Entrusted by two elders at home, I have been busy helping the freshmen of the two elders find jobs and change their resumes. Just in time for the "hardest employment season in history". It's no ordinary hardship for two students to find their favorite work mentality. The signing of their school also confirms the saying that "the most difficult employment season in history". Fortunately, the last two students found good job opportunities through hard work. In the process of helping and guiding them to find jobs, I also saw some problems. For example, when one of the students was asked by the interviewer about her career plan, she actually replied, "I hope to go abroad for further study in the next two years." Let the interviewer be speechless.

Think carefully, when our school "created" college students in batches, the school did not teach them how to choose their own jobs, how to find their own jobs, and how to work, or how to "survive"; It just stays in the scripted indoctrination of theoretical knowledge. So from "school" to "work", it seems that there is always a bit of a disconnect. Summarize the job search process in the words of two students. They think that they all feel "job-hunting obstacles" or "job-hunting phobia" more or less in the process of job hunting. Although they didn't know what to do at first, they were full of confidence; After being frustrated, he became less confident, less emotional and even lost his way. One of the students denied himself many times and felt that he had done something wrong. How can the probability of such a successful job search be high?

I have been seen by countless people, and I have been seen by countless people, so here, I have also made a little review of some of my job hunting and recruitment experiences, which may be a bit messy and not necessarily organized. I hope you can give me more suggestions and opinions while sorting out. I believe that while helping others, maybe you are also helping yourself.

Why is there an interview? We must start with company recruitment. No recruitment, no interview. This is the most basic truth. So first, let's decrypt the interesting behavior of "company recruitment". Many netizens complained to me before, why did his favorite company always fail to recruit people? Or even if the company you like publishes a job advertisement, but you always submit your resume and can't get the answer, what should you do? Many netizens who ask questions are also confused about how their favorite companies recruit, select and employ people.

I estimate that most people may have similar confusion in the process of finding a job. I was so confused at that time. Here, as an internal manager of a company, I am certainly not HR, because I have never worked as an HR, so let me share the internal recruitment process of a big company that I have experienced and seen.

The recruitment needs of most companies are often caused by only a few reasons. The most common reason is the vacancy caused by the resignation of employees in existing positions, which is what we often hear, the so-called increase in personnel due to filling vacancies; Secondly, it is more common to see the rapid expansion of the company's business scale and the start of new business or new projects, which leads to the increase of additional positions and the demand for manpower growth; There is also a more common analogy, which is the recruitment demand generated by some company systems or practices, such as the annual recruitment of management trainees and fresh graduates. Often the main reasons for company recruitment are the above three categories.

