send your resume to HR email or other channels. HR will conduct multiple rounds of screening, then make an interview invitation, and then enter the normal recruitment process of the enterprise, including written test, group meeting, one-sided and other rounds.

However, the internal relationship is that resumes are sent directly to HR or business departments, and the employing department will give priority to those who have been promoted, and suitable students will directly enter the interview process, thus avoiding a long screening process. By extrapolation, online application screening, written test screening and even previous rounds of interview screening can be avoided, which reduces the waiting cost of candidates.

3. Is interpolation omnipotent? No, introversion doesn't necessarily work, because it just helps you bypass some links, but the bigger the company, the more complicated the recruitment process, and more importantly, the key to success lies in you personally. Moreover, some companies use introversion as a means of publicity. In fact, there is little difference in the operation process of HR, so the key for students is the quality and personal ability of their resumes. Because introversion is also a two-way process, it can also reduce the trust risk of the person who helps you introvert.

Fourth, how to get interpolation? For example, you can ask seniors in the enterprise, or your own professional teachers and so on. Find references through various channels and help you advance after gaining the trust of references. Of course, there are many different processes in internship, school recruitment and social recruitment, which are different according to different companies.

Either way, I hope everyone can enter their favorite company as soon as possible!

To find an internship, you can go to the leading internship recruitment platform in China-the internship monk.

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The company almost missed a talent because of the mistake of the personnel assistant. Fortunately, the job seeker sent an email to the R&D vice president of the company to introduce himself, and then the R&D vice president pushed his resume to me. After passing the interview, the job seeker successfully entered the company and is now the deputy director of R&D department.

I am in charge of human resources in the company, and there are many modules in human resources. I have done recruitment and training, so sometimes I am too busy. The leader recruited an assistant for me, and I handed over the job of screening resumes to the assistant. She first screened out some qualified resumes, and then I chose the right one to confirm the interview.

One day two years ago, Vice President R&D suddenly called me and asked me to go to his office. After I went, he gave me a resume for me to look at.

I looked at the general situation, and it was a software development position. This is indeed what our company is recruiting. Then I looked at the education, major and previous work experience, all of which met the requirements of the company. Moreover, he has worked in ZTE and Huawei before, which is what we value very much.

I am relieved, because I am most afraid that the leader will push me a resume that does not meet the requirements, so that when I go to the general manager for approval, I will be asked by the general manager, and it will be more troublesome to set a salary for such unqualified people.

But before I came to my senses, Vice President R&D asked me a slightly reproachful question: How do you work? This man sent me an email saying that he had sent his resume to the company email for a month, but he didn't reply. Later, he found my mailbox and sent me an email. We are short of people in R&D, and you always say that you can't find the right one. Now that you have the right resume, you don't know what you are doing all day.

I was surprised at what the vice president said. Has this person submitted a resume before? I don't remember at all. I'm sure I haven't seen this resume, otherwise I would at least call and ask. Direct elimination is impossible.

I told the vice president that I really haven't read this resume. I will check the situation and contact this person as soon as possible, and then arrange the next interview.

After returning to the office, I first went to the company mailbox and read all the resumes of the past month. Sure enough, I found this person's resume, which was indeed submitted a month ago. I called my assistant and asked her what was going on. How did you choose your resume?

The assistant looked at it and said that she saw this resume and she was eliminated. She doesn't think it's appropriate.

I asked her what was wrong. She said that people who used to work at Huawei earned an annual salary of 450,000 plus bonuses. Our company has only recruited one R&D director with an annual salary of only 250,000. How can people come? This should have been put in when he submitted his resume at Haitou. So the assistant was eliminated directly, leaving his resume behind.

Then I looked at my resume in detail. Indeed, as she said, this person has really good work experience and the salary is ok. Why did he come to our company with a pay cut? So she also has her reasons, and this idea can also be explained.

However, since he managed to find someone to find our R&D vice president and sent him a resume, indicating that he still attaches importance to this position and his willingness to come to our company is still strong, so I called him with questions.

