Editor's introduction: Gold three silver four, many people choose to conduct job interviews at this node, but when applying for a job, you need to keep your eyes category email list open on the company's recruitment instructions to avoid being pitted. So, what are the common "hooligan" behaviors when companies recruit people now? Let's take a look at the author's summary, maybe it will help you. The word involution is very popular now. I have a friend who has worked in an category email list Internet company for several years and has not improved his business skills much, but he has already mastered a set of skills in the workplace, and no one can match it.

I won't say anything about workplace literacy here, and I won't criticize my friends' behavior, because I know that many companies do not respect employees as human beings. The mantra of many bosses is - I recruit you to do it. Live, don't talk about some category email list things. Regarding the current situation of some workplaces in the Internet industry, I can talk about it often use when recruiting. An exaggerated introduction to the post In order to show the strength of the company and the excellence of the position when recruiting, many category email list companies will introduce very exaggerated descriptions in the job details. Basically, it has reached the point where people and gods are indignant.

Various professional terms and paintings are endless. Basically, except for people Don't say anything else, dare to say anything else. As category email list I said before, regarding job details, companies only need to do two things: One is to describe the specific work content corresponding to the position, the more detailed the better. The second is to describe the company's long-term category email list plan for this department (or this project), which means the subsequent development problems that the position may face and the transfer of corresponding employees. Only by clarifying the details of these positions at the beginning can companies maximize their efficiency in subsequent talent recruitment.