Is "online application" useless for fresh graduates to find a job?

Is "online application" useless for fresh graduates to apply for jobs?

?I almost always get rejected when applying online! But I got almost no response, which was so confusing! ?Li Shufeng has a lot of well-known schools, excellent grades, outstanding performance in clubs, and rich internship experience. However, so far, she has submitted at least fifty or sixty resumes online and has only received one written test notice. ?The other dozen written examination opportunities were obtained through submitting resumes at campus job fairs. ?Li Shufeng said. She still has the most chances to take the written exam in the dormitory.

Li Shufeng is not the only one who is so confused. One article was titled "Is Online Application Reliable?" "The post even became the "Today's Top Ten" on Renmin University of China's Tiandi Renmin University BBS. Some netizens on Douban said that in the forum, some people said that online applications are actually just a formality.

Why do this year’s fresh graduates generally feel that their online application success rate is too low? What is the reality?

Is online application just a formality?

Regarding the status of online job hunting for college students, in January 2007, Wu Hao and Zhang Dong, master's students in human resources management at Renmin University of China, conducted a questionnaire survey , the questionnaire covers senior graduates from 41 colleges and universities in 25 cities in the eastern, central and western regions of the country. In a survey, "low response rate" became the most significant problem, accounting for 56% of the total.

Ding Yi, general manager of the campus recruitment division of China Talent Network, believes that in terms of effectiveness, there is no comparability between online application and traditional recruitment methods. Because there are far more resumes collected through the online application channel than through traditional methods, the success rate of assigning them to everyone will be much smaller. ?The figures provided by Shi Na, senior director of recruitment at Lenovo, are that Lenovo Group's recruitment plan for fresh graduates in 2009 is around 100 positions, and nearly 50,000 resumes have been received across the country, most of which are submitted through Lenovo's dedicated webpage.

Wang Dan, deputy director of the Employment Center of Tsinghua University, analyzed that job seekers themselves also have their own reasons. Many people will submit their resumes online, and submit a lot, but they do not carefully understand the requirements of the position and whether they meet the requirements. Naturally, they will feel that most of the resumes are in vain.

What is the hit rate for massive resumes submitted through the Internet? In interviews, staff from the human resources departments of many companies said that this cannot be generalized and varies from company to company.

Deng Lin (pseudonym) once worked for a Chinese branch of a "Fortune 500" company. This year, the company received 1,000 at a job fair at a university listed in the "211 Project" or "985 Project" After screening the resumes, 150 written test notices were issued. At the same time, the company received 3,000 to 4,000 resumes online and only notified two of them to participate in interviews, and both of them had work experience. ?In the end, the online resumes were not read at all, because the company believed that if the applicant valued this opportunity, he would definitely attend the company's job fair and submit a paper resume. Reading a paper resume and then looking at an online resume is duplication of work. ?Deng Lin said.

Ding Yi introduced that the main customers of China Talent Network are China and the world's top 500 companies, and recruitment by such companies usually targets relatively outstanding people. In order to improve efficiency and reduce recruitment costs, companies will lock in certain target groups, such as the requirements of target colleges, so that the available talent resources will be limited to a smaller range. It's like there are 1 million people applying for the company, but the company actually considers only 200,000 of them.

This statement was confirmed by Thomas Ma, who works in the human resources department of a large state-owned enterprise. ?We have some target colleges for recruitment. For example, in the field of engineering, students from Tsinghua University, Tongji University and Tianjin University are definitely the first choice. ?He said, for example, if a special job fair is held at Harbin Institute of Technology, students from other schools who submit their resumes have a smaller chance of passing.

It’s impossible for them not to pay attention to online applications, because the company invests tens of thousands in this aspect every year. Shu Chang (pseudonym), who now works for a large state-owned enterprise, said, “They will definitely read their resumes. Different companies have different criteria for screening people. ?

?Does keywords play a key role?

It is shown in a post titled "Online Application Strong Post: Description of the Resume Screening Backend Function of China Talents Online Application System" When HR screens resumes, it first finds resumes that meet the needs through "query conditions". These query conditions include the job seeker's chosen position, aspirations, current city, marital status, major, and English proficiency test status. In addition, HR can also Enter keywords.

Wang Dan, deputy director of the Career Center of Tsinghua University, said that this kind of screening relies on machines, which can only operate according to set standards, and may cause some problems because they are not intelligent. For example, the major required by the employer is "Administrative Management", and a job seeker's major is "Public Management". Logically speaking, the majors are consistent, but the machine only recognizes "Administrative Management", and it may be wrong when filtering keywords. The "public *** management" was eliminated.

