What are the hidden rules of the recruiting unit?

The bottom employees are hired from outside, and the managers are recruited from inside. 35% of high-rise residential managers and 43% of middle and high-rise managers are recruited from outside; Correspondingly, 8 1% of the general employees of enterprises are recruited from outside, and only 19% of the general employees of enterprises enter the enterprise by non-external recruitment.

It can be seen that in the personnel selection and allocation of various management positions in enterprises, there are few "posts". Candidates should not frequently change jobs between enterprises for higher positions, but should try their best to start at the bottom of the same enterprise and redouble their efforts according to their functions and promotion opportunities.

Employees strongly recommend that the recruitment of employees at all levels of enterprises with high authenticity is mainly based on the Internet. The key of headhunting recruitment is to pursue suitable high-rise residential professional management talents for enterprises. Traditional newspaper recruitment advertisements are not preferred by many enterprises because they are not dominant in the fields of cost, effectiveness and feedback. In particular, enterprises feel that the candidates introduced by employees or relatives and friends are more authentic, and this recruitment method is more fashionable at this stage. Job fairs for outstanding talents are also the key way for enterprises to recruit.

Liang Peijie, general manager of the human resources department of China Construction International Construction Company, confirmed to reporters that "all enterprises' external recruitment methods are Internet, highly recommended by employees/relatives and friends, and job fairs for outstanding talents in turn".

About half of the local-based enterprises can look at the whole country and even recruit high-rise residential managers around the world, but the total number of middle and high-level managers and general employees recruited across regions is less than 50%. Therefore, at this stage, the color of Chinese enterprises at the employment level is more serious. Some preferential tax policies, policies and regulations of countries and regions also limit the scope of enterprise recruitment. Regarding this issue, Liang Peijie said, "In the past, most of them will not be strictly restricted now, but the localities will definitely be the majority."

Work experience and professional knowledge are very important. When enterprises select outstanding talents, the most important thing is work experience. Most enterprises also attach great importance to candidates' mastery of basic knowledge, and the more ordinary employees pay more attention to professional knowledge inspection. Enterprises have no detailed test management system when selecting candidates, which is very arbitrary.

Enterprises also pay special attention to all aspects of applicants, especially high-rise residential managers, and more than half of enterprises will inspect their situation. The qualities that enterprises value most for candidates are: professional ability (80%), work experience (80%), work responsibility (70%), educational experience (48%), satisfaction (46%), professional ethics (34%), age (20%) and gender (8%).