Why do central enterprises and state-owned enterprises only recruit fresh graduates, not previous ones?

The main reason should be the requirements of the state, is it talent? Seasonal fruit must be good, too, right

This truth is easy to understand. The past was not as favorable as the present. I am new here, I have new knowledge, I am young, and I can do anything, just like a blank sheet of paper. It's easy to polish, boss. It has been used for a year or tempered for a year.

It's like waiting in line. If the car in front of the one-way street doesn't go, what will happen to the car behind it? You can't turn back. So, so find a job in hardware, otherwise it will be more difficult. Don't expect luck to find you. Not everyone will encounter a pie in the sky.

State-owned enterprises and central enterprises are collective ownership and state-owned enterprises. According to the public ownership of the planned economy, a person's life is allocated by contract, which was implemented in China about 20 years ago.

At present, state-owned enterprises and central enterprises tend to recruit fresh graduates, which means that fresh graduates can enter the positions planned by the state, one for the employment rate and the other for the country to train talents.

However, there are also many people who are unwilling to go to state-owned enterprises and central enterprises after graduation. The reasons are well known. State-owned enterprises and central enterprises are relatively iron rice bowls, but their wages are not too high and too stable, which means they can't learn much. There is another key point: don't play with your brain.

User 1:

As a central enterprise HR for many years, I try to answer this common-sense question. People outside the enterprise can only see two recruitment websites of central enterprises, one is school recruitment, that is, recruiting fresh graduates, and the other is social recruitment, that is, recruiting mature talents in society. Invisible web pages also have an inherent trick, that is, the distribution of human resources flow within enterprises. Of course, there is also a web page that can't be seen inside and outside, which is the operation process of labor dispatch and business outsourcing.

State-owned enterprises and central enterprises recruit professional and technical personnel, one is school recruitment, and the other is social recruitment. But why does social recruitment exist in name only? Many central enterprises have basically blocked this gate. There is a simple reason. If you catch it, you will die. If left unchecked, it will be a mess. Just block the whole gate. That makes sense, you know.

Once the door of social recruitment is opened, relationships and intercession cannot be eliminated. In order to avoid suspicion and right and wrong, most central enterprises have closed the door to social recruitment. Only a few special talents can be recruited after layers of examination and approval, not to mention small probability events.

There are also state-owned enterprises and central enterprises that only recruit fresh graduates, not previous ones, which is required by national and local policies.

Freshmen have policies such as settlement index, but previous students don't have these policies, because the school's dispatch card can only be issued once, and if you don't use it for one year, you will be regarded as employed. For example, turtle talents are not fresh graduates if they don't find a job for two years.

In addition, former students who have been unemployed or employed in society, even social talents, will be classified as social recruits, and certainly not fresh graduates.

To sum up, state-owned enterprises in central enterprises are restricted by policies such as local hukou, by the system of access management at higher levels, and by the system of employment indicators and total wages at higher levels. Under normal circumstances, only fresh graduates are recruited. This also avoids all kinds of power rent-seeking behaviors such as entering the back door and greeting.

Netizen 2:

In fact, we often see that large state-owned enterprises and central enterprises often only recruit fresh graduates when recruiting, and rarely engage in social recruitment. This is very important. There are two reasons:

The first point:

What you see is open recruitment. As long as it is an enterprise with fresh graduates, it generally has good benefits and large revenue, and many people are rushing to enter the enterprise.

The second point:

In fact, what you can't see still exists, but most of them use internal recommendation, because there are not many skilled jobs needed by these enterprises in the market, and they often solve the recruitment needs by directly introducing their own employees.

At the same time, we can also see a very important reason:

That is, they are central enterprises and state-owned enterprises, and they should assume the responsibility of attracting outstanding graduates for the country. These enterprises must help the whole country to improve the employment rate, so when recruiting, they often recruit a large number of fresh graduates to help the country solve problems.

Therefore, we can often see that when they publish recruitment requirements, the job title is often called Guan Peisheng, which means that our company does not need a position for the time being. When a position needs a person, let him go to the top.