Also, the employer may be worried about not being able to recruit people at first, so the conditions indicated are relatively basic. But if it is found that there are too many resumes, the employer will set higher-level keywords in the background. In the eyes of job seekers, even though they clearly meet the hard requirements, their resumes are still not approved. For example, the online application may only indicate "master's degree", but during the actual operation it is found that there are too many job seekers, the employer may set the program to "985" or "211" master's degree from the institution.

Shu Chang also worked in the Human Resources Department of Microsoft China for a period of time. When she was in charge of screening resumes, she would look at every resume, including the previous hard requirements of school, major, and subsequent internship experience. ?For some schools that are not very good but have good personal experience, we will also give them the opportunity to take a written test. ? Shu Chang said, but the state-owned enterprises where he works now are different. They pay more attention to hard conditions such as school, major, student origin, academic qualifications, CET-4 and CET-6, etc. If these conditions are not met, it is generally not possible. ?So now I don’t look at it as carefully as before. ?

?This may also be related to the workload. At Microsoft, there are 6 people responsible for screening resumes for online applications. In the current unit, there are much fewer people responsible for this work. ? Shu Chang said.

Many people in the industry have mentioned that state-owned enterprises pay more attention to hard conditions. When screening resumes online, they first look at the previous hard conditions. If they fail, they will pass immediately. However, Chen Ning, a senior career consultant at Zhaopin Recruitment, believes that foreign companies prefer to use keyword searches, and this method is more suitable for more technical positions, such as computer programmers. Enterprises and institutions will enter the professional level that employees need to possess. as a filter condition. Positions such as marketing, accounting, secretarial and other positions pay more attention to a person's comprehensive quality and practical problem-solving ability, so the proportion of using keywords is not high.

As for the practice of being associated with well-known companies that is circulated on the Internet, it is unlikely to be implemented in practice. ? Chen Ning explained, ? There are too many well-known large companies in the world. Even if we find some competitors with comparable strength, the amount of work will be very large and it will be difficult to support technically. ?

In addition to the method in which job seekers fill in their personal information on the resume template and have it managed uniformly by Zhilian’s resume center, another way for companies to cooperate with Zhilian is to submit job seekers’ resumes through Zhilian’s resume center. The web interface is sent directly to the mailbox of the company's human resources department. This kind of resume is not restricted by the website backend.

The Internet is static, but people are moving.

? Paper resumes are not conducive to storage, and secondly, they are not conducive to the storage, retrieval and transmission of information. Therefore, corporate campus recruitment prefers to store resumes in a systematic way. From a fairness perspective, submitting resumes through the system can ensure that every resume gets an equal chance of screening. So this is a trend. ? Said Shi Na, senior director of recruitment at Lenovo.

Chen Ning believes that the convenience of the Internet has made everyone’s expectations for online applications too high: However, the success rate of applying for a job through this method is not necessarily proportional to the number of resumes submitted, so you must be mentally prepared. Prepare. ?According to the experience of Zhaopin Recruitment, it is relatively common for ordinary job seekers to find a suitable job within three months, while it usually takes longer for fresh graduates, usually about half a year. Because there is no experience and the number is huge, the difficulty increases accordingly.

Online applications do have shortcomings such as simplification and formatting. This is why various traditional job hunting methods are still popular among job seekers. Chen Ning suggested that while using online applications, you should also walk on multiple legs.

Industry insiders suggest that before submitting your resume, you should carefully study the requirements of the target company and the target position, including consulting with classmates, seniors and teachers who may know more information, to obtain as much information as possible, and Design your resume content in a targeted manner and deliver it in a targeted manner. Of course, the premise is that the resume information must be true.

At the same time, you can make a preliminary assessment of the strength of the unit and then decide which method to use to submit your resume. Generally, large companies will prefer online application channels, while small and medium-sized enterprises may still rely more on campus job fairs and paper resumes, because they may not have much funds to build a complete online application system.

Ma Xiaoqin (pseudonym) also worked for a Fortune 500 company, specializing in screening resumes of fresh graduates. Based on her own experience in screening resumes, she suggested that fresh graduates should be clear at a glance when writing their resumes, and list the specific achievements they have achieved instead of talking in general terms. ?Because a resume stays in front of my eyes for only 1 to 2 minutes. ?

Some companies will have open questions. There is no formatting problem with these questions. Job seekers should prepare carefully, understand the conditions clearly, have clear opinions, and avoid long speeches. ?Wang Dan said.

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