Every year everyone says that the employment environment is not good, but I believe everyone has discovered that this situation exists in every company. They have to find a lot of fresh graduates every year. Regardless of whether they can handle the load, they must not let competing companies recruit them. to any talent.
Why do big companies want to grab so many fresh graduates?
Tencent, Ali, Meituan, and Byte’s bids are not ambiguous at all. If you want to compete with them in recruitment, you must follow up on salary
A company seeking long-term development must have its own core backbone or direct descendants. Let’s not talk about whether it is a 985 degree or not. Even if it is in Shuangfei, it must recruit a better batch, otherwise there will be no written examination. There are so many steps for one and two HR interviews.
Although it seems that the salary of fresh graduates is high and the old employees are disadvantaged, in fact, if it wants its own backbone team, the cost is not higher than training old employees/external excavation.
Moreover, old employees are also divided into levels. There are core old employees and marginal old employees. No matter what the team is, there must be an internal ranking. Employees with high rankings are given more good projects, bonus distribution, and promotion opportunities, and employees with low rankings are given more good projects, bonus distribution, and promotion opportunities. Those who are in the first place have to watch the sky and eat. This is an unspoken rule of team management, and it will definitely not be stated on the table.
What is the purpose of recruiting outstanding fresh graduates? To select more high-ranking employees from them, and then motivate low-ranking employees by the way
The market for fresh graduates is indeed fiercely competitive now. 80% of companies are fighting for 20% of the top school admissions. If you can poach these people, you must pay a good price. Otherwise, how can you grab them? Because everyone wants to recruit the better ones from 985 and 211, but how many students are there in this group? Can a rising tide lift all boats?
Have you noticed a phenomenon, the higher the technical content of the job, an excellent person can replace more mediocre personnel
For those with low technical content, many of them are solved by crowd tactics, and the distinction between each person is not big, such as various manual work and manual work.
Obviously, programmers are a highly technical type of work. An outstanding talent can earn twice the salary of an ordinary person, but can work as hard as 3 to 5 ordinary people. This is quite a bargain.
If you look at the remaining 80% of mediocre schools and average them with the 20% of outstanding talents, the cost of recruitment may not be particularly high
Recruitment is a two-way choice
Candidates you like, others may not like your company. The only hard currency in the talent market is salary
If you don’t have enough salary as your first impression, then your company’s development prospects, team atmosphere, corporate culture, etc. will be like trees without roots and water without sources.
Salary is about outer beauty, and other inner beauty. If you are not even attractive on the outside, how can you make people want to know your inner self?
In addition, companies are generally very smart and hope to recruit people who are young, smart, solid and have great potential.
Under such conditions, the selected talents are inherently scarce. In such a scarce situation, the company's employment costs must also be considered.
If the applicant asks for a 50% increase, the company will cut it to 30% or less, and if the company's environment is 996, it will be even more difficult to recruit
Unless you calculate overtime pay for employees like Bytedance, Pinduoduo, Bigo, etc., if someone jumps from an environment of 965 to 996, they will probably lose money if they don’t increase it by more than 80%.
In the same way, during school recruitment, fresh graduates will also consider whether the company has a 996 work model. If so, they will add 20 to 30% to their expected salary.
So it's no surprise that the fresh graduates you see who are new to the company may be paid more than the veteran employees you have been with for several years.