1. Know the legal common sense in the job search process and some common types of false recruitment, and effectively protect yourself

1. Legal common sense in job hunting

"Implementation of Labor Contract Appraisal Measures: When entering into a labor contract with an employee, the employer shall not collect a deposit, deposit (material) or mortgage (material) from the employee in any form. Those who violate the above provisions shall be punished in accordance with the Notice of the Ministry of Labor, the Ministry of Public Security, and the All-China Federation of Trade Unions on Strengthening Labor Management in Foreign-Invested Enterprises and Private Enterprises to Effectively Protect the Lawful Rights and Interests of Employees (Ministry of Labor Fa [1994] No. 118) and the Office of the Ministry of Labor According to the provisions of the Ministry of Public Security's "Request for Instructions on Whether State-owned Enterprises and Collectively Owned Enterprises Can Refer to the Implementation of Relevant Provisions in the Ministry of Labor Fa [1994] No. 11 Document" (Lao Ban Fa [1994] No. 256), the Public Security Bureau The department and the labor administration department ordered the employer to immediately return it to the worker himself.

2 Common types of false recruitment

1) Recruitment that “beautifies” the job title. Those who sell insurance are called "financial planners" or "financial consultants", those who sell English software are called "language education consultants", and the most lethal and most covert deception is the title of "reserve cadre", which attracts countless Fresh college students are competing to win. The reason for doing this is mainly because the job content or the salary of the position are not attractive, and the "good name" can be used to lure some simple cheap labor.

2) In addition to "chairman" and "general manager", other positions in a company are "dedicated" to recruitment. This kind of recruitment is actually to build momentum. Originally, there were only a few positions vacant, but in order to show that he was "rich and wealthy", he excitedly added every position he could think of.

3) The job salary does not mention monthly salary but annual salary, or the monthly salary is vague and covers a wide range, and the attributive "..." is added in front of "monthly/annual salary". "Excellent" and "hard-working" are commonly used prefixes. Most of the positions are sales positions, such as sales positions in securities companies or yellow pages companies that use telemarketing. You should think carefully before applying. This is a high-risk position. It is understood that 99% of people who choose this kind of job because they cannot find a job will automatically lose their living expenses within three months because of poor performance. Resign.

4) At the recruitment site, as long as you are an individual and submit your resume, you will be given an interview notice. There is no free lunch in the world! If you went to the interview as scheduled, then you will regret it! There are two possible reasons: (1) The company or position-related situation is really bad; (2) It is very irresponsible to bring everyone together and pick one or two out of a lot to keep, to show that the company employs people. "cream of the crop".

2. Carry out simple self-understanding and career positioning

Before applying for a job, it is best to have a simple self-thinking and test to figure out what you like to do, what you are suitable for, and what you can do. . As the saying goes, "Men are afraid of entering the wrong industry, and women are afraid of marrying the wrong man." The actual situation is that men and women entering the wrong industry and choosing the wrong career will greatly damage their happiness in life. Don't rush into employment without thinking.

First, make a summary of your previous life. Rather than asking you to recall it in a "living account" style, you should choose to analyze key events that have an important impact on your life, such as the success or failure of the college entrance examination, the success or failure of filling in the college entrance examination application and choosing a school and major, and another example. Why did you break up with your friend of the opposite sex who you have been in love with for two years? Why did you run to Shenzhen from the mainland? Why are you looking for a job now? Extract these key events that have actually happened in your life and work and analyze them one by one, and analyze why they succeeded and why they failed. This will help you understand yourself.

Then take a simple test to self-assess your personality traits and aptitudes. Personality test helps you understand your personality and interests, and aptitude test helps you understand your current ability level and potential ability level. For personality characteristics and aptitude assessment, we can easily find some self-test evaluation questions through the Internet. By answering "yes", "no" or "A\B\C" to these test questions, we can finally find our corresponding test by comparing the answers. Personality trait types and aptitude tips.

Comparing and correcting the life summary and self-evaluation results with each other, plus other thinking, you can get a simple self-understanding. The focus here is hobbies, knowledge structure, work experience, potential abilities, and desires. What you want, current and long-term goals, etc., so as to provide rational guidance and help in choosing industries and positions during the job search process.

3. Write an effective personal resume

Not everyone can write a qualified resume. The resume must be effective to express your information. Only a resume like this that meets the job requirements can qualify you for an interview.

What exactly is effective resume information? Effective information can be summarized. The first module is basic information: name, gender, date of birth, height, marriage, English proficiency, and computer proficiency. If you are applying for certain professional positions, you can also choose to add writing skills, driver's license qualifications, communication skills, political outlook, etc. in the first module depending on the situation. The second module is educational background: time of study, name of school, name of major, academic qualifications and degrees obtained upon graduation.

