Candidates should be alert to the trap of internal recommendation. Internal recommendation is a shortcut for candidates to find jobs. However, there will be traps in internal recommendation, and if people don't know it, they will easily fall into it. The following are the internal recommendation traps that candidates should be wary of!
Internal recommendation trap that candidates should be wary of 1 Internal recommendation is a shortcut for candidates to find a job, and it is often easier to find a job related to their major, consistent with experience and good salary.
However, there are pitfalls in internal recommendation, you know?
1. Friends only report false information for bonuses.
Some companies don't have very good company information, so they can't recruit people, so there will be more bonuses recommended internally.
At this time, in order to earn this bonus, some employees will recommend friends who are looking for jobs around them, and even amplify the advantages of the company when telling friends.
After tricking a friend into the company, I got a recommendation bonus, and then I won't ask this friend if he is suitable or not.
It may lead candidates to finally find that the company has little advantage and cannot provide a stage for giving full play to their talents.
2, from ordinary positions to leadership positions, incompetent "triple jump"
Xiao Li is a recruitment specialist, but she has just been recruited recently. A friend recommended him to be a personnel manager in a company. Xiao Li will naturally not let go of such a "triple jump".
A friend recommended him to interview the general manager directly. The general manager doesn't understand personnel and doesn't ask professional questions. Xiao Li, who is good at words, passed the customs smoothly, and the new official didn't take long.
However, personnel is a professional job based on experience after all. When several labor dispute cases came one after another, I couldn't stand it. The most serious thing is that the company has received several letters from resigned lawyers, all of which are the consequences of Xiao Li's inexperience. To this end, the boss is angry, friends complain, and Xiao Li himself is riding a tiger.
3, to prevent "familiar with the formula"
The "familiar formula" borrows the misunderstanding of "familiar devil" emphasized by Felodi in his book. That is to say, in internal recruitment, we often make employment decisions according to the "familiarity and cognitive formula" of the candidates.
For example, this candidate has outstanding achievements in the past, is humorous and has strong affinity. At this time, we will "take it for granted" that he is the right candidate for the recruitment position, and those more important standards, potentials and even comparisons with external candidates will be forgotten by this "formula".
4. Don't use "old methods to solve new problems"
This is an old problem of "internal recruitment" Because the internally selected talents are immersed in the company culture, they often have stereotypes in working habits, working ideas and working methods, so the situation of "solving new problems with old methods" will often happen.
Personally, it is not unreasonable when the company is developing well and its operating performance is excellent, but when the company is frustrated, it enters unknown markets or expands its development fields, such problems sometimes drag down the organizational transformation.
Internal recommendation trap that candidates should be wary of 2 With the arrival of the peak of job hunting, large and small job hunting agencies in the market began to publish a large number of recruitment information, and many platforms launched attractive projects such as recruitment of internal resources, paid resume screening, priority interview and even guaranteed offer, which attracted the attention of many job seekers.
However, these so-called benefits are full of traps, which may not achieve the expected results of job seekers, and may even lead to fraud.
1. Although the temptation is great, there are also many hidden dangers.
"Autumn recruit extrapolation countdown 1 day! There are not many internal push codes, so hurry! " "Resume without screening, direct written examination, priority interview after passing" ... For job seekers who are busy looking for internship opportunities and good jobs, these attractive words are undoubtedly exciting.
In the "autumn recruitment" season, being able to find a shortcut means that you have a greater chance of getting the ideal position.
Some online intermediary platforms have grasped the psychology that students want to enter the internship of famous enterprises and launched the "paid internal push" project. These platforms often claim that they have reached cooperation with many enterprises, and they can use these resources to promote college students to practice in enterprises, but they need to pay the qualification for internal promotion, and the cost ranges from several hundred to tens of thousands of yuan.
After some interns pay the money, the positions they get are often inconsistent with their ideal jobs, but they can't get a refund; Others failed to shirk and got feedback from the intermediary that "we tried our best";
What's more, I was attracted by the intermediary's claim that "500 yuan arranged the written test in advance", but I couldn't contact the intermediary after charging.
