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Corporate recruitment is the most popular internal recommendation job seekers should try a variety of methods

There is a lovely and learned MM question beads: Where can I find the recruitment information of foreign-funded enterprises, especially French-funded enterprises? Beads are heard. This MM must be French. She hopes that her language features will be fully utilized. This idea is correct. Giving full play to one's own strengths can improve the success rate of job hunting, but the problem may be like this: she can't find a French-funded company that is recruiting; and the other party can't find her either – it sounds like People are a bit depressed.

Some companies are actually complaining about not getting the people they want, so sometimes they will adopt some very creative but effective methods. For example, we recently saw a “growth” on the glass door of the McDonald's store: a store manager and a related job description. The intention is obvious, and it is hoped that consumers or passers-by will be able to bring "employee information" to friends and relatives who are looking for a job. McDonald's is located in a busy city. This simple method may be effective, but if it is a remote manufacturing company, this method will not work.

Zhuzhu feels that there will be a question here: Is the company's favorite recruitment method and the job seeker's favorite means of finding job information symmetric? If it is asymmetrical, then isn’t it a show of job hunting, “Go left, go right”? Therefore, job seekers need to understand what the company's favorite recruitment method is before looking for a job.

The survey shows that many companies' favorite way is to hire internal employees. In the same way that “doing cooked, not making a living”, companies also want to use those who already know. If there is a vacancy in a certain management position in the company, the first thing to consider is to promote from the internal staff or to convert the original temporary workers into regular employees. Internal jump is also a good way to quit. Zhuzhu had previously interviewed an administrative general manager of a Siemens branch in Shanghai. He worked for decades and never left Siemens. But his career development has been quite smooth, because his job-changing within the company also made him successful in his career. From the beginning of Siemens to the accounting of a group affiliated to the group, to the executive general manager of the Shanghai branch. He also served as the executive general manager of a branch of Siemens' Southeast Asia.

When there is no suitable person in the company, the company will retreat to the next level: internal staff recommendation. The company hopes that a trustworthy person can recommend people he knows well. The intention of the company is very simple: a friend knows better, and will bring an experienced or a good person to the enterprise. And the cost is still low, because neither agency fees nor recruitment costs are required.

If it still doesn't work, the company will make two choices according to different user requirements when recruiting. Recruiting senior management, choosing a headhunting company, it costs a little money, usually 20% to 30% of the annual salary of the "digging"; looking for a low-level, may find an employment agency. Through the various channels network, a lot of resumes are available for enterprises to choose.

If none of the above methods apply, companies have to choose their most reluctant method: look at the resumes of job seekers, or post a “recruitment notice” in the media. The way this company finally chooses is often the main job search channel for many job seekers. In other words: the favorite method of job seekers is just the opposite of what companies like.

Of course, Zhuzhu is also saying a word here, believe it or not. After all, many people find jobs from job advertisements in newspapers and magazines. Just hope that you don't "hang on a tree" in your job search, try more ways.

Source: Workplace Guide

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