1. What is the purpose of recruiting new people?
The vitality of an enterprise determines the trend of an enterprise; the culture of an enterprise determines the specialty of an enterprise; the system of an enterprise determines the norms of an enterprise;
when there are mature backbones in the enterprise, it is undoubtedly the most stable enterprise. But often the goal of the enterprise is not here. The goal of the enterprise is to grow and prosper. So how should an enterprise grow and prosper? For the prosperity of an enterprise, standards are established by the system, and it is not right for people. This is the norm of an enterprise, and it is also an indispensable norm at work. With the guidelines, a strong team is needed to support the normal operation of the enterprise. When the team is a mature backbone, it is stable but full of uncertainty, because everyone’s goal is not to stay in a position. As a result, there is a movement of people. The flow of personnel will break the original stability and affect the vitality of the original team. Even with the support of the corporate culture, many people leave. For this reason, companies need to continuously incorporate new types of talents, so what are the talents recognized by the company? The purpose of enterprise recruitment is to enhance the vitality of the enterprise and enhance the ability of the team.
2. Where do the economic benefits of the enterprise come from?
Where does the economic benefits of the enterprise naturally come from?
I think the word enterprise is very interesting. Enterprise: people + stop, industry: people + people + one. The company will collect and arrange talents, and work among people to contribute to a common goal.
This is the company I think.
Enterprises undoubtedly benefit from services and products. Therefore, the talents included in the enterprise should be able to make due contributions in services and products. If a talent cannot bring economic benefits to the enterprise, what reason should the enterprise use to place this person? ? Undoubtedly, the talents recruited by enterprises can bring economic benefits to enterprises!
3. What types of talents will companies recruit?
From the above two points, it is obvious that at least it can be concluded that the recruitment of companies is to enhance the vitality of the company and enhance the team's ability, and the recruits must be able to bring economic benefits to the company in the short term.
I have seen a lot of related experiences a long time ago. When a person's ability is insufficient, the company will definitely not want it; when a person has the ability but is unwilling to follow certain rules and regulations, the company will not want it. Favored; when a person has the ability and can follow the rules and regulations to sit on their own affairs, then the company must not miss it.
Ability, what is ability? Do you want me as a college student to set foot on the top of the project right away? This is ability?
The answer is obviously no to the above statement. In universities, the knowledge learned is limited, and the knowledge learned by the university is narrow (of course, this mainly depends on the school’s teaching arrangements and their own enthusiasm. Too absolute), but as far as the blogger’s school is concerned, I personally feel that it is indeed limited. The blogger’s main idea is game development, but in college, there are more theoretical knowledge, and there are few courses related to game development. . For the blogger, this is simply embarrassing me! As far as the majority of colleges and universities are concerned, the knowledge they learn is very limited, so after four years of college, can you really start working right after you arrive in the enterprise? Obviously not necessarily, and therefore, the ability does not make you think that college students will be able to set foot on the top of the project just after graduation, but as mentioned earlier: it can bring economic benefits to the enterprise in a short period of time, at least, it cannot be a hindrance to the enterprise!
In summary, companies are naturally capable of recruiting and can bring economic benefits to the company in the short term. If they cannot bring economic benefits in the short term, then we need to learn in the short term to be able to bring economic benefits to the company . (Because companies will not raise talents who eat rice).
This is also often tortured in
interviews , often asked by the interviewer, you can't do this and that, how can you bring economic benefits to the company?
If the job applicant answers: "I am capable of self-study, I will learn", Then it will undoubtedly bring a bad impression to the interviewer.
But if the job seeker answers: " I have a very strong learning ability. After I take a short-term study after joining the job, I can bring economic benefits to the company. " The same ability and different expressions will bring another to the interviewer. Kind of view.
Note: As far as the IT industry is concerned, companies need not only well-founded talents, but also talents with strong optimization thinking.
4. The blogger’s personal interview experience. Let’s talk about the interview. The
blogger has recently started to apply for a job. As far as the blogger’s recent interview process and other understandings are concerned, there is definitely no shortage of talents for companies, but companies are lacking. Talented.
Often every company wants to find all-round talents who are "powerful" in a short time, not only with a good foundation, strong problem-solving ability, but also high emotional intelligence. As far as the computer industry is concerned, the basis of a person determines whether it can bring economic benefits to the enterprise in the short term after joining the company. It is not difficult to find a job, but finding a job that can satisfy both the company and the job seeker is the difficulty in finding a job.
An interesting
fact about a blogger’s recent online interview opportunity: Since a long time ago, he was only concerned with learning about his own direction. During the job search stage, he planned to spend more time to organize theoretical knowledge and build a knowledge structure. It ignores the basic aspect.
Before the interview, the blogger’s idea was that in the online interview, he should be more inclined to programming tools, and more to organize the knowledge structure about tool proficiency and tools.
In the interview, foreword: I believe that people who can afford the job of an interviewer are naturally someone with superhuman abilities and a unique and stable knowledge system. Only in this way can companies not miss out on truly capable talents. After the interview, I found out that the basic part of the interview was in the basic part and the promotion part, and basically did not ask about the tools. It was indeed a bit sudden. However, the interviewer met by the blogger in the first online interview was very friendly. Although I encountered different levels of questions in the basic and promotion articles, the interviewers answered my doubts one by one. This is what many interviewers do. What can’t be done, because interviewers of medium and large companies need to interview many people. He will not stop the interview because of my questions and will answer them in detail. Small companies, depending on the interviewer’s personal opinion, are willing to explain or not, but after understanding, in fact, more interviewers will choose not to explain and only ask questions. In fact, I am very grateful to the interviewer who interviewed online for the first time, because the interviewer mentioned a lot about what is actually used in the company? What is pursued in the enterprise? The tools used in the enterprise may not be mastered by oneself, but if the ability is strong, as I said above, short-term learning is required to bring economic benefits to the enterprise. The company pursues talents with a solid foundation and capable of optimized thinking.
After the interview: The blogger personally feels that he can talk with the interviewer. At the very least, I have answered all the questions I asked, but I understand some questions in my heart, but expressing them can easily cause misunderstandings. During the interview: you need to use professional terms to answer, and use less oral words to explain the technology. This will make the interviewer feel that you are perfunctory, give the interviewer a sense of unreliability, and make the interviewer uncertain whether you have mastered this Item technology. In general, the interview process is not bad, and the results of the interview are not bad. I hope that all of my friends will learn their lessons and not repeat the same mistakes. All in all, go! It's over! 
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What kind of interesting things did you encounter during the interview? Share it in the comments section