In addition to cooperating with famous enterprises, a job search platform claims to cooperate with more than 200 Fortune 500 consultants, and another intermediary provides a list of more than 900 in-service tutors in the whole industry, covering many fields. However, most of these consultants are pseudonyms, and it is difficult to distinguish between true and false.
In addition, job seekers exposed a lot of personal information to the intermediary after choosing the platform. If there are loopholes in the intermediary platform, it is easy to cause information leakage and there are great security risks.
It's hard to say whether it's true or not.
At present, there are two common job-hunting platforms on the Internet: one is to simply share recruitment information, and the other is to make money by attracting job seekers to pay for courses or extrapolating qualifications.
In the network era, online job-hunting agency has become an important carrier connecting enterprises and job seekers with its advantages of rich information, high communication efficiency and low cost.
However, the information provided by the platform is mixed, and college students who have just entered the society often have weak awareness of prevention and are eager to seek ideal jobs, so that some lawless elements can take advantage of them.
It is reasonable for some platforms to provide job-seeking guidance for job seekers by attending classes and consulting, so as to enhance their job-seeking ability and competitiveness.
Some platforms that provide introverted qualifications through fees mostly require job seekers to add WeChat groups and recommend information to friends in the circle of friends, which is suspected of pyramid schemes; Moreover, the qualification of extrapolation is usually only the commitment of the platform, and its authenticity and effectiveness are in doubt.
Article 9 of the Labor Contract Law of People's Republic of China (PRC) clearly stipulates: "The employing unit shall not detain the employee's resident identity card and other documents, and shall not require the employee to provide a guarantee or collect property from the employee in other names."
Relevant experts pointed out that it is legally feasible for intermediaries to provide information and resources to job seekers with compensation, but the authenticity of the resources provided cannot be guaranteed, and the rights and interests of job seekers can hardly be guaranteed. This is actually an act of wandering in the "gray zone" of law.
In addition, some experts said that the act of deducting fees may involve cheating. If the intermediary platform launches a "paid internal push" project without the permission of the enterprise, it is suspected of false propaganda.
If there is collusion between enterprises and intermediaries, it is actually an act of enterprises charging job seekers in disguised form, which is not allowed by law.
3, multi-pronged, * * * with prevention and control.
For college job seekers who have just entered the society, weak awareness of prevention is often an important reason for stepping into the platform job trap. Insufficient verification of the authenticity of platform information, or easy disclosure of personal information to the platform, may lead to being deceived.
Insiders pointed out that for job seekers, it is necessary to cultivate a pair of "golden eyes". Don't trust the "shortcuts" provided by the platform. Try to get true and accurate information through various forms such as corporate official website and offline job fairs. Don't be fooled by the rhetoric of the platform. You should apply for a job through formal channels.
At the same time, we should also realize that if we have the ability to obtain internship places through official channels of enterprises, it is only unnecessary expenses to pay for the platform to obtain internal promotion qualifications;
If one's own ability is insufficient, extrapolation may not be successful. Company recruitment pays more attention to personal strength than just a good-looking resume. Therefore, improving their own quality level is the fundamental condition for entering the internship of famous enterprises.
Network intermediaries should bear the main responsibility of legally and effectively docking the two parties, and pay more attention to the standardized management of the platform while the platform is booming.
It is necessary to build a transparent job information platform to ensure the authenticity of the information and serve both job seekers and employers well. At the same time, the network platform should also pay attention to protecting users' personal information, which is also the basic requirement and bottom line as an intermediary.
Experts said that in addition to the platform and job seekers' own norms and precautions, relevant departments should also have corresponding regulatory measures.
Standardize the behavior of wandering on the edge of legal boundaries, do a good job in macro-control, establish a more effective access mechanism and audit mechanism, earnestly safeguard the legitimate rights and interests of job seekers, and let the wind of selecting people prevail. Social development will be full of vitality only when people make the best use of it.