The 4 points of the interview, where is the Bole in the workplace? Maybe it's harder for businesses to meet the right people than employees

In the workplace, the most common people think that they are good, but there is a lack of people who find themselves. If you can meet good leaders, you will not be at the bottom of the workplace.

In fact, the same is true for the management, especially the bosses of various enterprises. They spend every day trying to recruit people, even spending huge sums of money to poach talents, hire headhunters, and even use all eighteen martial arts, just to have a capable employee.

It is said that the salary is low, but in the ten years I have been in personnel, I have not said that I have met a boss who is capable of not giving up the salary, but the degree of perseverance has not been achieved.

The cycle of recruiting competent employees is generally very long, and it may not even be possible to find one in half a year. This is also a problem that plagues all enterprises.

I have been a personnel manager for ten years and a personnel manager for five years. Basically, I have been in third-tier cities. There are not 10,000 or 8,000 people for interviews, but there are very few interviewers who are impressed. It is even more pitiful to talk about the boss's direct salary negotiation.

It is said that the salary range written on the recruitment website has a lot of moisture. Indeed, it has also been shared in the previous article. The salary of general employees is definitely the lower limit. The ability is acceptable. It may reach the upper limit, and those who exceed the ability can be negotiated. Salary, and generally HR managers have the power to decide 20 percent of the salary cap.

Therefore, the salary is not a definite value, and it may fall below the lower limit and recruit people. That is because there is a shortage of people for this position for a long time, but if you meet a person with potential, it may be reduced in salary and recruited.

So what does a company consider to be capable people? How is the salary set? Why are the odds of finding a good employee so low? Next, I will focus on the analysis, and I hope that everyone can compare themselves when looking for a job.

First: Determine ability according to job responsibilities

Each position has its own clear responsibilities, and even some positions will be written in detail, especially management positions, the coverage will be relatively comprehensive.

Basic-level employees can successfully interview as long as they master some responsibilities. If they are particularly proficient in certain responsibilities, or have a wide range of responsibilities and can understand them deeply, they can negotiate their salary.

The management must be proficient in a certain part of the responsibilities, and have a deep understanding of other parts, at least the key indicators, if only understand, the salary will be at the lower limit.

At this time, working years are not equal to work ability. Ten years of work experience and only a general understanding of job responsibilities. It is better to study a certain function of job responsibilities in one year.

Second: determine potential according to comprehensive quality

If you have no work experience, you will look for people with different qualities according to the different characteristics of the position. The qualities mentioned here are quality models, such as communication skills, coordination skills, organizational skills, learning skills, and knowledge.

The same quality and ability during the interview will allow the company to appropriately reduce the requirements for work experience. After all, people with strong comprehensive quality and ability will better integrate into the job and be competent for the job.

Third: Specially recruited according to the applicant's strengths

The specialty discussed here refers to the specialty that can be applied to work and can create value for the enterprise. Skills such as design, photography, training, etc. will be added when applying for certain positions.

Therefore, in the self-introduction, you can appropriately mention it. If you feel that some of your strengths are suitable for the position you are applying for, you can focus on the introduction.

Fourth: the scarcity of job talents

Due to the new or special position of the position, there are fewer employees. At this time, the company will guide candidates to participate in such positions during the interview, and make certain concessions in salary and benefits.

But since it is a special position, you should keep your eyes open when applying for a job to see if the job can be developed in the future. You must not ignore the future because of temporary interests, otherwise the work experience for several years will only be zero.

In general, the recruitment of enterprises is more based on ability, and education is only a stepping stone. It is only a few more opportunities than people with low education, but it does not mean other things.

Enterprises are all about making profits. If you find that a certain talent can create great value for the company, you can rest assured that many of them can be negotiated, including shares, so there is no need to worry about the low salary of the company, because it is more difficult to meet the right person.

If you haven't met Bole, then reflect on yourself first. Where are your own strengths? Or maybe you can't express yourself better, or you haven't met the right company.

Only by thinking more and being fully prepared can you find a position that suits you in the workplace.