Let's talk about the situation of leaving and adding staff first. Since I became a department manager, it is common for employees to leave their jobs. However, I still remember the first time I faced the resignation of an employee. I share it here to better and more vividly explain the general internal handling of the company in the process of leaving and adding employees. I remember it was the day before National Day. According to the practice in Shanghai, there is usually an early holiday in the afternoon, so it is a comfort to invite all my colleagues to lunch at noon. I had just taken over this department for less than half a year. Back in the office in the afternoon, Judy, a senior clerk, walked into my office with a serious face. I was a little confused about her expression at that time. Judy is very nervous. After sitting down, she kept thanking me and apologizing. Maybe something bad is about to happen. After making a mess of what he said, Judy handed me a piece of paper and said, "Sorry, boss, I want to resign." To tell the truth, I'm also nervous in the face of Judy, who is sitting opposite and hesitating. "Something happened at work?" And when I got her resignation letter, I was even more nervous. "How can I talk to her?" ? What should we do next? "I only remember pretending to be calm and smiling because it was my first time." How can I quit my job properly? "She is quite straightforward:" The old leader went to a new company with a good position and a higher salary. I agreed. ""Oh, actually, you're fine. You're doing well. You should have a room, too Can you consider staying? "In fact, Judy usually performs well and is also the backbone of the department. It really has a great influence on me, but I really have no power or confidence how to leave her, and what conditions. " Thank you for your comment, but I have promised each other, so I can't refuse. "Judy bowed her head and answered me, afraid to look me in the eye. Actually, I don't know. She lowered her head, but I relaxed. "What conditions can make you stay? I'll try my best to see it. "She is still prevaricating, or rambling." Can you tell me your new position and salary? I can talk to my boss. "Judy told me the truth about her, probably because I knew her old leader, so she didn't hide anything." All right, I'll fight for it. I hope you can give me a chance. Anyway, thank you for your hard work during my stay. "In fact, her new position and salary are much higher than her current position and salary. I'm almost not sure I can really get such a salary for her, but in my opinion, it may be worthwhile to fight for it. As soon as Judy left my office, I went straight to the boss's office and reported everything. The boss is much calmer than me, and it makes me sweat. " I wonder, is this position necessary? Is it possible to split it up and let other colleagues work together? "When I heard this question, I was completely shocked. It's inhuman for a typical boss in Hong Kong to ask such a question. I patiently explained the importance of this position to my boss, but fortunately I got his approval. His second important sentence is "then find someone to replace her." "Actually, I really want to keep Judy, so I talked to my boss about the idea of keeping her and her new treatment. The boss's third concluding remark. " It seems a little high. Talk to the personnel department. If not, recruit as soon as possible. "I fully understand what the boss meant, so I turned and walked out of his office. The next stop was the personnel manager's office. The negotiation with the personnel manager is actually very simple. The HR manager directly told me which directory the blank application form and job description are in, and how to fill them out. For example, the personnel requirements include experience, education, qualification certificate, even gender, marital status, who needs to sign for approval, and so on. At the same time, he told me that the company would immediately freeze the number of people and asked me to step up my application. In addition to helping, he complained to me that there are 10 positions in the company that are in urgent need of recruitment, and there are 10 positions in the business development plan, and he only has one recruitment manager, who is busy working overtime every day. At this point, the point is coming. In fact, this is also the reason why many job seekers feel that the interviewer is blunt or even unfriendly. Most hiring managers are usually extremely busy, and attitude may be their secondary consideration. The above is the first time I have met my subordinates' resignation experience, which is quite impressive. To sum up, most companies recruit because of vacancies caused by employees leaving their jobs, which is similar to the experience I shared. When employees submit their resignations, the most anxious thing is often the line leader of the business department. Because there is no subordinate work, but the work can never stop. At this time, linear leaders must be both leaders and employees, so linear leaders often put forward recruitment needs at the first time. Of course, the whole process of raising demand is often questioned by the boss, dictated by HR, and even worse, it will encounter "head freeze". Therefore, it is often difficult to get approval for recruitment applications. Some employees leave their jobs 1~2 months, and the recruitment demand has not been approved yet. So my "first time" was very lucky, and it was approved soon. I shared the reasons for resignation recruitment and the general process of internal recruitment, and the latter part discussed the general recruitment process.

Go on with mine. The first time. The personnel manager is very "awesome" The day after I sent the application form and job description, the position I needed had been posted on two well-known recruitment websites in China. I remember that online recruitment was relatively easy at that time. I received about thirty or forty resumes in a week, and the hiring manager has a good relationship with me. After some screening, the interview was arranged in the second week. Because it is a resigned position, the whole process is relatively simple. Although the process is simple, the recruitment process of most companies is basically the same, so here we carefully analyze the main points of each link. The first step is the internal personality and IQ test. The candidate's personality and IQ test results will be used as the basis for screening and evaluation; Often, only those candidates whose personality is particularly inconsistent with the company culture or whose IQ is obviously insufficient will be screened out, so candidates generally have no major problems in this link.

The second step is to recruit managers. From the personnel point of view, the hiring manager evaluates the applicant's behavior, communication, background experience and other aspects, and generally does not evaluate his professional ability, so the overall "one side" will not be particularly difficult, but it must not be taken lightly. Because once the personnel find fatal defects such as "character", "integrity" or "communication problems", the chances are slim. The third step is my "two sides" (line manager). Line managers often evaluate candidates from "points" and pay more attention to candidates' past work experience, background experience, professional skills and knowledge, post competence, teamwork ability or leadership ability. It also includes some personal character, communication and cooperation skills. This process is usually critical, and line managers have veto power. Because as a line manager, the candidate will work for himself in the future? Or give yourself trouble? They are all in this interview decision, so in general, they will be more cautious, and job seekers must go all out to deal with it. The fourth and often final step is the "three sides" of the senior management (director or vice president). This process is often simpler and easier than the personnel interview. Generally speaking, it's just 30 minutes of rambling and even saying something irrelevant. Pay attention to the particularity of this link. Top management is the leader above others. He often neglects his career and has a macro view. He often pays more attention to communication and attitude image, but has the power to veto or approve, so he should "serve" very carefully and try to leave a "good" impression. Next, unless it is particularly important, play a few more rounds, otherwise the interview has come to an end. I remember that even though HR was so helpful at that time, there were so many human resources in the market, it took half a year before the candidates were officially in place, so the whole process of this recruitment was always vivid. The above process is the whole process of a typical turnover recruitment I have experienced. It should be easy to see the process of recruitment demand generation, approval and recruitment implementation, as well as the key people and points on the job search road; Grasping the key, maybe the winner will be much bigger. Earlier, I talked about the first time I met an employee who resigned and led to recruitment. Now let's talk about the recruitment demand brought by the expansion of the company's business scale or new business projects. The recruitment process of additional manpower demand caused by the expansion of the company's business scale or the start of new business and new projects is basically similar to replacement. The only difference is that HR (from the perspective of manpower control) or other senior managers (from the perspective of political struggle) or the boss of the supervisor (from the perspective of the efficiency and effectiveness of the business or the project itself) will point fingers in the whole recruitment process, and even have a "negative" effect, which will add many difficulties and uncertainties to the recruitment work. I have encountered the expansion of the company's business outlets. It turns out that each outlet should be equipped with a separate front desk and business assistant. As a result, due to internal struggle, the original plan was overthrown and the policy of the headquarters changed. As a result, all the front desks have to be business assistants. As a result, the two outlets, the business assistant and the front desk, which had already entered the recruitment process, have been identified, and they have verbally told each other that there is no problem, and finally they will go away. So this is why some job seekers will ask the other party if they will verbally approve after the interview, but they will not give an OFFER for a long time, and eventually they will go away. Tips: From the job seeker's point of view, the recruitment expansion of the resigned replacement personnel in the company is basically consistent with the recruitment demand generated by the new business, and the process is similar. Therefore, job seekers need to pay special attention to two points: first, the job description and the requirements for experience and skills in job advertisements, and job seekers should try their best to approach the requirements of job vacancies on their resumes in order to quickly pass the resume screening; Second, key people, in principle, this kind of interview usually has the decision-making power with the manager (future direct boss) who has a direct reporting relationship with the job seeker in the future business, so at this stage, we should try our best to win the recognition and support of the future boss, and the whole interview will be very successful.

