Judging from the "hidden rules" of recruitment revealed by the former personnel manager in the program, some enterprises nominally follow the principle of fairness and justice in the recruitment process, but in practice, they often set various hidden constraints on candidates in advance. For example, some large enterprises will separate the resumes of "985" college students from those of non-"985" college students when screening resumes, and only take away the resumes of "985" college students after leaving the job fair; When interviewing candidates, some enterprises also artificially label students' origins as greater than their strength. ...
At present, it is an indisputable fact that college students are under great pressure of employment competition. Benefiting from the advantages of prestigious school platforms, some graduates from prestigious schools are indeed more popular than ordinary college students. In this context, the personnel departments of some enterprises focus on the graduates of prestigious schools, which can really improve efficiency and save recruitment and training costs. From this perspective, for enterprises, this method has a high "cost performance".
However, enterprises, especially some influential enterprises, are not just isolated social individuals. Although it is understandable to reduce costs and seek profits, it should not be the only running track. In addition to reasonably protecting their own interests, enterprises should also actively assume social responsibilities and play a soft guiding role in the values of struggle and progress respected by society.