He is still very kind. He told me that he did want to come to our company for some reasons, and he could explain it, and then said that he hoped to have an interview.

Since he said so, and Vice President R&D attached great importance to him, I asked him to have an interview the next day to get to know him better and talk with him.

The next day, I made an appointment with the director of R&D department, the vice president of R&D and me, and had an interview with him. I am mainly responsible for understanding his basic situation, as well as the reasons for leaving and the motivation for joining. The specific technical content was inspected by two R&D leaders.

The interview went well, and he was really familiar with the technology. The two leaders are also very satisfied and interested in him. They told me to keep him as much as possible, and the salary could be appropriately relaxed within the original salary range. If it is difficult to apply to the general manager, the vice president of R&D will report to the general manager.

Then there was my interview with him. In the process of communication, I realized his difficulties and the reasons for his salary reduction and job hopping.

After graduation, he worked in three companies, the first one is unfamiliar to me, the second one is ZTE, and the third one is Huawei. At present, I have worked in Huawei for four years, with an annual salary of 45w plus bonus. He is 33 years old and his career is booming.

However, his child was born last year. His wife was at home with the children. This year, his wife was in poor health and was hospitalized for some reasons. His mother came to help with the children. Later, the relationship between mother-in-law and daughter-in-law was not very good, and there was always conflict.

His own work is very busy, and he has to work overtime until late every day before coming home. His work pressure is already great, and he has to deal with family conflicts when he goes home. He is really tired.

In desperation, he plans to jump ship and find a slightly relaxed job. It is best not to work overtime, or he can work overtime properly in an emergency, so that he can have more time to take care of his family, and it doesn't matter if his salary is reduced.

Then his family lived not far from the company and learned about our company from friends. He didn't work much overtime, and his salary and benefits were not as good as before, but it was ok. Moreover, he just recruited the position and sent us a resume, but after waiting for an interview notice for a month, he found the email address of the vice president of R&D through a friend and took the liberty to send an email to the leader.

At this point, I have a general understanding of his job-hopping reasons and past experience, and then I will talk to him about salary. Then I said that the salary range set by the company before was 25w annual salary plus year-end bonus, which may still have a certain gap with his previous treatment. I wonder if he can accept it. He said it was a little low. I hope I can help him fight for it again. I said that this can only be decided after asking the leader, let him go back and wait for news first, and I will give him an answer within 3 days.

Then I communicated with the vice president of R&D. The vice president said that he wanted this person very much, and his technical ability could help the company. Then I went to the general manager with the vice president and finally gave him an annual salary of 300 thousand. After that, we will see his performance. If he is really capable, he can go up again.

Later, I called him to communicate this matter, and then he agreed, but he had one condition, saying that he would say hello to the vice president of R&D, and he would try his best to do his best during working hours, but he hoped not to work overtime after work. He has a special situation in the last year or two and needs to take care of his family.

The leader also agreed, so in the end he successfully joined the job. It's been two years now, and this colleague has really demonstrated his ability. Now he has been promoted to deputy director of R&D, and his annual salary has risen to 450,000 yuan. The vice president of R&D is also very optimistic about him, and there is still room for his development in the future.

Moreover, in the past two years, he has handled family conflicts well. The child is over 3 years old, and his family relationship is harmonious, so he has more time and energy to work.

I think I almost missed this talent because of the negligence of the recruitment assistant. This is really a little scary. Fortunately, he recruited a person to promote him. This person is the vice president of our R&D, so I didn't miss it.

I have been engaged in human resource management for more than ten years, and I have received countless resumes, some from the company official website, some from the recruitment platform, and some directly from my mailbox. Of course, some of them were forwarded to me by colleagues or leaders through internal push. I think there is still a difference between introversion and self-submitted resume.

1. Conceptual aspects

Introductory resume refers to recommending resumes to the leaders of human resources departments or business departments through people inside the company, such as ordinary employees, core talents or leaders.

