Source: Global Times
[Global Times special correspondent Gao Jing] Editor's words: This year, there are about 11 million university graduates in the mainland, the largest in history, coupled with the impact of the epidemic, jobs are difficult to find, and there is a phenomenon of polarization, on the one hand, civil servants, state-owned enterprises are difficult to find; On the other hand, many companies can't recruit people, and some college graduates prefer to "lie flat" at home rather than go to work. From the perspective of college graduates themselves, job hunting has the problem of self-expectation and market mismatch and inaccurate self-promotion positioning; From the perspective of enterprises, according to the ability and psychological situation of current university graduates, it is imperative to adjust themselves in time and recruit suitable talents. In view of the above situation, this newspaper specially invited Ms. Gao Jing, who has been doing human resource management in multinational enterprises and state-owned enterprises for many years, to interview a number of university graduates and human resources executives of many enterprises. In addition, learning to sell yourself should start with dolls, and the social practice activities of New Zealand children selling chocolates are inspiring.
Enterprises: only recruit the most suitable, do not want to see the "same resume"
Many graduates can't find a satisfactory job because they don't know how to sell themselves or how to develop themselves after finding a job. "Our universities still teach knowledge, but they do little to do with teamwork, rational persuasion, and necessary business practices. Young people study all the way down to prove how good they are, and few people understand how to cooperate with others, nor do they understand that adapting to the requirements of the unit is the first step to give full play to their own advantages. Wang Tuoxuan, who has been working in human resources since peking university and is now a senior partner at Deloitte China, said.
"You don't necessarily need to prove that you're the best, but you have to prove that you're the best fit." Gao Xin is a well-known welfare compensation expert in Beijing, often giving lectures to human resource managers of major enterprises. He gave an example of tutoring college graduates to find jobs. A young man returned from studying in the United States, studied electronic engineering, sent more than 20 resumes to major foreign companies, and also got six or seven written interview opportunities, but he did not succeed. "He said that the company's written test design was unreasonable, the interview question was not his professional field, he told them his professional expertise, but the recruiter was absent-minded, and also admitted people whose English was not as good as his."
Gao Xin concluded: "Many graduates have similar problems. Everyone thinks they have a lot of strengths or abilities and should be admitted, but no one cares what the company wants. When we go to college, the school should have the best grades, and when we look for a job, we will apply this concept and feel that the company should also accept the best students. In fact, businesses first need the most suitable people. ”
Gao Xin explained that this fit may be skilled or cultural, and it will vary depending on the position. But people who apply for all jobs and send the same resume, don't care about the needs of the company and the job they are applying for, and challenge the rules before joining the company are almost certainly not suitable. "Businesses are not obliged to guarantee that every talented person is admitted, and its first priority is to find a suitable person to fill its vacant positions." For job seekers, doing your homework to understand the corporate culture, answering the questions correctly shows that your skills meet the needs of the position, and asking the right questions to let the interviewer see your concern for the needs of the enterprise is often more important than proving how good you are. ”
Different types of work have different quality requirements, but there are also commonalities. Procter & Gamble began recruiting management trainees at Chinese universities in 1988, and for more than 30 years, the interview questions have not been greatly revised. Many candidates question: ask the same question every year, the interviewer has long been ready, how to ensure that the recruited person is the best? Mr. Fu, who has left P&G and is now the human resources director of a large pharmaceutical company in the Asia-Pacific region, said that each written interview method may predominate a specific group of people, and the key is whether the employer can find the most suitable person for its needs through these methods.
Deloitte's Wang Tuoxuan believes that overall, good communication skills are of great help to all kinds of enterprises. But different types of businesses may have different emphases on this communication ability. "Foreign companies usually emphasize focused descriptions and logical and direct expressions, while state-owned enterprises emphasize appropriateness, timeliness and necessary modesty." Due to the emphasis on input and output, private enterprises will pay more attention to the integration of knowledge and action. In addition, because the demand for private enterprises to retain talents is more urgent, students who will not be able to say are relatively dominant. "All in all, the same communication ability, different companies will have different concerns; As a team, some companies emphasize mutual cooperation and understanding, and some companies emphasize finding the best solution through conflicting opinions, and then uniting to implement. Several experts believe that understanding the corporate culture and values before the interview and responding accordingly in the answers can often improve the chances of passing.
Post-00s: The boss resigns when he is disobedient
"If the boss doesn't obey me, I will leave" is familiar to many post-00s. Leung wai Man's company specializes in helping clients train new graduates. She believes that from the perspective of employers, enterprise managers are often a little overwhelmed in the face of post-00s, scolding, coaxing, and drawing big cakes. The post-00s in the workplace are still in a process of understanding and exploration.
Unlike the post-80s and post-90s who often carry mortgages, a large number of post-00s have a property to inherit, and the future economic pressure is greatly alleviated, and they have a new understanding and requirements for the purpose of work and life. The human resources managers in Shanghai, Hubei and Tianjin interviewed by the author generally believe that most of the post-00s do not have urgent employment pressure, and generally have higher standards and expectations for the meaning and fun of work, freedom, corporate culture, colleague quality, boss character, development opportunities, salary and welfare. Even those with poor economic conditions are also affected by their classmates around them and are unwilling to easily "wronged" themselves. Douyin, WeChat and other self-media often posted on the annual salary of hundreds of thousands of millions of good jobs, and further strengthen the expectations of graduates, even if not working can not suffer.
