Hello, do you recruit SQE in Jingzhou Weishida? thank you

First, let's see if it's released today, and see if it's refreshing the recruitment news for two consecutive days, which is equivalent to everyone refreshing their resumes (but there are also special circumstances: personnel will refresh these two days if there is nothing wrong; Website staff run their own websites (usually not good websites), and there are many junk websites that pull recruitment information from other talent networks. How to read a resume when the enterprise is not a member at all? )

Second, you can consult by telephone.

Third, analyze the position, whether this position in the enterprise may be vacant for a long time, or whether the amount required for the position meets. For example, recruiting 1 sales is usually not just recruiting 1, so you don't have to consider it.

Fourth, for the positions of large well-known enterprises, you should go online to see if there are any other positions on the network, or look at the company's website.

1. Necessity of recruitment: objective basis for the position to be recruited. Where is the value output point of this position to the company and department?

1) Did the recruiter make an analysis when receiving the recruitment demand, or because the task assigned by the superior or the recruitment cycle given by the employing department is rather urgent, they just skipped the analysis step and directly screened the resume for interview after receiving the demand;

2) Recruiters know that demand analysis is very important, but they don't analyze it because it is too troublesome or afraid of offending the employing department;

3) Determining the value point of job output can not only help recruiters better understand the work flow of the job, but also better find alternatives and accurately locate the recruitment channels of the job, which is also the fundamental factor to judge whether to hire candidates.

2. Recruitment compliance: whether the position is in line with the company's organizational structure and future planning, whether it is in line with the existing establishment, whether to apply for additional applications if it is not established, whether the relevant leaders agree, whether the new position is in line with the company's future planning and whether it is in line with the company's development direction.