If you are a fresh graduate, you can also choose the names of three to five most important professional courses to write in here. The third module varies from person to person. If you are a fresh graduate, write about campus activities and social practice, what activities or practices you participated in at what time, what role you played in the activities, and what you gained from the activities or practices; write about honors, scholarships, outstanding students/league members/ Cadres and so on. If you are someone who has had work experience, write about your training experience, when and how you participated in what training organized by whom; write about your work experience, in which company during which time period, company nature, size and location, job position and responsibilities, work Grades and so on. Finally, don’t forget to write down your intended job position, salary expectations and contact information. The following is a resume of Wang. Such a resume is a valid resume.

Personal resume (valid sample resume)

Basic information

Name: Wang Gender: Male Date of birth: June 13, 1979

Height: 178 cm Marriage: Unmarried Work experience: 5 years

Writing ability: Excellent Computer operation: Proficient English level: College Level 4

Education background

Time: September 1997 to June 2001 School: Wuhan University

Knowledge learning: human resource management, law, psychology

First major: Applied Chemistry No. Second major: Human Resource Management

Education: Undergraduate (full-time) Degree: Bachelor

Training experience

2004.4 (one week off work) ISO quality management system knowledge company Internal ISO Office

2004.11 (three days off work) Human Resources Recruitment Planning China Talent Network

2005.6 (4 hours) Personnel Recruitment and Recruitment Huawei Lecturer

< p>2006.6 (4 hours) Professional and intellectual property lecturer at Beijing Jijia Company

Work experience

Shenzhen Xiangjin Technology Development Co., Ltd.

(Private , with a scale of more than 400 people, located in Nanshan District, Shenzhen)

Working time: June 20, 2001 to June 30, 2006

Position: Recruitment and training supervisor< /p>

Job responsibilities: 1. Recruitment and selection of company employees:

1) Recruit senior management and technical personnel, either by yourself or in cooperation with headhunters, and be responsible for the background of candidates Investigation;

2) Resume screening of mid-level and general staff, interviews and assessments at the human resources department level (basic qualities, authenticity of academic qualifications and work experience, job matching, personality characteristics and aptitudes, etc.), Assist the employing department to conduct interview assessments from the professional quality level (breadth and depth of professional knowledge, skills and job experience);

3) Organize interviews and written tests for outsourced R&D technology candidates;

< p>4) Preparation of recruitment plans and reports, improvement and optimization of recruitment processes and systems.

2. Onboarding training and on-the-job training for company employees:

1) Compilation of training control procedures, design of commonly used tool tables for training work, and design of training course templates;

< p>2) In accordance with the requirements of the training plan and course template, independently develop or assist relevant personnel to develop training course outlines and handouts that meet the requirements;

3) Organizational work of training plan research and preparation, training report investigation and

4) Archiving and management of training files, and improvement and optimization of training courses.

3. Management of company employee social insurance payment, employee household registration management: personnel transfer, recruitment of transferred workers, acceptance of graduates and international students, and custody of employee personnel files;

< p>4. Editor of the company's internal magazine "Xiangjin Newsletter"

Job-hunting aspirations: Salary hope for human resources-related positions: more than 7,000 yuan/month

Contact information: 13578977** * Email: wang***@yahoo.com

Also note: 1) The resume should not exceed two pages. If you have too much work experience, you can write the last three to five pages. This is enough; 2) There is no need to attach copies of some certificates to the back of your resume. Just abbreviate the information on your resume. The recruiting unit will ask you to submit the originals when they need to see it; 3) Do not add any cover letter before your resume. Recruiting units generally do not look at these; 4) If you know in advance that a company is recruiting people for a certain position, it is recommended to prepare a resume specifically for the position in the company, and purposefully integrate the job requirements with your own knowledge, skills, and work experience. ; 5) It is not recommended to "water-fill" your resume. In case of "water-filling", you should choose some aspects that you know to be "water-filled". Otherwise, if you ask questions during the interview, problems will arise.

4. Choose a suitable application channel

What is an application channel? Application channels include two points, one is the channel to obtain recruitment information, and the other is the way to submit resumes.