In addition to the above two domestic needs, the company will also have important regular recruitment. For example, the annual campus recruitment and the regular recruitment of management trainees, such as the annual campus recruitment and management trainee recruitment, are completely different from the above two. In fact, the purpose of the company is different between campus recruitment and management trainee recruitment. Campus recruitment is often more advertising than recruitment itself. In most cases, it is to promote your company's brand in colleges and universities. Of course, it is better to recruit the right people. Therefore, there is only an upper limit on the number of recruits. If you can't find a suitable person, you will give up the whole recruitment. Management trainee is a traditional project of large companies, and it should be done every year unless the budget is tight. The purpose is to select and train young middle managers from well-known universities for the company. This is more like purposeful recruitment than campus recruitment. Of course, the number of candidates is much less than that of campus recruitment. Sometimes some top domestic companies may select 2-3 candidates nationwide. Campus recruitment and management trainee recruitment are similar, but the interview requirements are quite different. Many years ago, I participated in campus recruitment activities as a member of the company's campus recruitment team. Here, I want to share my high participation. Campus recruitment is generally initiated and led by the company HR, and related departments with manpower needs are contacted to participate. At that time, my role was the head of the relevant department, and my department needed an assistant. I remember that at that time, the company chose four universities in Shanghai to give a presentation, and also arranged to participate in the campus job fairs of three universities. I was curious to follow HR to a lecture, attended a campus job fair and received a resume. In fact, the preaching part is nothing but introducing the company's situation, future prospects, advocating the development of China company and so on, and finally answering the audience's questions. At that time, the scene was still relatively large. I can't remember which school it is. There are about 100 and 200 people in a big classroom, and the atmosphere is not bad. This year, my friend (a Fortune 500 company) went to Fudan campus for recruitment in February. In the huge classroom, there are only 20 people going back and forth, and the scene is very bleak. There seems to be no shortage of job opportunities now. Campus presentations are often just a formality, promoting the image of your company positively and finally explaining the interview process.

The real interview usually begins with "online application". Some companies arrange simple tests in the process of "online application", while others just collect data. In any case, we should be cautious at this stage and don't deal with it hastily. If you fill in the wrong information, you may miss the opportunity. In addition, a few years ago, most of the resumes of many companies were manually sorted and judged. HR work is hard, and reading resumes is often disgusting; At present, some companies have developed a special "online application" screening and matching tool, which can automatically sort resumes, so the efficiency will be much higher, but for recent graduates with general comprehensive conditions, especially schools, their academic performance is not particularly high, so it is not so beneficial. Also, because there is an "advanced screening tool", you must be extra careful when filling in the contents of the "online application", and don't be let go by the "advanced screening tool" because you fill in the wrong contents. After passing the "online application" screening, the next important stage is the written test. Some companies have large-scale training classrooms and will arrange written tests within the company; Some companies have no conditions and will borrow venues for written tests; There are also companies that use third-party "websites" to conduct time-limited remote written tests. Regardless of the form and venue, the contents of the written test are similar, such as personality test, IQ test, English test and so on. Some will also conduct some professional tests, such as programmers. Because of the large number of candidates, the company will screen candidates through examinations, and candidates with high scores will be selected first. The specific proportion depends on the comparison between the number of applicants at that time and the expected number of employees. I remember that at that time, after the screening of the written test, about forty or fifty fresh graduates were selected for the interview, and about ten of them were finally hired.

