Cloud interviews "sweet and bitter"
The cloud interview quietly "strengthened" in the epidemic, and the house can find a job at home without having to travel around and buy a business. All this looks beautiful, but while this low-cost recruitment brings convenience, it also makes some recruiting companies feel a little scratched.
A Shanghai-based company started a cloud interview on February 10. So far, three of its five candidates for the position of purchasing manager have rejected offers. Although this is the best solution in the current environment, human resources commissioner Kong Li still feels that many of her efforts are in vain.
"Because of the low cost of online interviews, the offer rejection rate is much higher than in previous years." Kong Li said that many people think that this is a second chance at home, just try it, as to whether it really matches the intention, and did not consider clearly. When the recruiter thinks he is still good, he may not accept the offer for some reasons.
Kong Li's company is a large-scale new energy foreign company, and the recruitment of positions has not been affected by the epidemic. This year's recruitment plan is still based on the plan planned years ago. Under normal circumstances, to enter this company needs to go through 5 rounds of assessment. The company's human resources department went from telephone communication to scheduling business department interviews, from Shanghai to North American headquarters video interviews step by step, and then designed a salary plan based on each person's situation and needs, the entire process will take a lot of time. But now because of the epidemic, the recruitment plan needs to be adjusted.
In the eyes of job seekers, this enterprise platform is very good, the industry has a promising future, but the salary is relatively low, the work intensity is large, and it is about two hours' drive from the urban area, and the cost performance is not high.
Although the online interview brought convenience, it also blurred the sincerity of the representatives present. Kong Li said that in the past, if the candidate's willingness to apply for a job was strong, the easiest way was to see if they were there. If the candidate is interviewed at 10 am in Jiading District, it will take two to three hours to drive from home. Someone will book a hotel near the company one night in advance for this job opportunity, so he will know that he definitely values this opportunity. . Including many candidates from Suzhou and Hangzhou, Kong Li would suggest that they come to Shanghai for interviews. If he cherishes this opportunity, he will come, and the success rate of such candidates is relatively high.
A large education company in Anhui has found similar problems. When recruiting markets and sales positions, the interviewers did not pay much attention to the feedback of candidates. Judging from the degree of preparation on the line such as dress code, the effect was not particularly good. The company's human resources related person said that job applicants' willingness and other aspects have some gaps with offline testing.
In order to screen candidates more accurately, Kong Li decided to put a comprehensive survey of candidate personality and psychology in front, and then decide whether to recommend to the business department for interviews.
In the early telephone communication, they will talk deeper and longer. For example, for positions that travel frequently, it is important to understand the candidate's family situation. Are you and your family in Shanghai and how old are your children? At the same time inform the possible risks in advance: Can you accept this range of salary? This kind of work intensity, coupled with taking care of the family may be more tired physically and mentally, have you considered carefully, is this a better time to meet such a challenge?
In the face of the epidemic, those who were planning to change jobs also adjusted their job search plans and chose to be conservative, such as not switching jobs or seeking employment nearby. According to the survey data of Zhilian Recruitment in February this year, 34% of job seekers are in a wait-and-see state and believe that everything is still uncertain. 26% of job seekers choose to find employment opportunities in the province and city, and 12.2% of respondents explicitly stated that they gave up In the provinces and cities, 12.9% of the people wanted to change their jobs.
Kong Li originally talked with a candidate about the offer before the Spring Festival and planned to let him join the post. However, Ningbo, where the candidate is located, is a key city in the epidemic. After 14 days of isolation at home, it will take another 14 days to quarantine in Shanghai. The candidate felt that it took too much time and later chose a company near his home.
"If I knew this happened, I wouldn't resign." Since the outbreak, post-90s Zhang Bei who has worked in Shanghai has spent all his savings and is now anxious. Zhang Bei resigned before the Spring Festival. Initially, she planned to spend a month looking for a satisfactory job. But after submitting his resume, Zhang Bei received only two calls in 3 weeks. Last year, when I applied for a job, I had at least two interviews a day.
Now there is still rent to pay each month. In April, she may encounter a peak in job hunting. There are too many monks. She decides to adjust her psychological expectations and resolve work problems as soon as possible. In the first week of March, she found a job. Although the industry where the new company is located is relatively unpopular, the company is not small in size and has a long history of establishment, which is more secure. "If it's a startup, I might not consider it." Zhang Bei said.
Statistics show that under the influence of the epidemic, micro-enterprises with a size of less than 20 people and small-scale enterprises with 20-99 people have contracted compared to the same period last year in terms of the proportion of recruitment and delivery. However, it seems that the number of hiring positions has increased compared with the initial period of the epidemic, showing a strong rebound.
For small, medium and micro enterprises, reducing costs and increasing efficiency is the main consideration for recruitment during the epidemic. The services of video interviews, cloud selection and other services launched by third-party platforms, although saving SMEs' recruitment booth fees, travel expenses, etc., but the relative risk-resistance capabilities of small, medium and micro enterprises are still worrying candidates.
It is reported that Sichuan Province has launched a combination of policies to stabilize employment by reducing the burden on enterprises, expanding employment demand through rewards and subsidies, and expanding employment channels through assistance. At present, various regions are gradually launching "policy packages" to help employers overcome difficult times in terms of social security, taxation, and job stabilization subsidies.
(At the request of the interviewer, Kong Li and Zhang Bei are pseudonyms)
China Youth Daily · China Youth Daily trainee reporter Zhang Yi Source: China Youth Daily