Submitting your resume by yourself means submitting your resume through the company website, recruitment platform or hr mailbox.

2. Reaction efficiency.

Introverts can get a quick reply because they are recommended by familiar people. Even if hr can't decide whether to interview at the moment, it will reply to you as soon as possible. If hr forgets, acquaintances can help you rush it, so the reply efficiency is very high, and you can get a reply whether it is appropriate or not.

When submitting your resume, you need to wait for hr to take the initiative to contact you, which usually takes a long time. Because hr who specializes in recruitment has to read a lot of resumes every day, it is impossible to reply to you immediately when you see the right one. Usually you concentrate on preparing a lot of resumes and then call back one by one. Sometimes you may have to wait two or three days when you are busy at work. When you encounter irresponsible hr, you may not be in your email for many days, and the reply efficiency is low.

3. feedback.

If the introvert is rejected, hr will explain the specific reasons to the referee, what is unqualified, let him know how to adjust, and sometimes know his own shortcomings.

If you submit your resume, if it is rejected and there is basically no reply, you will sink into the sea. You don't know why you don't meet the requirements.

4. The interview success rate.

If your basic requirements meet the job requirements, hr will generally give you an interview opportunity when facing the referee, and we will know whether it is appropriate after a specific chat.

If you submit it yourself, hr has several qualified resumes, you will choose the more suitable one, and you may be eliminated.

Therefore, the success rate of extrapolation interview is higher.

5. process.

Because the introducer is recommended by an acquaintance, I am familiar with the applicant and know some basic information. In some cases, they don't need to ask again, so the interview will be easier. And some interviews may have two rounds or more, which can simplify the interview together. You need to go through several rounds of interviews step by step, and then go back and wait for news.

Moreover, if you pass the interview, introverts will receive the news at the first time, and it will be more convenient to send out the employment notice and the entry process, and it will take a long time to submit your resume according to the normal process.

Many large companies will encourage employees to push inward, because those who push inward will be more suitable for the position, the candidates will be more accurate, and the working hours of hr will be saved. If the recommendation is successful, the company will also reward the recommender. At present, many companies will adopt the form of internal recruitment.

But extrapolation is not everything, but the success rate will be greater. Moreover, if an acquaintance helps you promote yourself, your work performance will also have an impact on this acquaintance after you successfully enter the company. If you behave well, others will praise him as Bole, and if you behave badly, others will also say that he has a bad eye, which will affect your relationship with him.

Therefore, we must pay attention to recommending the right person, that is, matching people with posts, not just because friends or relatives are bad for the company, employees and individuals.

There is still a big difference between pushing your resume internally and submitting your own resume. If you want to find a good job and are interested in a company, you can find someone who is familiar with this company and ask him to recommend it to you internally. The success rate will increase. Even if the conditions are not met, at least you know where you are. You can work hard in this direction in the future.

If you don't get a reply to your resume, you can also take the initiative to call the company to contact hr to inquire about the progress. Generally, hr will leave a deep impression on you after receiving the call, and will give you a clear answer, whether it is appropriate or not. Sometimes you may get a job opportunity because of a phone call.

Whether you push your resume internally or submit it yourself, the most fundamental thing is your ability. Both of them can help you find a job if you have enough ability. If you don't have enough ability, you can't push it. Therefore, as a professional, improving one's ability is the key.

If you sit in front of the computer and watch Jacky Cheung's concert, is it as difficult for you to find Jacky Cheung under the stage as it is for you to find a Zhang San? It's different.

Sometimes it is a question whether our own resume can be seen by HR, especially in the face of particularly popular recruitment. Maybe your resume is only one in a thousand, and it may not help much if HR colleagues print it out and put it in front of HR at this time, but what is certain is that HR will definitely take a look at this resume. After all, in the case of extrapolation, HR will consider the factors of colleagues to have a look.

