Under the epidemic situation, the demand for corporate job recruitment is shrinking and even freezing.
For the 8.74 million graduates who are about to enter the society, 2020 can be called the most difficult graduation season in history, because graduation means unemployment.
1、
How hard is employment in 2020?
The CEO of a financial consulting service platform in Shenzhen said:
"Last year's recruitment requirements, hundreds of resumes were received in one position, but none were needed.
The most exaggerated is that a fresh student directly proposed a zero-wage probation, if the performance of 3 months is good, then talk about wages. "
HR, another Internet company in Shenzhen, shares its recruitment experience on social platforms:
"The competition for 2020 school recruitment is extremely fierce. A total of more than 8400 resumes have been received online and offline, with a recruitment ratio of 1: 210. Some positions are even more competitive than civil servants."
In addition, a senior student in the Department of Economics of Zhongnan University of Economics and Law reported:
"Once I graduated this year, I was able to enter a securities company in Wuhan as an analyst assistant.
But in March, I received a clear response from HR. This year, the company cannot provide more jobs. Let me look at other job opportunities. "
Considering the employment incentives in 2020, the Beijing Municipal Government issued a notice yesterday:
"This year and next two years, the vacant positions of public institutions in this city are mainly used for special recruitment of college graduates (including college graduates who have not confirmed their work units during the career selection period)."
2、
Enterprises "shrink clothes and diet" to survive
Enterprises have survived the Chinese epidemic, and they have to survive a new wave of foreign epidemics.
According to statistics, more than 460,000 companies ceased operations in the first quarter of China, and more than half of these companies have been in business for more than 3 years.
Although the upsurge of resuming work and resuming production is ongoing, the overseas market has been sluggish due to the epidemic, and the foreign trade industry has been severely hit.
In the face of economic disappointment, many enterprises are shrinking their diets and trying to survive.
In addition, BOSS Direct Employment Research Institute released the "2020 New Student Recruitment Trend Report" shows:
The number of 2020 fresh graduates who are actively seeking jobs this year has increased by 56% compared with 2019, but the scale of recruitment needs of enterprises corresponding to the fresh graduates has dropped by 22% year-on-year, and the supply and demand are very uneven.
"Under the uncertainty of the epidemic situation, everyone is tightening their belts, and the company has no energy to train the freshmen. No layoffs or salary reductions are already good companies. It is the most important thing to survive and survive. . "
3、
On one side is the difficulty of student employment,
On the other side, the company cannot recruit suitable people
This year's recruitment market is caught in a strange circle:
Obviously, the talent market is so abundant, but there are always many companies complaining that they cannot recruit the right people.
Received many HR reports:
"I found that there was a mismatch between the academic qualifications and abilities of many people during the interview, that is, the academic qualifications were high, but the abilities were average."
"Many graduate students have offered to reduce their salaries in order to get a job, requiring 3000 yuan / month. Some positions can actually be done by ordinary undergraduates."
4、
How to get rid of the recruitment loop?
First, let's analyze:
Why can't companies recruit the people they want?
We went to research many companies and found that most of them do not have uniform employment standards, but only regard some qualifications as criteria for selecting and employing people.
For example: designated professional priority, bachelor degree or above, English level 6 and how many years of experience, etc.
However, this is far from enough.
I remember watching a video "The interviewer was stunned when the name of the resume was revealed". At that time, I was deeply impressed.Here is to share with you:
This video pinpoints the current corporate recruitment issues:
Many companies are caught in the cognitive misunderstanding of "capability based on academic qualifications", and it is normal to not recruit suitable people.
Perhaps at the beginning of inadvertently, you missed the next "Ma Yun" and "Ren Zhengfei" ...
Experience and education do not equal ability.
So when a company is recruiting, when "Ma Yun" is sitting in front of us, how should it be accurately identified?
I believe you should have heard of McLeland's famous iceberg model theory:
The theory points out that compared with the academic background and experience of the "above part" of the iceberg, the intrinsic ability of the "below part" is difficult to be changed by the outside world, but it plays a key role in the future performance of the personnel.
Talent assessment can help companies tap the inherent abilities of job seekers such as professional talents, motivations, values, and personality. The background of the system will show the matching degree from high to low according to the report results, and find out the "high potential talents" who are qualified for the job.
(Screenshot of T12 Talent Evaluation Report)
In addition to this, our companies should also take into account their internal capabilities when formulating employment standards.
To do this, enterprises need to conduct job analysis and job evaluation, and establish a job competency model (it can be said that it is a "talent portrait").
Competency model includes competence type and competence composition. Take purchasing supervisor as an example:
In general, there are three ways to build a post competency model:
1. General job model modeling method;
2. Excellent benchmarking method;
3. Work analysis modeling method.
Take the purchasing supervisor as an example here, to give you a simple interpretation of the work analysis method.
Work analysis method refers to deducing the competence quality setting model required by the post after analyzing the work content.
This is the recruitment information I found on the recruitment website about the purchasing supervisor (real estate):
Combine the work content of each post into similar items, and then analyze and derive:
Purchasing director work needs to formulate procurement goals based on the company ’s annual development, so certain global conceptual capabilities and strategic planning capabilities are particularly important to the procurement director, which can help him better understand and grasp the overall strategy.
In addition, in the procurement process, it is necessary to ensure that the progress of the control project is reviewed, and higher requirements are placed on the supervision and control capabilities of the procurement director;
And for the lack of work flow, they need to make some immediate adjustments, have a certain desire for control of people \ materials, execute quickly, and flexibly solve problems encountered.
After derivation, the "Portrait of Talent" of the purchasing director can be obtained:
Planning type, management type, transaction type, skill type
By comparing portraits of talents and evaluating and matching candidates during recruitment, enterprises can quickly and accurately identify qualified "Ma Yun" level players, avoiding the cost waste caused by wrong recruitment.
After all, at a special moment, the real cost reduction and efficiency increase is to recruit a dozen and one quasi, one person to top two people!
The above is all about modeling-a simplified version of the work analysis method. If you are interested in learning, please call the national hotline: 4009960801, 13809665033 (Miss Li) for consultation.
Competency modeling
Meet different levels of operation and realize three modeling methods
Multi-post evaluation
Only one evaluation is required to quickly assess the competence of multiple positions, improve efficiency, and save a lot of evaluation costs
Career advantage matching
Intuitively understand the matching situation of personnel's career advantages and positions
