Mengniu smashed the move.

1. What are the requirements of the position you are applying for? In other words, is the company in a hurry to get this person? You should be able to see this from the process of submitting your resume.

2. How strong is your overall competitiveness? How strong is it? In the recruitment of large companies, there are two levels of resume selection. First, 5 1 and Zhilian can automatically block some resumes that do not match the position. There are automatic selection schemes for job matching, and those below 75% will be automatically screened out, and the second is internal screening. It's what HR does, and it has something to do with the way your resume is written. It's totally personal.

3. Competition with others. Take our company's recruitment of graphic designers (long-term recruitment, monthly employment 1 person) as an example. On average, he can receive at least 10 resumes every day, and the HR in our unit usually reads them once every half month, which means he has to browse hundreds of resumes at a time. There are too many related factors. . . . . . If everyone else is poor before and after your resume, even if you are not so good, you will be highlighted at once, but if the resume HR first sees is a very good person, he simply won't read it. . . . .

4. The internal arrangement of the company. Large companies have induction training plans, which may unify interviews and training.

5. Industry competitiveness and professional competitiveness. This is the consideration of recruiters in top companies, but it will not be open to grassroots employees. Generally speaking, they are looking for headhunters. This kind of person is generally a senior management talent, not only to do internal analysis (how much money to give this person, let him do his job, what benefits to give), but also to do competitive analysis (what strategies other competitors in the industry will adopt)-this is what Yili and Mengniu did after the closure of Sanlu. -Du Lala's promotion Du Lala's first recruitment of supervisors is similar to this, but it is not as complicated as I said. I suggest reading more.

In view of your personal problems, I think you should apply for a grass-roots occupation. Therefore, if I don't call you for more than 2 weeks, I may give up at least 70%. In other words, you didn't make the first echelon. If you are selected in the second echelon (candidate pool), it is not possible for you to enter the interview opportunity with the people who were not selected in the first echelon until the next recruitment, but this possibility is very small and almost zero. Only super professional HR would do this. In China, more than 95% of enterprises will not do this.