Basic Rules For Job Seekers In Job Hunting

1, recruitment methods of enterprises

Once employers have recruitment needs, the first thing to think of is to find the most suitable person in their present internal staff. The internal selection of talents is a mode of employment advocated by many enterprises nowadays. Secondly, it is asking whether friends or colleagues have the right candidates, and this is what we often call internal recommendation and recommendation. Many enterprises have set up reward systems specially used for talents introduction, such as the "Bole Award" and "talent recommendation Award", etc., encouraging many people to recruit talents. Once again, they are looking for third party headhunting companies. Of course, such situations are usually only for high-end jobs. Finally, in case of no circumstances, enterprises will publish recruitment information on newspapers or recruitment websites, and select personnel from a large number of resumes. Usually,

2. Job seekers' application methods

The idea of job seekers is contrary to the above employment ideas.

According to the statistics of Xiangyang career, almost 90% of the people first think about collecting job related information on the Internet or newspaper when they need to find jobs.

Why do employers not employ job advertisements as the best way to recruit? Sunyang career experts believe that recruitment advertisements are incomplete and untruthfulness. Many enterprises are hiring fake and advertising is familiar.

In addition, there are often false elements, virtual posts and exaggerated corporate information in job advertisements, which are easy to mislead job seekers.

At the same time, a very important reason is that employers are mainly looking for suitable talents in piles of mail. It is not "choice" but "exclusion".

According to the relevant data, the average time of residence for recruiters is 1.4 minutes, so the chances of success are quite low.

For example, if small A wants to find a satisfactory job, it needs 2-3 job opportunities to screen.

In order to get these 2-3 jobs, small A will get the opportunity to interview 6-9 companies with vacancies.

In order to get the interview opportunities of the 6-9 successful companies, small A must contact N company in advance to send resumes to these companies.

How much is N? 100 or 200 or more? According to Yang's career, small A should issue at least 500 CVs, so that he can solve his job search problems.

3. Three fatal flaws in traditional job search methods

Among the existing traditional job search methods, there are three fatal defects, which are common faults of many job seekers.

First, there is a certain ambiguity in what work should be done. They think they can consider all the vacancies listed by enterprises. Therefore, a number of job seekers resumes from different jobs in the same enterprise are everywhere. Two, spending time on companies that have already been clearly labeled as vacant positions instead of actively finding more job opportunities; three, being too humble and showing "begging" to employers, and the relationship between the two sides is not symmetrical. In fact, if the recruiter can not find the right person, he will be under great pressure.

It's very important to master the rules of the game in job hunting.

If you understand and master the mode of employment in advance, you can think deeply from the perspective of an enterprise, dig deeper into your business value and match with the needs of your company, seek information from friends or family members before you apply for jobs, or directly contact your interested companies, instead of blindly investing in the Internet, so the chances of successful job search will be greatly improved.

Of course, there is a prerequisite for a clear orientation of your job goal before you pay a lot of job hunting, because clear career orientation and career planning are the core of successful job hunting.