My brother interviewed an Internet company as Cheng yesterday. Why did you get laid off by HR during the interview and still have a lingering fear when you came back?

This boy has had four years of recruitment experience, during which he has seen various types of processes: there are big cows and vegetable cows; Being famous is very tangled and I don't know the direction. Later, I made a journey and found that the journey in HR's eyes is different from the HR in Cheng's eyes. With this in mind, from the perspective of HR, I would like to share with you some personal considerations of my interview and provide some reference for you to find a job. After all, Daniel is only a minority. Because many people don't understand personnel work, the term personnel coercion is not applicable, but is described in vernacular.

1. Is HR in charge or the employing department in charge?

Many people want to know this question, but the situation of each company is different, depending on the company's founding time, scale, development stage and so on. But to sum up, it can be understood that departments have the right to make decisions and personnel have the right to make suggestions. It can be said that if your skills reach the demand point of department leaders, as long as you don't have too many defects, the department has the final decision. Person value's shortcomings refer to high salary requirements, low price ratio, frequent and unstable job changes, introverted personality and low quality, which are extremely inconsistent with the company culture.

2. What points will Cheng HR examine?

90% of the companies in China are small companies, many of which have unprofessional personnel and no formal human resources training. The recruitment of small companies is basically decided by the department and the boss, and many personnel are just a formality. So this issue is about the inspection points of large and medium-sized and well-known enterprises. Because personnel work is a qualitative work, although there are indicators to measure it, it is more emotional after all. China's famous Fortune 500 company, where this boy stayed before, mainly examined his language expression ability, logical thinking ability, communication ability, enthusiasm, temperament and so on. In a word, we need a positive, logical thinking and barrier-free communication process. For those who have the defects listed in the first paragraph, the personnel Committee will use the right of suggestion and recommend that they not be hired.

3. From what channels did 3.HR get Cheng's resume?

With the development of the Internet, HR obtains more and more channels: the traditional three recruitment websites (5 1, Zhilian and Hunting, which replaced the positions of Chinese talents), internal recommendation and headhunting recommendation; There are also many new recruitment channels, such as vertical recruitment website, social networking site Twitter, WeChat recruitment and so on. The employment of white-collar workers is polarized: high-skilled talents are presented in the seller's market (such as senior developers), and low-skilled talents are presented in the buyer's market (such as managers and IT technicians with large supply).

4. How should Cheng get paid?

Children have seen cases of success and failure in salary negotiation, and this issue can be discussed in detail one day. Salary negotiation will have very different results according to factors such as Cheng's own skills, the company's treatment level, the quality of HR personnel, and the opportunity to find a job in the process. If we have to talk about a salary model, it is to increase the price by about 20% on the psychologically acceptable price. For example, if you think your psychological price is 15k, then you should tell your acquaintances that you want 18k. Basically, the two sides will make a deal with 16k, and you can accept it gladly, and HR can be a little worse. This is a general model, which gives you a reference way, not an absolute salary way. After all, everyone's skills are really different.