If your submitted resume is taken away by HR and another pushed resume is taken away by HR, then you may be informed of the interview. If the interview performance is very different, it goes without saying. And if the interview performance is also quite good, this time is worth pondering.

If HR is an absolutely rational person, he will make a comparative analysis of the two candidates in all aspects and make a key assessment of the recruitment needs of enterprises. But since the level is equal, it is naturally difficult to quickly distinguish who is more suitable. But we are all ordinary people. When the performance in the interview is equal, it means that the test scores are equal, so considering the stability of personnel and the harmony of the team, many people will naturally tend to choose the person who pushes inward. After all, colleagues pushing inward is equivalent to an extra layer of endorsement, and familiar people are relatively less risky after all. However, it is really not possible to accurately evaluate all aspects of candidates in an interview.

In the face of this situation, there is no need to be too entangled. If you have the opportunity to advance, you will decisively choose to advance. If you don't have the opportunity to advance, you will try to express yourself. Playing the cards well in your hand means doing your best.

I just pushed a resume to my colleague this afternoon, which was delivered directly by my friend to the other general manager.

My friend said to me after receiving my resume, let your colleagues add this WeChat, general manager, and let them communicate directly.

Colleagues were particularly shocked and said to me, so soon?

I said, yes, you know the company, and quickly add the other party's WeChat.

Almost an hour later, my colleague told me that the other party called me and told me what their project was about. It doesn't feel very consistent with my basic situation. I haven't done it. The other party said that my resume meets their requirements and said that I would interview next week.

Pushing resumes internally has the following advantages over submitting resumes yourself:

First, let the resume go directly to the demand department.

The employing department can directly read the resume and hand it over to the boss after reading it. If the boss thinks it's ok, he will inform the human resources to arrange an interview.

Second, the whole process is more efficient and convenient, saving time for both parties.

Although the delivery company is a small company, it takes less than two hours from resume delivery to notification interview, which truly reflects efficiency.

Third, know yourself and yourself and increase mutual understanding.

If you push your resume internally, there will be credit endorsements from referees, and people who are particularly poor will definitely not be recommended, so the employer actually has a good impression on the referee, and you can also learn some basic information about the referee from the referee.

For the recommended person, you can also know the basic situation of the company, the matters needing attention in the interview and some introductions of the project by the recommender to increase the advantages of the interview.

Generally speaking, the efficiency and pass rate of introversion is much higher than that of self-submission. It is recommended to find someone to push your resume internally if possible.

Of course it's big. For example, my resume is like a green leather train, which is slow and has a bad experience. Internal resumes are like Fuxing high-speed rail, which is extremely fast.

HR receives countless resumes every day. Unless your resume is unique and bright, it is easy to sink into a sea of resumes and there is no interview opportunity.

However, introversion is different. Generally speaking, introverts will read their resumes carefully, and they will be given an interview as long as they meet the requirements.

Of course, who recommended it is very important. When recommended by ordinary employees, one interview opportunity is generally given priority, and others are basically treated equally; If recommended by middle managers, they must be given an interview opportunity and given priority; It's basically just a process to be recommended by the top management or the boss himself.

Of course, a few companies will impose relatively strict restrictions on internal promotion in order to prevent small groups. But most companies are still willing to give priority to recruiting internal employees.

Generally speaking, the best way for people over 35 to find jobs is to push inward, which is simple and quick.

I think the biggest difference between introversion and submitting your own resume may be: stay a few more seconds.

As we all know, the time for an HR to read a resume is about 3 minutes. In the case of school recruitment or batch recruitment, a resume stays for no more than 30 seconds (don't be superstitious about 3 seconds on the Internet, HR is not that strong). Faced with a strong workload, HR swept away the resumes submitted by many applicants for about 30 seconds.

However, if it is a resume pushed by internal employees, HR mainly reads the employee's resume through the corporate email or paper version, so it will not read the resume in batches, resulting in more operation steps for HR to read the resume. In the state of non-mechanical resume screening process, the speed of HR standard operating process will be reduced, which will also affect the screening time of each resume, that is, HR may read more resumes pushed internally.

