Why do state-owned enterprises only recruit fresh graduates?

Let's talk about the underlying logic first: high-quality state-owned enterprises, especially central enterprises, generally can't recruit good jobs, and everyone wants to come to places with big oil and water; The jobs that are easy to recruit by general social organizations are not good jobs, either remote and poor or old and shabby. Therefore, even if it is a good position for social recruitment, it is not your turn, and the probability of tailoring for a specific person is too high. It's easy to blend in when you meet a recruit from a club, so be alert, don't look at the surface, and you may be sent to a remote position in the front line. (There is also a situation where the club recruits special talents, which is in short supply and relatively rare. )

He used to be a state-owned enterprise HR, and he was often speechless in the face of this problem. This is the pain point of state-owned enterprises, especially central enterprises. In the past, companies also wanted to cooperate. Before the news was released, the manager of human resources department received a large stack of notes, and his ears hurt when he answered the phone. The manager of the human resources department was very upset and took the note to the top leader, who took out a thicker stack of notes from his desk. Every member of the team has a big stack of notes in his hand. Just a few posts, hundreds of fairy notes from all walks of life, satisfying one and offending another. The manager of the human resources department had an idea to change these posts into front-line posts in remote areas, and suddenly the note disappeared.

Later, when the leaders were smart, they closed the door to social recruitment. They really can't be satisfied and can't afford to offend. There is no pure land in the world. In extremely special relationships, enterprises will also take extremely confidential ways to resettle personnel. People in society don't know at all, and neither do insiders. The specific method is the hidden rules such as saving the country by curve.

Therefore, as a fresh student, we must respect the basic hidden rules, actively participate in school recruitment, and never wait for social recruitment. Good jobs are not recruited (there are too many related households), and good jobs that are recruited are generally not good jobs, because jobs that are not competitive will be released. For example, state-owned enterprises in engineering construction often recruit front-line construction personnel. Who will suffer from grass-roots posts in remote areas with slightly better family conditions?

Of course, some traditional old state-owned enterprises still have habitual thinking. Vacant positions generally only recruit children of enterprises. If school recruitment is adopted, many enterprises' children are unqualified, often targeted social recruitment. On the surface, it is fair and open, but in fact it is for employees' children. It's hard for outsiders to get in, so forget the interview.

There is another reason: state-owned enterprises, especially central enterprises, are relatively large in scale and have a huge internal team. They have established their own internal training and growth system, like to train and use local talents, and are relatively loyal. Why small private enterprises like social recruitment is because of the lack of a perfect training and replacement system, recruiting mature talents and directly setting posts, with the lowest cost.

To sum up, the main reasons for the difficulty in recruiting state-owned enterprises, especially central enterprises:

I used to be the head of state-owned enterprise recruitment for many years. It's the first time to recruit a special professional position, and it was approved by our department manager 129. The general manager thought for three days and nights, and no one dared to offend. He issued a notice to cancel the recruitment. Let me give you an example, and you will know how difficult it is for social organizations to recruit state-owned enterprises. The hard part is that people are sad. Therefore, state-owned enterprises have never taken any action and completely blocked the door, making it much easier for general managers and human resources managers.

First, the core factor of difficulty is to recruit fewer people.

The main recruitment channel of state-owned enterprises, especially central enterprises, is campus recruitment, because campus recruitment can be carried out in batches, with strict procedures, more supervision, easy assessment and relatively small room for fraud. The difficulty of social recruitment lies in the small amount of recruitment and too many human relationships. For example, school recruitment can set 985 as the threshold, and social recruitment may say that professionals are recruited, but how can this talent define the standard? The standard of talents is vague. You said that he published many papers, but he said that publishing many papers did not mean that he had practical ability, so he was confused. Families with blood relations come in and say he is a talent. You can't deny him.

The second is the main factor of great difficulty, and the competitive pressure is great.

As I said just now, there are three hard conditions for campus recruitment, and 99% of related households are blocked: first, fresh graduates; The second is education; The third is professionalism. So the fairest recruitment is campus recruitment. College students have a blank sheet of paper, and the evaluation criteria are relatively objective, just like three hard conditions. The difficulty of social recruitment is the evaluation of talents. It is often the judges who have the final say, which creates space for in-laws to bring human feelings. There are many applications for social recruitment, and the conditions are varied. You are under great competition pressure, and the pressure is in the interview. The possibility of default is still relatively large. Therefore, many state-owned enterprises do not recruit, that is, put an end to human relations.

Third, the reason for the difficulty is that social recruitment needs high-quality jobs.

In addition to a large number of social recruitment in remote construction units, front-line operation positions and labor dispatch positions, there are generally no good jobs in social recruitment of state-owned enterprises. Even if social recruitment is required, the threshold is very hard and high to prevent the phenomenon of entering through the back door. For example, a petrochemical central enterprise recently engaged in social recruitment, recruiting special talents that are not available internally, because they have newly established a financial risk department, and there are really no talents in this field within the enterprise. Global recruitment, scary conditions, the average person is not qualified at all. The talents recruited are all international high-end talents. There is not much work through the back door, because you can't do it when you come.

