What positions do most fresh graduates hold in companies? What do you usually do?

What positions do fresh graduates hold in companies? What do you usually do?

I accepted the consultation for postgraduate students before 20020. The little girl took the postgraduate examination last year, but her score was not ideal, so I did not plan to study it directly. She was full of confidence, but after receiving resumes several times, the girl discovered that many companies recruit like graduates. I saw her resume for graduating in 2020 and I just threw it away. On the one hand, she found it very troublesome and I wanted to find a feasible method through consultation. On the other hand, I didn't want to go to the bottom company. Why this preference?

Why do you like the current source? The Reasons Behind the Reality First, the current neurograph is a white paper that companies can train themselves on. Many industries in the workplace are actually under arrest, such as several major state-owned banks, whose new employees are often recruited on campus. Although the proportion of communities has increased in these years, they are still not mainstream. When I have been working in state-owned enterprises, I have a lot of recruitment every year.

Some people will think that young students are young and lack experience, and companies have trained them at a high cost. Why should you sign up for your current students? In my opinion it's because they are white paper managers that win so much. A blank sheet of paper that shows your own culture is easier to brand, which will make company loyalty even higher in the future. Many times we have observed that the company's old employees and backbones who have been working for many years are all college graduates, and they will not leave without special cases. And for people who delegate, especially if they skip a few slots, the stability isn't as strong.

Second, Cost of Selling Recent Graduates Another major reason for companies recruiting freshmen is to consider the cost of using people. For example, an electronic technology company needs to recruit technical engineers (non-backbone) from the market for a three-year social job search, and the ordinary salary requirement has reached 10,000 per month.

Then in response to undergraduates, the salary requirements are probably only about half, both of which are multiple relationships. Some people think that the difference between a monthly salary of 5,000 and a monthly salary of 10,000 is not 5,000? Can the company not help but spend this money? The cost here is not only the salary gap, but it is also related to a series of human beings, such as subsequent social security, provident fund. It's comprehensive, and the annual cost difference is not small. Of course, company bosses and human resources may not focus on the training costs of current student training, which could offset the cost gap between the two parties in other areas. However, because development costs are more difficult to quantify, other costs are more intuitive, and more leaders are more likely to be the source of recruitment.