Don't go to a company that has been hiring.

Recently, during the graduation season, Xu Si intends to find a company to fight for her career. He found that a company has been recruiting people, and there are many people, so he tried to submit his resume and joined the company soon.

A few months later, Xu Si found that the purpose of the company's continuous enrollment expansion was only to prevent talents from jumping to rival companies, and he began to hesitate to resign.

At present, it is still at the peak of job hunting, and many job seekers will adopt the policy of seeking stability when looking for target companies, and submit resumes to companies that have great recruitment needs and have been recruiting people. This is actually a misunderstanding.

Business distribution, department integration, or research and development of new projects all require a large number of talents in a short time. But long-term continuous recruitment is more like a deep well, in which it is difficult to win your own world.

Why is the company that "has been recruiting people" not good?

1, after the crazy recruitment, control the salary cost more.

In the recruitment Q community of Zhilian, the story of a netizen has attracted the reading and praise of many netizens. He entered a state-owned enterprise and worked diligently for eight years, only to find that his salary increase was far from that of his colleagues at the same time.

Later, he learned that the company recruited a large number of people in the early stage and the personnel structure was complex, which led to a relatively large salary cost. For the sound development of the company, the company's senior management has strengthened the control of wage costs.

This made him hesitate to change jobs without getting much reward for his efforts. And nearly 73% of users choose to support his job-hopping development.

Gary vaynerchuk is a successful entrepreneur. In his book Thanksgiving Economy, he pointed out that it is necessary to pay attention to the importance of customer happiness and employee well-being. "I care more about employees than customers, and I care more about customers than I care about my own breathing."

According to the social survey, people in the workplace now pay attention to their own salary first. When leaders control the wage costs of employees or depress their wages, they no longer care about their employees' demands. The dissatisfaction of employees will increase and the company will go downhill.

2. There are many talents like Winter Grain, and there is limited room for talent development.

Qing Ping Le, which was popular some time ago, roughly described the historical events during the reign of Song Huizong in the Song Dynasty. In such a "company" as the Song Dynasty, there were many talents such as Yan Shu, Ouyang Xiu and Sima Guang.

But it is precisely because of many talents and different ideas that their personal development space is limited. The same is true for today's companies. When the company encounters its own development, some talents will find it difficult to display their talents and the room for growth is narrow.

After Ma Yun founded China Yellow Pages, he cooperated with Hangzhou Telecom and continued to develop. However, some decisions made by Ma Yun later did not fully play their roles. The partners who started their business in the same period are all talents, but they always feel constrained by each other. Ma Yun resigned himself and started to build Alibaba again.

Companies that recruit people all the time uphold the concept of "reserving talents like winter grain", but it is difficult for 1000 authors to fully display their abilities in their work. This is also an important reference point when seeking the target company.

3, create a lot of value, job competition is more cruel.

In the first five months of this year, ByteDance Company recruited six senior executives from Internet giants such as Facebook and Google, each with its own characteristics, but there was inevitably comparison and competition afterwards.

Under such competition, the rights and interests of employees are gradually squeezed, but the work intensity is gradually increasing.

According to the Report on the Demand of Employers and the Supply of White-collar Talents in China in the Summer of 2020, the national talent job-hunting competition index in the summer of 2020 is 49. 1, which means that every 49. 1 person competes for a nationwide position on average.

How to see the quality of a company from the recruitment frequency?

1, to understand the company's post allocation, and whether the company idealizes a large number of enrollment expansion.

Some time ago, because of the epidemic, many companies carried out large-scale layoffs, which led to the unemployment of employees and made it difficult to find jobs in a short time. At present, the domestic epidemic situation has improved, but it is more necessary to know the job distribution details of the target company in order to stop the loss in time.

Just like the recruitment concept of most Internet companies during their barbaric growth, recruiting as many people as possible and recruiting the best people is more conducive to selecting and screening talents.

On the other hand, job seekers and endless job seekers make the job competition more intense, and their time cost is also greater.

Therefore, when choosing a target company, we must be clear about the job requirements and specific personnel requirements, and understand the recruitment frequency and specific number of employees, so as to screen out some companies that blindly expand enrollment and improve the success rate of the target company.

2. Make clear the recruitment trend of the company and highlight the turnover trend in the four seasons recruitment.

As far as company recruitment is concerned, continuous recruitment also implies the mobility trend of company employees. Because there will always be a certain balance between the number of recruits and the number of resignees. Through this balanced proportion, job seekers can better understand the company's plans and weigh their future.

Xiao Liu, a fresh college student, has been hesitating to accept the offer of the two companies when recruiting at school. Subsequently, he carefully analyzed the recruitment trends and time of the two companies, and found that Company A only recruited people in the job-seeking season in spring and autumn, and not many in other seasons; Company B, on the other hand, is recruiting people all the year round, and the number of recruits is not stable.

Therefore, Xiao Liu analyzed the recruitment needs of Company B in Four Seasons. There were many people who left the company, slightly inferior to Company A, so he joined Company A ... A few years later, Company B went bankrupt due to poor management.

On the demand and frequency of company recruitment, the instability of recruitment in the four seasons often highlights some practical problems of the company. People in the workplace can also weigh and choose from this detail when choosing the target company.

3. Analyzing the intention of frequent recruitment, Maxima seeks benign Bole Company.

In the hunting ground, Qiudong Zheng founded De He Juren Company with the participation of Kui Jie, Lin Bai and others, and had a more detailed listing plan. During this period, the company began to recruit frequently and set up branches to look for excellent "swift horses".

Compared with the previous recruitment of Qiudong Zheng by Yuan Kun and others, the real intention is to let Qiudong Zheng steal customer information and help him make a profit.

Kai-Fu Lee, CEO of innovation works, once said at DeeCamp Artificial Intelligence Training Camp that how to judge a good company depends on which companies are most helpful for its future development. The implication is to seek your own Bole company.

Therefore, under the current recruitment peak, job seekers should clearly understand the intention and strategy of continuous recruitment of the target company. Through the company's prospect planning, department adjustment and other information, it is a better policy to see clearly the company's recruitment purpose, so as to distinguish the quality of the company.

At present, the domestic epidemic situation has gradually stabilized and improved in summer, the recruitment demand and talent supply in the job market have gradually improved, and more enterprises will generally expand their recruitment.

For people in the workplace, they should be more rational and sober, pay attention to market trends, strengthen their skills and seize opportunities. Although the future is difficult to predict, as long as people in the workplace continue to charge and improve their core competitiveness, they will definitely stand out.