Six hidden rules of enterprise recruitment

Six hidden rules of enterprise recruitment

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Six hidden rules of enterprise recruitment

Unspoken rule 1: there is a difference between inside and outside-grass-roots employees are hired outside and managers are pushed inside.

35% of senior managers and 43% of middle managers are recruited from outside. Correspondingly, 8 1% of general employees in enterprises are recruited from outside, and only 19% of general employees enter enterprises through non-external recruitment channels. It can be seen that the selection of enterprise management positions is less airborne from the outside. Job seekers should avoid frequent job-hopping between companies in order to expect a higher position. They should try their best to start at the grassroots level in the same company and strive for promotion opportunities through their own abilities and efforts.

Unspoken rule 2: Know the root and the bottom-employee recommendation is highly credible.

The recruitment of employees at all levels in enterprises is mainly based on the network, and headhunting companies mainly look for suitable senior management talents for enterprises. Traditional newspaper recruitment advertisements are not the first choice for many enterprises because they are not dominant in cost, effect and feedback. It is worth noting that companies believe that candidates recommended by employees or acquaintances have high credibility, and this recruitment method is also popular at present. Talent recruitment fair is also an important form of enterprise recruitment.

Liang Peijie, deputy manager of the human resources department of China Construction International Construction Company, told the reporter, "Our company's external recruitment channels are network, employee/acquaintance recommendation and talent recruitment meeting in turn.

Unspoken Rule 3: It is difficult for foreign monks to recite scriptures-enterprises mainly recruit local people in recruitment and selection.

More than half of enterprises can look at the whole country or even the whole world to recruit senior managers, but less than 50% of middle managers and ordinary employees are recruited across regions. This shows that the regional color of China enterprises in employing people is more serious at present. Some national and local policies and regulations also limit the scope of enterprise recruitment. Regarding this issue, Liang Peijie said, "It used to be, but now it is basically no longer strictly restricted, but the localities are definitely in the majority.

Unspoken Rule 4: Ginger is still old and spicy-value experience and knowledge.

When enterprises select talents, what they value most is work experience. Most enterprises also attach great importance to candidates' mastery of knowledge, and the more ordinary employees pay more attention to knowledge examination. When selecting candidates, enterprises do not have a complete testing system, which is quite arbitrary. Enterprises also pay special attention to the background of candidates, especially senior managers, and more than half will examine their background. The "qualities" that enterprises value most for candidates are: professional skills (80%), work experience (80%), work attitude (70%), educational background (48%), loyalty (46%), professional ethics (34%), age (20%) and gender (8%).

Unspoken rule 5: a hammer can't make a sound-give or not offer, human resources can't decide.

The top leaders of companies play a decisive role in the employment of top managers of enterprises, and the top leaders in charge of human resources have a great influence on the employment of middle managers of enterprises. The employment of general employees is mainly decided by the employing department and the human resources department.

For candidates who are not hired, the company generally keeps the resumes of potential candidates. "We will keep the resumes of potential personnel, but generally it will not exceed half a year. Liang Peijie said.

The survey also shows that most enterprises can select employees who are qualified for a certain position during the interview process, and more than half of the new employees can successfully pass the probation period and be formally hired by enterprises.

Unspoken Rule 6: Too many monks and too few porridge-the recruitment rate of foreign-funded enterprises is low

For the recruitment of general employees, state-owned enterprises have greater freedom, some positions are selected in a small range, and some positions are selected from a considerable number of candidates. In foreign-funded enterprises, the competition for grass-roots positions is fierce, and recruiters can even choose from more than 50 applicants.

In state-owned enterprises, the source of candidates for senior management positions is relatively single and the number is small; In private enterprises, it is more often to select candidates from 3 ~ 10 candidates. The personnel screening process of foreign-funded enterprises is relatively mature and the operation process is relatively complicated. Usually you can choose from several to dozens of applicants, and the recruitment pass rate is generally low.

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