However, I found that many people still don't know much about internal push. Here is a brief introduction to the internal push mechanism of big companies.
There are huge costs and risks in enterprise recruitment: the cost of recruiting a suitable person is high, and failure to find the right person in time will bring potential risks to the enterprise.
(1) Enterprise official website recruits, waiting for the right person to submit a resume.
(2) headhunting companies cooperate with professional companies to speed up recruitment and improve screening efficiency.
(3) Using the credit endorsement of existing employees internally is based on the idea that if employees are very powerful, then their circle of friends also has the right talents we want to recruit.
Needless to say, interpolation is the other two very important recruitment sources. I once talked to a HR friend, and the price-performance ratio of internal promotion is much higher than that of headhunting or official website recruitment.
First of all, it directly saves money costs, because headhunting companies will charge a lot of service fees. Secondly, existing employees know more about whether a candidate is suitable for a certain position, which helps to improve efficiency.
Therefore, the mobility of talents in large enterprises is high (of course, it is normal), and HR also pays special attention to internal promotion.
Take Goose Factory as an example, we basically have email push every week, and we are constantly encouraged by activities, such as traveling around the world and communicating freely.
Generally speaking, large enterprises will build their own recruitment systems, and an internal push process is like this:
Job position → employee uploads resume →HR screening interview (whole process) → feedback extrapolation results (whether to hire, where to go, why not hire, etc. ) → End an extrapolation.
Therefore, if you want to extrapolate, you only need to do two steps:
(1) Find a suitable location;
(2) Make a suitable resume and submit it to the introducer.
Matters needing attention are:
(1) You should consider yourself: Are you suitable for this position? Whether the resume is qualified. The introducer recommends you with his own credit, and don't let TA "break his word" to HR.
(2) In general, please send the link of official website for this position to the introducer.
As mentioned earlier, introversion has an incentive effect.
On the one hand, monetary rewards, ranging from hundreds to thousands, depend on the policies of different companies;
On the other hand, HR will launch incentive activities from time to time, such as successfully recommending four people to join the job and winning a free trip to Thailand.
But the most important thing is what I said at the beginning. It is a great sense of accomplishment that an insider can help an applicant enter the dream enterprise without blowing off dust. In fact, one of the sources of people's happiness is that they can help others.
One is to save people's time, and the other is to improve the possibility of getting an offer.
(1) Prepare your own strength and choose a suitable position according to your interest, ability and experience.
(2) Resume and interview should be well prepared, and don't waste the time and energy of references and HR.
If you feel ready, boldly find friends and netizens to push!