If it is a resume recommended by ordinary employees of the company, it is the eyeball mentioned above that stays for a few more seconds. After check-in, the applicant's conditions will still be verified according to the company's employment standards.

If it is a resume recommended by a middle-level employee of the company, there may be another interview opportunity besides a few seconds of attention at this time. In order not to offend people, HR invited to have a look. Whether it is appropriate or not is not up to HR alone, and the employing department also has a say. If it is not suitable, it may be considered inappropriate by the employing department.

Human society is an unavoidable fact, but many times we don't want to believe in its existence, thinking that hard work is enough.

The difference is too big. If you push your resume internally, congratulations on at least half your success, because you have two advantages over those who submit your own resume.

Advantages 1

The people who can extrapolate resumes must be employees inside the company. These internal employees are also recruited by the company after thousands of selections, which is recognized by the company. In addition, they have worked in the company for a period of time, and the company knows them better. The people they recommend are easy to get a good impression.

Advantage two

There are two ways for companies to recruit new employees, one is online public recruitment, and the other is internal recommendation, especially internal recommendation. Online recruiters go through layers of screening and repeated comparison according to the process, and it takes a long time to get the opportunity of written test and interview, while internal recommendation is different. Once the recruiter approves the recommender, he will arrange a written test and interview soon.

abstract

After comparing the self-submitted resume with the self-submitted resume, it is found that the self-submitted resume has great advantages, saves time and is easier to succeed.

Judging from my recruitment experience, I think there is little difference between introversion and submitting my resume. Because it is only a method of enterprise recruitment, and the method can not determine the result, so it makes no difference whether it is internal promotion or self-submission. The key is to look at the ability of employees, and whether the ability of employees meets the requirements of enterprise recruitment positions. As long as people and posts can be matched, it is ok to push resumes internally or submit resumes yourself, and they can all be hired by enterprises. So I said that there is little difference between pushing my resume internally and submitting my own resume. The key is that your work ability is strong enough.

I really didn't understand the word "introversion" before I joined the work, and I didn't know it until I really stepped into the workplace and joined the work. To put it bluntly, introversion is a recruitment model that directly recommends someone's resume to HR and even the business department through the relationship between employees in the company. It is also a means of normal recruitment, but in many cases introversion has a certain incentive effect. Let's discuss the difference between introversion and resume submission:

The first point is to submit resumes normally, and generally apply for interview qualifications through online channels. After submitting your resume, HR in the company will screen out job seekers who meet the recruitment requirements of the company for interview invitation. Generally speaking, the process is quite troublesome and tedious. But the employees who are pushed in can avoid this very well. The company will give priority to the job seekers who are pushed in, and feel that it is appropriate to enter the next link, avoiding some screening processes in the middle. Moreover, in some cases, employees who are pushed in can avoid online application screening and written test screening, and may even avoid the previous rounds of screening directly. Is the time much shorter?

The second point is that some internal job fairs are used for private recruitment, which means that the recruitment of certain positions will not be disclosed through recruitment. Only the insiders know who the insiders recommend, and who may get the corresponding job opportunity. At this time, you won't get such an opportunity by submitting your resume yourself.

On the other hand, when any company recruits, job seekers submit a large number of resumes, and it is very likely that their resumes will be ignored in the process of screening, or HR will choose the better one in the face of so many resumes, which invisibly brings great pressure to its job search. As we said above, enterprises will give priority to employees who are pushed in, and there are very few resumes pushed in, which can completely avoid being ignored. At the same time, there are not many people competing with themselves, so the pressure is naturally less and the chances of success are much greater.

In fact, in comparison, the success rate of interviews is often much higher than the success rate of submitting resumes. But this is not absolute, and the final selection criteria are determined according to the ability and conditions of job seekers. Only through internal promotion can we open another channel for company recruitment and relieve the pressure of recruiting new employees.