Inside the unspoken rules six Recruitment.

<P> Unspoken rules 1: Discriminatory - outside employ junior staff, managers, internal level </ P> <P> 35% of the enterprises were senior managers and middle managers 43% of companies recruiting from the outside; .Correspondingly, the 81% of enterprises by external recruitment from the general staff, only 19% of the enterprises through the general staff of non-external recruitment channels into the enterprise. .It can be seen, business management positions in the personnel selection, external "airborne" and less job-seekers should not frequent job-hopping between the various companies to expect a higher position, should be in the same company from the grassroots, through their own .ability and to strive for promotion. .</ P> <P> unspoken rules 2: know too much - Staff recommended high reliability </ P> <P> corporate employees at all levels of most web-based recruitment, executive search company is looking for suitable for business executives .personnel. .Traditional newspaper advertisement, as in cost, effectiveness, feedback, etc. is not dominant, many companies do not take this as the first choice. .It is noteworthy, it is believed that candidates recommended by employees or acquaintances high reliability, this method of recruitment is also more popular. .Job Fair is an important form of corporate recruiters. .</ P> <P> in the construction of an international construction company vice president of Human Resources confirmed that Liangpei Jie told reporters, "Our company's external recruitment channels, from the use of frequency on the order of the network, staff / acquaintances recommended, talent recruitment." .</ P> <P> Potential Rule 3: exotic and hard to the Scriptures - Company hiring local people mainly </ P> <P> companies to look more than half of the country, even in the global recruitment of senior corporate managers, .But middle managers and ordinary employees are cross-regional recruitment for less than 50%. .It is suggested that the current employment of enterprises in terms of local color is more serious. .Some state and local policy and regulations also limit the scope of corporate recruiters. .On this issue, Liang Peijie said, "used to be, and now basically is no longer restricted, but local is certainly the majority." </ P> <P> Potential Rule 4: --- hot enough, the old experience and knowledge .examine attention </ P> <P> enterprises in the selection of personnel, the most stress is placed on work experience. .Most companies are paying attention to candidates on the knowledge levels, and the more general staff, the more the knowledge test. .Enterprises in the selection of candidates, the absence of a more complete test system, the randomness is relatively large. .Enterprises also particularly concerned about the background in all aspects of candidates, especially for senior managers, more than half of enterprises will examine their background. .The most valued business-to-quality candidates are: professional skills (80%), work experience (80%), work attitude (70%), education (48%), loyalty (46%), ethics (34 .%), age (20%) and gender (8%). .</ P> <P> potential Rule 5: a hammer to the uncertain sound --- not to offer, human resources can not be </ P> <P> company's most senior leaders in the recruitment of business executives play a decisive role in whether or not .in charge of the senior leadership of human resources of enterprises greater impact middle managers are hired, mainly by the general staff employed or employing department and Human Resources, decisions. .</ P> <P> of candidates not hired, companies generally have the potential to save one person's resume. ."We will have the potential to save staff resumes, but generally not more than six months." Liang Peijie said. .</ P> <P> survey also shows that most companies can be selected in the interview process in a position capable employees, more than half of new employees can go through the probationary period, formally employed by businesses. .</ P> <P> unspoken rules six: enough to go around --- foreign recruitment by low </ P> <P> for general recruitment, employment, freedom of the larger state-owned enterprises, some positions within the small selection .Some positions are a considerable number of candidates in the selection. .Foreign-funded enterprises, the primary job is very competitive, officials can even more than 50 candidates in the selection. .</ P> <P> in state-owned enterprises, high-level management positions relative to a single source of candidates, few in number; private, private enterprises, more often 3 to select among 10 candidates; foreign .personnel screening process is relatively mature, the process is also more complex, usually from several to dozens of candidates to choose the overall pass rate of low recruitment </ P>.