There are some special cases:

First, state-owned enterprises, especially central enterprises, set up new business modules. Enterprises do not have mature talents, or there are no such professionals at all. General clubs recruit mature talents, don't think about fresh graduates. For example, a central enterprise has set up a financial department and there are no financial professionals inside, so it will recruit mature talents for the society.

Second, state-owned enterprises, especially central enterprises, also recruit talents in short supply. For example, business upgrades, internationalization, and lack of international talents; Faced with the market upgrade and the lack of mature sales talents, enterprises do not have such talents, so they will always recruit.

The third is the field where state-owned enterprises, especially central enterprises, implement the reform of professional managers or professional employees. For example, a central enterprise engages in Internet sales, but there is no such talent. It directly recruits professional managers all over the world, recruits professional managers with high salary and implements market-oriented salary.

This special, scarce and upgraded social recruitment position is generally for mature talents, not fresh graduates. At the same time, these jobs are all high-quality jobs, and there are many people staring at them. In order to avoid suspicion, many leaders generally entrust a third party or set up a recruitment Committee internally. Relatively speaking, they are more open and serious, and do not look for resettlement personnel. After all, they have to do things directly when they are recruited.

Below, introduce the recruitment channels and precautions of state-owned enterprises, especially central enterprises, for reference only.

There are about 9 million graduates this year. Coupled with this special situation, employment is difficult. Many central enterprises and state-owned enterprises responded to the call of their superiors and began to expand their enrollment in order to digest the employment pressure. This year is a rare opportunity for college students. Many people think that it is difficult for central enterprises to recruit people, which has nothing to do with themselves. Don't even think about it No matter how hard it is to find a job and how difficult it is to get along with each other this year, we should also apply to central enterprises and try to expand the enrollment of central enterprises. If you understand these four hidden rules, after entering the central enterprises, you will be stable for the rest of your life, and the better you mix, the better.

First, there are four main recruitment channels for central enterprises:

The first is school recruitment, mainly autumn recruitment, with a small amount of spring recruitment.

This is a large-scale recruitment. For example, in 2020, in order to absorb the pressure of social employment, a petrochemical company, the largest enterprise in China, increased its recruitment for the first time, merged with the autumn recruitment plan, and expanded its enrollment to 1 10,000. There are three recruitment channels: one is official website, which is the most accurate. The second is that major recruitment websites publish recruitment announcements. The third is to go directly to the campus for recruitment.

The second is social recruitment.

The better the central enterprises, the smaller the space for social recruitment. Because everyone wants to send their children to a good enterprise, there are too many gray channels compared with school recruitment. For example, how to define ability? How to evaluate the experience? The biggest concern is nepotism and inbreeding. Therefore, high-quality central enterprises rarely recruit from the society, and there are many self-owned talents. It is enough to cultivate yourself, and there is no need to recruit people from the society. However, for some special majors, such as a petrochemical company set up a finance department and an online shopping department, without such professionals, social recruitment was done, mainly recruiting mature talents. Channel is also the company's home page and recruitment website.

The third is targeted recruitment.

For example, in March and April every year, a petrochemical company "grabs people" from the core majors of professional universities. Before the autumn recruitment, the graduates of core majors were all robbed.

The fourth is targeted placement recruitment.

For example, demobilized soldiers, restructuring enterprises to resettle employees and so on. If central enterprises need to come forward for resettlement, you must arrange the indicators given by your superiors. The best I can do is to let you go for an interview, or even send someone directly to you. It is said that it is a recruitment, and it is basically not open.

Second, there are four main recruitment procedures for central enterprises.

The first is online registration and preliminary screening.

Mainly check the hardware such as education, major and foreign language level. School recruitment is mainly for fresh graduates, that is, college students who graduate the following year, or international students (international students are given a two-year employment period).

The second is the written test.

Some are on-site written tests, some are online written tests. Among them, many enterprises should have a foreign language proficiency test.

The third is the interview.

Interviews are generally selected according to the ratio of written test 1:3- 1:6. The interview is organized by each unit.

The fourth is admission, signing (tripartite agreement) and training.

Some enterprises, after admission, will let you join in advance and practice early. Some enterprises hold training courses very early. For example, after a bank signed a contract, it began closed training. Many people even took part in the training class, and later interviewed other better units without reporting.

Third, the access conditions of central enterprises.

There are many kinds of central enterprises. Within central enterprises, there are many types and levels of recruitment units, and internal units are divided into organs or grass-roots units, and so on. The admission conditions are of course different.

One is a management trainee at the headquarters, which is the highest level. I may work in the headquarters in the future, with a high starting point, high income and rapid progress. Therefore, the requirements for academic qualifications and comprehensive professional quality are relatively high. For example, a petrochemical company recruited 60 management students from its headquarters last year, all of whom were masters and doctors from Tsinghua Peking University.

