An enterprise constantly recruits people. Apart from normal job vacancies, it can't recruit suitable talents, and there are many hidden routines.

1, reserve talents:

The normal recruitment process is: prepare the company's organizational structure, set the post preparation and responsibilities, define the recruitment demand plan, recruit talents, participate in post trial and assessment, and formally hire.

However, the most uncontrollable thing is the sudden departure or shortage of staff, which makes the work unable to advance. So many companies will reserve personnel. For regular employees who normally apply for resignation, there will be a one-month buffer period, which will be reserved for recruitment by the Human Resources Department.

Therefore, in order to prevent the sudden loss of personnel, many companies will reserve talents in advance, especially those industries with large talent flow, such as factory assembly lines, insurance finance, e-commerce networks, customer service centers and so on. Put your resume in the talent pool for a rainy day.

2, publicity company:

In order to show the strength of the company, many companies will reflect the needs of employers. Generally, large companies or groups will have a large number of job requirements, so the overall comprehensive strength of a company can be seen through the job posting requirements of a company. Because of this, some companies will publish a large number of job recruitment information, even if the personnel of these positions have arrived, they are still hanging on the Internet.

3. Doing business:

It is not excluded that some companies consider their own business, get along with some marketing routines and expand the market. On the grounds of recruitment interview, invite job seekers to the company for an interview, take the opportunity to exchange and promote the company's projects and business, and sincerely invite job seekers to join the company to start a joint venture.

In fact, it is the way their company wants to get customers, partners, agents, distributors and network promoters through job-seeking channels.

4. Access to information:

In the name of recruitment, obtain personal information such as the interviewer's resume, so as to obtain certain benefits through selling information on the black market. This method is shameful. Please report it as soon as you find it.

5. Complete the evaluation KPI:

Hr belongs to the Human Resources Department, and each department will evaluate the performance indicators. For the shortage of human resources, job fairs account for a large proportion. For example, the number of people invited, the number of people interviewed, the pass rate, the admission rate, the departure rate and so on. So some hr is to complete an indicator.

The road to job hunting will not be smooth sailing, so keep your eyes open. For those whose obvious interests are higher than their ability, we must think twice before you act. For those who generate money transactions, we must keep a clear head. For those enterprises that are not sincere in recruiting, they should take the initiative to pull the black.