Common channels for obtaining recruitment information include: 1) on-site recruitment information; 2) online recruitment information; 3) newspaper recruitment information; 4) introductions from acquaintances; 5) corporate website information; 6) campus recruitment information; 7) intermediary recommendation information, etc. Different people choose different channels to obtain recruitment information. There are two principles here. One is the principle of minimizing the cost of information acquisition, and the other is the principle of consistency between one's own characteristics and the characteristics of the channel. For example, if you have two years of work experience in the mainland city of Wuhan and then go to Shenzhen to apply for a job, assuming that you have no relatives, friends, or classmates in Shenzhen, and only have a thousand yuan with you, then it is recommended that you choose to study in Shenzhen. On-site recruitment in the talent market, browse the Shenzhen site of recruitment websites such as 51job/China Talent Hotline/China Talent Network, and purchase the recruitment special edition jointly issued by 51job and "Southern Metropolis" newspaper every Monday for the Shenzhen area.

Resume delivery methods include on-site delivery, email delivery, acquaintance transfer, fax delivery, traditional mail, etc. We will focus on the resume delivery methods during on-site recruitment and online newspaper recruitment. When participating in on-site recruitment, the resume is delivered to the on-site recruiter on the spot. There will be three results at this time. One is that the recruiter is too busy to read it and tells you to go back and wait for a call; the other is that the recruiter simply chats with you for a while and then Issue an interview notice to you; third, the recruiter feels that you are not suitable after chatting with you, and will return the resume to you or politely give you a phone call and other notifications. How to increase the hit rate of on-site resume delivery? When we choose the target to send our resume to, firstly, do not submit randomly. Since you do not want to work in Dongguan or Huizhou around Shenzhen, then you should not submit your resume to these companies; secondly, compare your own conditions with the requirements of the recruitment position before submitting. , don’t be too far behind. Although the recruitment requirements are written as ideal requirements, you’d better be more than 80 points confident after comparison before submitting your resume to others; third, the positions of on-site recruiters are relatively low, and the quality of some personnel Not high, but at this time he or she holds your right to be shortlisted, so you should still tolerate it when you should. Recruitment information in online newspapers and periodicals usually has an email address for sending resumes, and sometimes there is also contact information for faxing or mailing resumes. Online newspaper recruitment, due to the wide spread of information, is generally very competitive. Most people submit their resumes via email. It is best to indicate the title of the position we are applying for in the title of the email. ; Since the recruiting unit receives too many resumes via email, it will be difficult for your resume to stand out. If you submit your resume by fax or traditional mail at this time, the recruiter will pay more attention to your resume. .

5. Some basic interview preparations before the interview

If you are lucky enough to receive an interview notice, congratulations; next you need to make some basic preparations for the interview. The first is your clothing. The clothes you wear during the interview must be consistent with the position you are applying for. For sales or administrative positions, you need to be neatly and formally dressed. If you are applying for an advertising designer, you must have a big beard or long hair. The hair is exactly in line with the characteristics of the job.

Secondly, you need to analyze your resume. Based on your resume, analyze what kind of questions the other party will ask during the interview. If you know yourself and the enemy, you will be victorious! Now let’s take the above sample resume (Wang’s resume) for analysis and see what kind of questions the interviewer may ask during the interview process:

1 In order to understand the basic situation of the company and the position, You may ask questions:

1) How many people does Xiangjin Technology Company have?

2) How many people are there in the management team?

3) What is the turnover rate of the company’s personnel?

4) How many people are there in your department?

5) What is the name of the department leader?

6) What is the phone number of the department office?

7) What is the structure of the department?

2 Regarding the job responsibilities of past positions, you may ask questions:

1) How did you recruit senior management or technical personnel for the company in the past? Which positions have you actually successfully recruited?

2) How to conduct candidate background checks?

3) What positions have you successfully obtained for the company?

4) Which headhunting companies have you contacted and cooperated with? Who is the contact person?

5) What are the commonly used recruitment channels at work? Which online recruitment websites should I choose?

6) How to ensure effective screening of resumes obtained through on-site recruitment or online recruitment?

7) What methods are commonly used for talent assessment? Which one do you think has better reliability and validity?

8) From what dimensions are aptitude assessments usually conducted in talent assessments?

9) How to judge the authenticity of the applicant’s resume through interview questions?

10) What is human resources outsourcing? What is the difference between outsourced staff recruitment and regular recruitment?

11) How are recruitment plans and reports prepared?

12) What are the steps in a complete training process?

13) What training courses have you developed?

14) What materials are included in the archiving scope of training files?

15) How to recruit/transfer/receive graduates?

16) What types of social insurance are there? What is the proportion of each type?

17) What are the ways to promote corporate culture?

There will be some detailed questions during the interview to check whether you have actually had such an experience, so when thinking about how to ask questions in advance, try to be as detailed as possible. For example, if you say in your resume that you have gone out for training once, you may be asked about the specific time and place of that training during the interview, or even the name and clothes of the person sitting to your left. When asking questions, try to be as detailed as possible!