This actually confirms the point just now. They are not short of people for the time being, mainly from the national level. In order to help the country solve the employment rate problem, it is necessary to recruit some people first.

Netizen 3:

In fact, accurately speaking, a large part of state-owned enterprises and central enterprises are recruited internally.

For example, take the internal recruitment of State Grid Corporation as an example. For example, there is a vacancy of "director" in the Science and Technology Information Department of Jiangsu Electric Power Company, and the company will publish an "internal recruitment" notice on its website, stipulating that employees who meet certain standards such as academic qualifications, working years, working hours at the grassroots level, annual performance and competition results can participate in the competition. No matter which city or bureau you are in, you can sign up as long as you meet the requirements. And people outside the company, even NB, have no chance to participate in internal recruitment.

Besides, open recruitment. There are two ways, one is campus recruitment, which only recruits fresh graduates; The other is social recruitment, which recruits people with certain working years. On the one hand, state-owned enterprises and central enterprises only recruit fresh graduates because of policy needs; On the other hand, in the case of fierce competition, we must first set a "threshold" to filter some candidates. These enterprises are not only for profit, but also need to bear certain social responsibilities. Even if the economy is depressed, it is necessary to recruit a certain number of fresh graduates.

Even the children of leading relatives must go through the campus recruitment process. Generally speaking, there are two kinds of campus recruitment, one is written test+interview; The other one only needs to attend the interview, but in either case, it is not "going in without saying hello".

There has never been absolute fairness in the world. Comparatively speaking, examination is the fairest way of competition. If you only stare at other people's backgrounds and relationships and complain that God is unfair to you, it is likely that your life will be so mediocre.

At any time, education and ability are hard currency in the job market.

Netizen 4:

Accurately speaking, only those central enterprises and state-owned enterprises with stable income, good welfare and decent standards, such as monopoly or semi-monopoly enterprises such as three major operators, four major banks and petroleum and petrochemical, will enjoy the treatment of being robbed by everyone, and only recruit fresh graduates.

For example, in 20 18, the new graduates recruited by Sinopec 100000 are expected to find 4000 jobs, with an admission rate of 4%. Therefore, the written test can be conducted by the group, and the interview will be organized by each unit after the written test. Only such units have the conditions and ability to carry out campus recruitment year after year and cultivate their own talent echelon.

Freshmen have an advantage, that is, like a blank sheet of paper, they are trained from scratch and have higher loyalty to the enterprise. They can't come back when they go out, which also makes them pay more attention to this job.

Moreover, not recruiting past graduates through social organizations can prevent many people from entering state-owned enterprises and central enterprises through the back door.

Of course, not all enterprises are like this. With the efforts of central enterprises, there are not so many fresh graduates chasing after them, so they are more eclectic in employing people.

For example, China Railway Construction, China Construction Sixth Bureau and China Construction Eighth Bureau need to travel all the year round, and the main time is on the construction site, not to mention recruiting fresh graduates.

Netizen 5:

There are still many people who want to enter state-owned enterprises. In the words of the older generation, as long as you enter the central enterprises and state-owned enterprises, it is equivalent to having an iron rice bowl. Although the salary is not very high, but the welfare benefits are very good, the probability of unemployment and other crises is basically not.

It is precisely because of this situation that the personnel flow of central enterprises and state-owned enterprises is not very large. Many people have worked in a unit for more than ten years, even decades. The job demand of natural central enterprises and state-owned enterprises is very tight. Some basic positions attract a group of young fresh graduates through open recruitment every year, while other middle-level management or technical positions are basically digested by the former state-owned enterprises.

He was enthusiastic about his work right after graduation. As long as he is given a job, he will try his best to do it well, especially in the first job, and he will have a passionate complex to challenge himself.

They don't have high salary requirements, and they will think that it is not a problem as long as they work hard to raise their salary.

However, previous graduates have already joined the work before, and the most basic salary is harsh. Once they fail to reach the ideal state, their hard work will be greatly reduced.

Therefore, it is obvious that fresh graduates have absolute advantages in entering state-owned enterprises and central enterprises.