Many companies will clarify job recruitment when recruiting. Why?

What enterprises need is not people, but talents. Job-based recruitment helps enterprises to screen out the most suitable and outstanding talents. Many people in the workplace understand the enterprise as the cradle of "cultivating talents", but in fact it is not. For any enterprise, it is hoped that the employees can create value for the enterprise immediately, instead of spending a lot of time and money to train talents.

Recruitment is a screening process. Job recruitment is a targeted screening process. Most people in the workplace have been interviewed. In the interview process, they need to beat many competitors in order to be seen by enterprises. When recruiting employees, enterprises will screen and objectively evaluate job seekers and choose the most valuable job seekers as much as possible. However, before entering the interview session, enterprises will adopt another way to screen job seekers. Among them, "fixed post recruitment" is a method of "targeted selection of talents". Because enterprises urgently need a certain kind of special talents, in order to prevent job seekers from "filling in the blanks", they will set a threshold in advance to shut out talents who do not meet the needs of enterprises.

Why should enterprises do "targeted screening" when recruiting talents? Any enterprise will make a fuss about "cost", and recruiting talents is no exception. The reason why enterprises carry out "fixed post recruitment" is to save time and capital costs. Perhaps many job seekers think that there is no need to "fix posts" when recruiting employees, but they can give job seekers a chance. If they are not suitable after joining the company, why not just dismiss them? Having said that, for enterprises, giving job seekers a chance is a waste of time. Enterprises give job seekers opportunities, but who gives them opportunities? Instead of choosing the way of "taking employment risks" to help job seekers, it is better to make rules directly at the beginning of recruitment. Although you may not be able to find the best talents, relative to the position, all candidates are job seekers related to the position, which is the fundamental purpose of the enterprise.

What is the biggest advantage for enterprises to select talents by "fixed-post recruitment"? In addition to the time and capital costs mentioned above, the biggest advantage of selecting talents by "job recruitment" is to optimize human resources. The bigger the enterprise, the more attention is paid to the reserve and training of talents. In addition to training within the enterprise, it will also absorb some professionals from the society, and these professionals will be realized through "job recruitment". Many enterprises will hang a notice of "job recruitment" all the year round. As long as job seekers belong to this kind of special talents, they will have the opportunity to be hired by enterprises, while those who do not have or do not meet the recruitment conditions of enterprises will be rejected. Although it is a bit cruel to them, this is the workplace, and the survival of the fittest is eliminated.

Conclusion: Job recruitment in enterprises is the same as job hunting in the workplace. Enterprises hope to select qualified talents through job recruitment, and job hunting in the workplace will also be evaluated according to the conditions offered by enterprises. If they think it meets their expectations, they will interview, all in order to reduce costs (time and money).