6. How to answer questions during the interview

During the interview process, the classic first question is self-introduction. A complete self-introduction should include basic personal information, family situation, education Background, work experience, personal knowledge and personality, personal compatibility with the position you are applying for, etc. As for the classic questions, in addition to self-introduction, there are the following four: 1. How much do you know about our company? This is to understand how careful you are in applying for a job and whether it is a casual job application. Usually, candidates who have been inspected by the applicant unit have strong stability after successful application, so try to tell what you know, good or bad, it doesn't matter; 2. Why are you applying for this position? This is to examine your motivation for applying for a job. The best answer is that you love this job and can find satisfaction and happiness in it; 3. What are your strengths and weaknesses? This is a test of your understanding of yourself. Don't talk about more than three advantages at most, and don't be smart and talk about yourself like a god. Just talk about the advantages that are suitable for your age group. Young people should talk about hard work and progress. Don't be subtle about your shortcomings, but those Don’t talk about shortcomings that are seriously inconsistent with the position. For example, if you apply for a sales position, you say that your shortcoming is introversion, which is not acceptable; 4. Why did you leave your last company? This is to test your professional ethics! Don't speak ill of your old employer. Even if your original boss was really bad, just say that it was out of career planning and development needs or that it was incompatible with the company's current development philosophy.

In addition to the above five classic questions, the interviewer will also have a series of other questions to examine you. These questions are combined into four major categories: A. Can you have knowledge, skills, work experience, and physical fitness? ; B. Willingness and unwillingness include basic qualities, professional qualities, and job search motivation; C. Suitability includes personality, personality characteristics, and work pressure tolerance; D. Other aspects include salary, learning and development opportunities, residence, and family situation. When answering some questions, you might as well ask yourself secretly in your mind, what is the purpose of asking me this, and what are you trying to examine me? These inspection questions will not be direct. For example, to test your interpersonal skills, they will ask you whether you often eat or go out with your colleagues, but they will not ask you about your usual relationship with your colleagues.

There are two final points to emphasize: 1) When the other party asks you about your desired salary, you'd better express it truly according to your thoughts. If the other party really likes you, as long as the salary is not different, If it is too far away, we will further communicate with you about salary issues; 2) When the other party asks you if you have any questions to ask the other party, you'd better ask the other party what you want to know. It is undoubtedly stupid to remain silent without asking questions.

7. Communication with the recruiting unit after the interview

After the interview, some people will wait passively for a phone call. If they do not receive any more information for a while, they will think that I lost the election. Waiting is always passive. It is recommended to be proactive and keep in touch with the recruiting unit after the interview.

During the recruitment interview, maybe the interviewer still has some questions about you that need to be clarified, but they were omitted at the time or were too busy to ask. If you are more proactive afterwards, firstly, you can express your proactive spirit; secondly, It gives you one more opportunity to communicate with the other party, which helps clarify some doubts and helps you gain points.

If you are indeed unsuccessful, you can communicate with the recruiting unit afterwards and ask why you were unsuccessful. Summarizing the reasons for failure will always help you succeed next time.

8. Other aspects of the job application process

Perhaps you received a call informing you of an interview at 3 p.m., and you rushed over early and waited for the interview in the conference room, but it lasted until the afternoon. It hasn't started yet at five o'clock. At this time, you don't know if you still need to wait?

Maybe you passed the interview successfully, but the other party asked you to hand over the original diploma to the relevant department for safekeeping and return it to you after you leave your job. At this time, you don’t know whether you should hand in the original diploma or not. Leave this company?

Perhaps you passed the interview and started working, and the recruiting unit asked you to be on probation for three months. After three months, they can sign a labor contract with you and pay social insurance for you. You don’t know whether you should continue to stay. Come down or go?

There is another situation that is relatively rare: if you pass the interview, you will be given unpaid training. Only those who pass the training will be accepted, otherwise you will be eliminated.

I personally have the following suggestions for the above four situations: In the first situation, if there are not too many people waiting in line for the interview, but a group of people waiting for more than half an hour, I suggest you leave, he will not I respect you and you don’t need to wait any longer, even if this is a scenario simulation designed by the other party to test your patience; in the second case, if you have to hand in original documents before you can join the job, it means that there is really no way to retain talents before you come up with such a method. It doesn’t matter if you leave; in the third case, many companies are actually in this situation. You can try to negotiate with the other party. Usually the other party will not change such rules because of you. At this time, it depends on whether you are willing to accept it; fourth In this case, I personally suggest you not to waste time here. If you are eliminated through paid training, it is still acceptable, but this is just my personal opinion.