A large foreign-funded chain of convenience stores for each store to recruit reserve cadres when the cold, its China human resources vice president Mr. Zhang believes that the main reason is that the front-line stores work harder, the time freedom is low, even if you become a store manager, you have to always maintain the working state when you go to work. Although the company has repeatedly promoted that CEOs must also start with store managers, students are more concerned about whether the hard work in front of them can be rewarded in a timely manner. The starting salary of 6,000 yuan in addition to social insurance and personal tax, to hand more than 4,000 yuan, every day to work and transportation costs, meal expenses and other expenses, in case you need to rent a house, you absolutely can not make ends meet, need parental support. In this way, it is better to go home directly, have pocket money given by parents to eat and live, slowly look for suitable opportunities, and wait until you are bored to go out to deliver a takeaway or go to work day after day. "It's not that our expectations are out of touch with reality, it's that business management and operations are disconnected from the needs of a new generation of labor!" said a graduate of a university in Wuhan.
Manpower management experts believe that even cutting-edge science and technology also need to have high-quality skilled workers to turn it into products. Whether it is manufacturing or service industry, for a long period of time, it will always need the enthusiastic investment of front-line employees. This requires enterprises to carry out corresponding reforms in terms of management methods, time freedom, work content, and working environment. The essential driving force also lies in the continuous improvement of front-line employees' income, welfare security, job stability and working environment, building a nest and attracting a new generation of university graduates to become the mainstay of China's manufacturing upgrading.
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Sell chocolate, New Zealand kids learn to sell
My son, who is in the third grade of primary school in New Zealand, came home from school at the end of the second semester of this year, holding a large box of chocolates and saying that he wanted to participate in a chocolate charity sale organized by the school. All proceeds from the sale are used to improve the lunch situation for primary school students in New Zealand. In the process of accompanying children to sell chocolates, the author found that this activity not only cultivated the children's public welfare heart, but also exercised the children's sales ability, understood the needs of others, and constantly adjusted themselves, which helped the children grow into people needed by society.
The son needs to sell 30 pieces of New Zealand Vitak chocolate. Each block sells for NZ$2 and the sales cycle is two weeks. The teacher especially reminded that since Adults and children in New Zealand are generally obese, it is recommended not to sell to one or two people in an effortless manner, but to sell to as many people as possible.
With years of sales experience, the author began to discuss the sales plan with his son in the car home: "We can go to the supermarket to sell, or we can knock on the door of the neighbor." "The first time my son was involved in a chocolate sales event, he didn't seem to have any ideas yet. Therefore, the first stop chose to sell in front of the supermarket in the community. Holding a chocolate box, the son stood alone at the entrance of the parking lot of the supermarket, silently waiting for someone to come and buy chocolates. Unfortunately, it was the winter and rainy season in New Zealand, and it was rainy and windy, and few people came to the supermarket to shop. My son's sales campaign was unfavorable, and not a single piece was sold. The author took his son to the supermarket and checked the price of the same chocolate in the supermarket, which was only 1.35 New Zealand dollars. The author helped his son analyze that the basic people who come to the community supermarket to shop are local residents, and they are very clear about the prices of various commodities, especially this best-selling product. Moreover, people come here for the purpose of shopping, and it is difficult for people to buy the same goods at a higher price. The son agreed with this point of view, so he decided to change his mind, go into the community, and sell it door-to-door.
The author suggests that my son start by knocking on the door of the neighbor's house, after all, the neighbors usually greet each other and mix their faces. Moreover, I feel that I am the home stadium near my home, and I feel more secure in my heart. The "Chocolate Sales Tips" note sent by the teacher requires that the sale be done by the child himself, but for safety reasons, parents should stand and watch from a distance to prevent accidents.
In order to be able to successfully complete the sale, the son repeatedly practiced the "words" of sales before knocking on the door: "Hello, my name is XXX, do you need delicious chocolate?" Not expensive, just one NZ$2 coin. The author originally wanted his son to prepare more sales words, but the teacher's note requested that the language of sales should be clear and concise, and if the customer said no, don't dwell on it, thank you and leave. After all, this is a charity sale that aims to exercise a child's ability to act independently, not really to achieve performance goals. At the same time, children are also taught to respect the choices of others and not to impose their own wishes on others.
The "stimulating" role of situational teaching is fully reflected. After all, it is to face others, and the son deliberately sorts out his clothes and hair in the mirror before leaving, puts on clean leather shoes, and then takes the first step. The author observed that after the son knocked on the door, a young couple first locked the dog in the yard, and then opened the door to receive their son. The man politely pulled out a $2 New Zealand coin and took a piece of chocolate.
With the successful experience, the son became more and more interested. In the next few door-to-door sales processes, there were successes and failures. The author asked my son if he was aware of the reasons for the customer's refusal? My son told me that people who didn't buy basically said they didn't have change or couldn't eat sugar for physical reasons. I asked my son, so how would you answer? "I told them I would bring change next time, or next time I would come and sell soap," the son said. I'm smart. Judging from his son's growing sales situation, he has begun to adapt to selling chocolates to acquaintances and strangers, and will not be frustrated by rejection, but will begin to summarize and think about how to do better next time.
Three days later, all 30 chocolates were sold. The son's initial trepidation and nervousness, to gradually adapt to the sales environment, and finally to be able to do "differentiated" communication with different types of customers, it really shocked the author, and even thought that he was out of the horse, and he might not be able to sell better than his son. (Wang Miao)