The second is the headquarters of secondary companies of central enterprises. This piece rarely recruits people, because central enterprises have regulations that graduates cannot directly enter the organs. Generally, you have to exercise at the grassroots level for two years, but some professional and secondary companies directly recruit people because they are in urgent need of professional talents. Then, 985/2 1 1 is a basic threshold. Of course, the major should be right and excellent.

The third is the third-tier company of central enterprises. This piece is varied. A good unit starts with a master's degree, and a poor unit needs two copies. Sometimes, majors are more important than schools. For example, a power company may be more sought after than the ordinary majors of Zhejiang University and the National People's Congress when recruiting graduates from the core majors of North China Power. However, at the level of tertiary subsidiaries, most famous students do not catch a cold and register less.

Fourth, central enterprises, four-level companies and the following units. What we are talking about here is front-line posts, and the differentiation is more serious. For example, some energy companies, the so-called first-line jobs, go to the ravine to look for mines. Some engineering enterprises, the so-called technicians, do not sit in the office to study technology, but work on remote wasteland sites.

Therefore, you must distinguish the inside story of recruitment. You went to the headquarters of the secondary company, and after you were recruited, you were assigned to the construction site in the ravine. This is very possible. Therefore, the annual turnover rate of first-line graduates is still very high, that is, after entering the central enterprises, they think they are white-collar workers, and as a result, wearing work clothes in the ravine is like "fleeing from the desert."

Fourth, central enterprises should pay special attention to the recruitment of matters.

The first is the hukou problem.

In general cities, central enterprises will definitely solve your account. But in Beijing and Shanghai, the hukou problem is the biggest problem. Therefore, you must read the expression on the recruitment poster carefully. One is to promise to settle all the accounts, the other is to promise to settle the accounts in batches, and the other is to tell you to queue up for settlement (whether it can be solved depends on your luck). This is because central enterprises in Beijing and Shanghai can get the hukou index in advance, so they will indicate it when recruiting. Be sure to see clearly that not any unit can solve the account.

The second is the workplace problem.

We should pay special attention to this point. Some job posters are clearly written, while others are vague. For example, in Beijing, the workplace may be written in Shandong, Sichuan, Xinjiang and other places. Sometimes, the interviewer will ask you, "Do you obey the assignment?" Maybe the reality is that you are a recruiter in Beijing, and you may have worked in front-line units in Xinjiang and Sichuan in recent years. Whether you can go back to Beijing in the future depends on your luck.

The third is housing distribution, housing, renting and other issues.

Some central enterprises have housing allocation policies, while others do not. This is more important. Be sure to find out from your internal acquaintances. Some job advertisements will say that. For example, a heating enterprise in Beijing will allocate housing to attract graduates from famous schools. But most job advertisements are not written. There is a big gap. You have to find out. For example, some central enterprises do not allocate housing, but give you housing subsidies and rental subsidies every month. Some housing subsidies are 2000 yuan, and rental subsidies are 3000 yuan, which can be paid for ten years. When you compare wages, you should be clear about these internal benefits. Some benefits are even higher than wages. It's a pity to miss a good unit.

Fourth, social security and welfare issues.

Some central enterprises have very good invisible welfare, and some central enterprises are similar. Enterprises within central enterprises also have their own policies. If you have acquaintance conditions, you must find someone who knows how to do it. For example, some central enterprises have a high social security payment base, and some central enterprises have a high proportion and base of housing provident fund payment. For example, the proportion of housing accumulation fund paid by the state is 5%- 12%. Suppose your salary is 5000 yuan, some enterprises pay the housing provident fund at 5% of the basic salary of 3000 yuan, and some enterprises dare to pay the provident fund at 10000 yuan, so the difference between them is several thousand yuan per month.

Fifth, supplementary medical insurance and enterprise annuity.

On the recruitment poster, this piece is basically unknown, and there is a big gap between enterprises. If you have the conditions, you need to know with experts internally. For example, some enterprises buy 6,000 yuan of supplementary medical insurance, and some enterprises buy more than 2,000 yuan. The proportion and amount of medical reimbursement for employees are different. This invisible welfare is huge. The enterprise annuity can be paid to you according to 1-8%. Good companies dare to pay you according to the average salary of their employees, with a difference of one or two thousand yuan a month.

Therefore, to apply for a job in central enterprises, we should not only master the recruitment channels and key points of written interview, but also understand the recruitment direction and employment location of molecular companies at all levels of central enterprises. This is not enough. If you can, you must inquire about all kinds of hidden interests through acquaintances (not acquaintances, I won't tell you). The real gap is not reflected in the superficial salary level, but in various comprehensive benefits. Your monthly housing accumulation fund is around 500 yuan, while Beijing can reach 6600 yuan. You pay 2,000 yuan per month to rent a basement, and others live in an apartment in 10 yuan every month, and you also enjoy 2,000 yuan housing subsidy and 3,000 yuan rental subsidy.