Then there is the complicated interview process. Of course, the first step is often an HR interview. The HR interview in this link is more important and critical than the HR interview in the resignation substitute, because HR is always in a dominant position in the campus recruitment process. As long as HR feels bad, there is generally no chance of promotion. But in this process, many HR's performance is not very professional. Because of the limitation of manpower and time, personnel assistants with little or no interview experience may be arranged as interviewers, which sometimes makes candidates feel that the other party is also nervous or unintelligible. I suggest that at this stage, you don't have to worry too much, try to show your excellent aspects, cover up your shortcomings, and let the interviewer like and accept you. After this link, maybe the next process will be much easier. Many companies will arrange group meetings in the next link. Generally speaking, a topic is discussed in groups, and there are four or five interviewers around, including those from HR and other departments, to observe and evaluate the performance of each candidate in the group, including communication skills, expression skills, body language and problem-solving skills. , and then score, the highest score is shortlisted. Here, job seekers should pay special attention. Don't be silent. You don't say a word, you don't have a chance, and you are eliminated. After the group meeting, candidates will arrange interviews with different interviewers according to the nature of the positions they apply for. In most cases, the number of people left in this round and the number of people finally selected is about 2 to 1, and HR often produces biased opinions based on the performance and scores of previous rounds. Next, you will usually face the interviewer in the professional department, so you'd better be professional. HR may pay more attention to external factors when looking at people, while business departments pay more attention to connotation (specialty). I have seen such a real case. The reasons why the personnel department doesn't agree to hire candidates are the long difference and poor Mandarin, which affects the company image. The technical department thinks that the candidate is smart and skilled, and admits that the other party is not good-looking, but it does not affect the work and is determined to hire; This case clearly shows that the starting point and perspective of the personnel department and other professional departments are completely different. In the process of campus recruitment, the interview of professional departments may be more complicated, because the candidates recruited are often at a lower level, and there are usually many people of different levels attending the interview. If the department is big, there may be future bosses, colleagues at the same level as the boss, their bosses and so on; If the department is small, it may be colleagues at the same level (the so-called predecessors often seen in Korean dramas) and department managers in the future. In short, this interview process may take more than one round or even three rounds. I have seen department managers interview round after round with fresh graduates as guinea pigs in order to exercise their subordinates' interview and leadership skills. This kind of interview will make job seekers feel very tired, don't know why, and even answer questions repeatedly. Sometimes they don't even know the name and position of the interviewer, because the interviewer has no training. But even so, you should be professional and enthusiastic, even if it is repetitive, you should stick to it, because these interviewers are either your boss or your future colleagues, and it is best to leave a good impression on your future survival and development. If there are no major technical and professional problems in the above-mentioned round of professional interviews, and the performance is more active and the competitors are not so strong, then the PK of "choose one from two" or "choose one from three" will not be difficult, because in this link, all interviewers are looking for proactive, dirty and tired, technical and professional helpers. Then there is the last "old monster" (the high-level person who has the decision). This round of interviews is often just a formality. "Johnson" is just a general look at the candidates' situation and a general understanding. If there are no problems, you can basically make a decision. Of course, there are also "Johnson" who directly deny it. This probability is not much. I know the reason is that "Johnson" thinks the candidate is not mature enough or motivated enough. Many job seekers are very angry about this and want to "roar". Why should they be mature and calm after graduating from college? But please remember that "Johnson" has done a good job, survived many thoughts and hasn't done technology for many years. What's more, after passing the professional interview, the technology is generally no problem. At this time, we mainly look at the "eye margin". In addition, ordinary "monsters" are old and can never talk to children. These are all problems of his own mentality, but please remember that he is a "monster". If there is still "tomorrow", it is suggested to install "80" after "90" and "70" after "80". No weekend is no problem, no money is no problem. The key is to get Johnson's approval on the spot, so don't show your personality in this link. Be mature, even if you pretend to be mature, Qiang Sen will be "Kan Kan". Campus recruitment is basically the same, but the recruitment of management trainees is basically the same, except that the interview in the professional stage is replaced by a management cadre who belongs to the middle level or above in the company to conduct all-round assessment and interview, and at the same time, the future development direction of management trainees in the company can be obtained through various assessments and interviews. The rest of the content and process are basically the same, but the challenges are more complicated, so there are not many details to share.

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