The job search process is a two-way selection process.

This sentence is not just talk. Before applying for a job, during a job application, and when you get an offer to make a choice, you will encounter a problem - what kind of company must you not go to? This is also one of our most frequently asked questions.

After all, "where to work" is related to one's future, so one must be cautious. Among them, if the business entity or business is not compliant, you must not go there, but there are some common unreliable companies, you also need to be cautious, such as—

• Secretive about wages, benefits and working hours
• Disrespect (no greeting, no introduction), talk directly with the attitude of a teacher.
• Require job seekers to pay for medical examinations, service fees, and training fees. The labor law stipulates that these expenses should be paid by the employer.
• The interview questions were weird and had nothing to do with work (drinking, talent), an investment company asked about the amount of alcohol, whether they could sing, and what their parents did, but they didn't ask about majors or the content of their resumes. Then this company is likely to fight for channels, and the way of fighting is not very good.
• The boss himself brags throughout the whole process (PS: clearly distinguish the brag and the blueprint, the blueprint has a path and specific analysis, you can see that the boss is a professional person; and the brag may only focus on the market size, but not how to enjoy it yourself. specific reasons for the billion-dollar market). If the boss is really bragging throughout the whole process and doesn't care about asking you in detail, then the business here is probably not going well.

Next, I will walk you through 5 steps to specifically talk about how to screen employers, and you can feel if you care about the places prompted.

The first step is the first test, the other party gives you the first test, and you also have the first test.

HR is the first window for us to know the company, so the company interviews you, and you start interviewing him, starting from the first step in your contact with it.

A well-trained HR typically looks like this:

1. On the phone for an interview invitation, you will simply ask about your work experience and job-hunting intentions. If the conversation is good, we will choose a time that is suitable for both parties to ask you for a phone interview or come to the company for an interview.

2. After the invitation call, an interview invitation will be sent to your email address immediately, indicating the time, place, precautions, etc. of the interview, and some will add job description and company profile in the attachment. Also pay attention here, HR's mailbox, is it a corporate mailbox, and is there a signature?

3. Before the company interview, you are usually asked to fill in some forms of personal information, and sometimes there will be a personality test.

4. After the interview, you will be notified by phone or email within one to two weeks of whether you can enter the next round of interviews.

If an HR can do the above, then the company can basically pass your initial test; if the entire initial test process is very random, then the company is at least not standardized in management, and you need to consider it.

The second step is to check the information before going to the interview

1. If it is a company you have not heard of before, use Tianyan Check and the National Enterprise Credit Information System to check its registration, shareholders, labor disputes, etc. If it is a well-known company, then check whether the interview address and interview position are consistent with the official website of the company. This step of information verification is to verify its legitimacy and is particularly critical. If in doubt, be cautious.

2. You can check the positions recruited by the company's license on relevant websites, such as the official website and the recruitment homepage, and predict the rationality of the recruitment for this position.

For example, the company currently recruits a lot of sales staff, so it is likely to be business expansion;

For example, if the company is hiring for all positions (from front office to human resources to R&D and sales), it means that the company is a start-up company; if it is found that the company has been established for several years, it means that the company is undergoing changes.

In addition, you can also pay attention to how long you have been recruiting for this position, and pay attention to it during the interview. Why haven't you found a suitable candidate? If a project assistant position has been recruited for more than 6 months and has not been recruited, it means that the position is difficult.

3. Finally, check whether the company's official website is complete, and is the information updated in a timely manner? Sometimes a company, the information is still in 2017 when it is opened, and it has not been updated recently. Well, the company is at least not that well-staffed. Of course, some toB companies feel that it is useless to manage their official website and Shuangwei, as long as they do a good job of channels, and they do not pay attention to these, it is also possible.

There are two more tricks-

First, find out the core management of the company: try to find the information of the core management of the company through LinkedIn, Baidu Encyclopedia, Weibo and other channels. Especially when you go to a startup company, it is very important to see the background of the boss, which determines whether the startup company can have the resources to survive in the early stage.

Second, when you go to the company for an interview, you will be registered at the front desk. The registration form will have the purpose of your visit. You can pay attention to the number of interviews in recent days. If you turn a few pages forward and are still interviewing, you can roughly know your competitors. how many.

The third step, during the interview, he is observing you, but also observing him

The interview is the most important stage to observe the employer, so this step is very important. There are the following six problems.

1. Is the process standardized? Whether the written test, interview, first interview, and second interview are arranged in a leisurely and orderly manner.

2. Who is the interviewee? Whether the interviewer introduces himself and whether he is suitable for interviewing you in his capacity.

3. Does the interviewer respect the applicant? Is there any sloppy behavior, or absent-mindedness, such as making you wait for a long time without explaining, or directly commenting negatively on you. For example, when I was tutoring a girl, she was looking for an industrial company in Wuhan. The interviewer asked: Do you have a boyfriend? Said no, then asked: Why not? A little embarrassed, after explaining, I asked: How do you evaluate your appearance and clothing taste? The interviewer, who thinks he is witty, actually crosses the boundary of respect.

4. Are you asking questions about your resume and position? The classmates I tutored interviewed in well-known companies such as Baidu, Ali, Tencent Video, Xiaomi, and Kuaishou, and they would find that the interviewers usually asked questions about their resumes and positions earnestly.

For example, when a classmate applied for Tencent Video, the interviewer asked: Do you use station B? What have you uploaded on station B? I see that your academic performance is only in the top 50%, so what is the reason? This means that when the interviewer interviewed you, you did your homework.

5. Are you specific and skilled in your business attitude and language? The person interviewing you, whether it is HR or the business department, how he evaluates the business of this company, whether he is very skilled and has a sense of pride. If there is, then the company is clearly in harmony internally and everyone has confidence in the company. I tutored a girl who applied for a paralegal assistant in a law firm in Guangzhou. In the second half, the girl took the initiative to ask the lawyer: What type of cases are we focusing on here? As a result, the lawyer began to complain about his law firm: poor management, vicious competition among lawyers, some sources of cases in his hands were poached, and the company's brand has declined in recent years.

6. Do you avoid salary issues? An interview that doesn't talk about salary is a hooligan. Maybe the interviewer can't reply to you at the time, but you should give a general range.

I've seen some interviewers who talk big when it comes to salary issues, for example. Young people should not put too much emphasis on money, growth, etc., which will deduct points even more. Many start-up companies and private companies also have some empty promises. For example, the boss said: I am already wealthy and free, and I start a business to make my employees live a good life. Such a moral boss is too high, often can not do.

Special Note: If you've already taken the time to interview here, don't sit still, stretch your legs, open your eyes, and walk out. You might as well find an excuse to go to the bathroom for a walk around the company: one is to look at the company's decoration style, and the other is to look at the working style of the company's existing employees. When looking at office style, trust your intuition "Ask yourself, will you work under this roof for a long time?"

Step 4: Ask the recruiter to ask questions

The time for active questioning includes telephone interview and on-site interview, and the content of active questioning includes the following:

• Working environment, such as asking about office distribution, asking about business trips, asking about the size of the branch
• Promotion opportunities, such as asking about career paths
• Salary, ask salary structure, benefits
• Departmental situation, if it is a relatively new business department, such as user research, ground push, etc., you can ask when the department was established, the size of the department, and the professional background of the department personnel.
• Culture and activities, you can ask what training and employee activities the company has.

Step 5. After receiving the OFFER, see the quality of the OFFER?

Does it match what was discussed in the interview? Are social security benefits and working hours clear? Are the job title and responsibilities clear? If there is no offer at all, or the content of the offer is not specific, at least it means that this is not a company with standardized management.