Why is it becoming more and more difficult to get an offer from a famous company?

For some very well-known enterprises, fresh college students are not in the scope of their recruitment at all, because even if the fresh college students have very good grades, it does not mean that they are very capable, and for these famous enterprises, they are not willing to spend a long time to conduct business training for fresh graduates.

So if you can get an offer from a famous company, it means that you are an outstanding person, pay attention, I am talking about ability, not grades. There are many people with excellent grades in college, but they are not necessarily capable, your GPA, your credits, can only show that your learning ability is very strong, but when the time comes to start working, you may not be as good as an ordinary college student.

Therefore, the staff that those private enterprises like are the kind of employees who are capable and experienced, not a group of newborn calves. Although for some universities, the name of their university is a living signboard, but this kind of live signboard is still nothing in the eyes of famous companies.

After all, there are too many talents now, and there are also internal worries in the enterprise.

Now the threshold for enterprise school recruitment is getting higher and higher, of course, it is also related to the idea of the supremacy of people's academic qualifications. Starting as a graduate student at every turn, a doctorate can only be used as a visible academic qualification. The academic qualifications of college students can no longer be a stepping stone, which is equivalent to the academic qualifications of high school students 30 years ago.

In a word, there are too many highly educated talents now, and their academic qualifications are no longer valuable.

The above one is an external attack. Of course, there are internal worries. Now famous enterprises are pursuing a truth - fertilizer water does not flow into the fields of outsiders, so enterprises value a person's ability, and then carry out intentional cultivation within the enterprise, this kind of core job offer, people outside the enterprise can never get it.

This is a common phenomenon. So now we can all see that famous companies are recruiting fewer and fewer people.

However, in the enterprise, external troubles are not important, because the academic background is not too important, and each enterprise still values the ability of talents. Therefore, if you want to get an offer from a famous company, you still have to intentionally improve your ability.

I don't know what your definition of a famous company is, I personally think that in my opinion, it is not so difficult to recruit a famous company, the key is to look at the personal situation. <>

1.The scope of famous enterprises

First of all, we need to determine which companies are famous enterprises? Are they among the Fortune 500 companies? Foreign enterprises, central enterprises, state-owned enterprises or private enterprises with a large reputation?

Many of the central enterprises and state-owned enterprises belong to the world's top 500, and they recruit a lot of students every year. If you enter a county-level company or a city-level company, the conditions are much more relaxed, but if you want to enter a higher-level company, then there may be higher requirements and restrictions in terms of education or experience. <>

2.Personal abilities

Some companies have good conditions and good welfare, and every time they recruit, there are a lot of people who sign up, but there are still people who can be admitted, successfully pass the written test and interview, and finally break out of the encirclement and successfully enter the famous enterprises.

Because their own education is not low, their personal ability is also outstanding, and their performance in all aspects is not very bad, so it is not difficult for them to enter a famous company. To put it mildly, it's too difficult for most ordinary people.

Famous enterprises, their own welfare benefits are good, so the corresponding recruitment conditions will be much higher. The people they screened out will definitely not be ordinary people, they must be relatively good.

Therefore, it is not necessary to say that it is difficult to get an offer from a famous company, if the personal ability is relatively strong and excellent, it is no problem to get an offer. Every year, I can see many people on the forum saying that he has received more than a dozen offers. <>

If you want to enter a famous enterprise, then you should pay close attention to improving your ability and education, make yourself more excellent, and it will not be so difficult to enter a famous enterprise.

Here's why:

The size of the enterprise. The employing enterprises recruited by the school are mainly [medium and large] enterprises, which have a certain leading position in their respective industries, which determines that they can get more [per capita profits], so that they can afford to pay higher [per capita wages], so they are willing to pay more than small enterprises.

Student's academic background. The school recruitment is mainly for [college degree or above], especially [undergraduate], and different educational levels determine the [minimum payment threshold] of salary.

Employing strategy. The main purpose of school recruitment is to accumulate outstanding talents who can be relatively stable and long-term for the enterprise, and [stability] is the overriding cornerstone.

On the one hand, fresh graduates.

The loyalty of enterprises is relatively the highest, and some core positions in the future will basically only consider the employees who will be trained at the beginning of the year; On the other hand, the cost of cultivating a fresh graduate is very high, and once you leave the job, the loss is even greater; Therefore, a relatively high starting salary is often given when recruiting.

Hiring pressure. School recruitment often starts from the first semester of the fourth year of undergraduate college (the first semester of the junior college year, the first semester of the last academic year of graduate students), and the head enterprises in various industries will be nervous about recruitment wars, online and offline publicity, enterprise visits, and through trains and other means.

And the school recruitment [target source of students from prestigious schools] (not all schools, but other schools also have opportunities, this is another problem: double non.

How to counterattack) is often limited, and there is often a situation where the supply of students exceeds the demand. Scarcity is expensive, and wages will naturally rise.

Recruitment channels. Famous enterprises recruited by schools often adopt the form of "recruitment outsourcing": hiring [third-party agencies] such as a certain association or a certain Cheng or a certain Hua to recruit. The income of these institutions is often the same as the salary of the post.

High and low linkage (usually half a month's salary).

Campus Recruitment. It is a special external recruitment pathway. It refers to the recruitment of all kinds of fresh graduates at all levels directly from the school by the recruitment organization (enterprise, etc.).

It also refers to the recruitment of fresh graduates at all levels through various methods by recruitment organizations (enterprises, etc.).

Based on the characteristics of campus recruitment, campus recruitment puts forward these requirements for recruitment: simple and easy, and quickly form evaluation results: that is, it can examine the ability level of the candidate, and can understand the candidate's future career tendency; It can meet the needs of remote evaluation and large-scale personnel evaluation.

In order to meet the needs of campus recruitment for recruitment, many enterprises have begun to use talent assessment tools on a large scale in recruitment to conduct preliminary screening of talents, and talent assessment tools have the characteristics of simple, fast, objective and full bending answers, especially the popular remote talent assessment tools can realize remote evaluation, which provides convenience for simplifying enterprise recruitment.

Therefore, talent assessment tools based on the Internet or LAN are increasingly becoming indispensable tools for corporate recruitment.

I think if the company recognizes your ability, no matter how many offers you have, he will throw an olive branch to you again, because good talent companies are very favored.

Businesses will try to attract these talents by showcasing their strengths, such as a better company culture, a higher company reputation, and higher employee satisfaction. These factors are critical to attracting more talent and keeping employees satisfied. A company will be more attractive if it offers a more friendly and open working environment, more creative and motivating work content, and more fair and transparent company policies.

If it is the talent that the enterprise needs, it will continue to throw olive branches.

So what are the criteria for enterprises to select talents?

1. Have a strong sense of responsibility and self-determination: pursue progress, dare to take responsibility, be able to persevere, and do your job independently.

2. Have good organizational skills: be able to lead and motivate subordinates, have good working and interpersonal relationships with colleagues, and be able to help others.

3. Strong analytical ability: be able to think about the problem comprehensively, accurately find out the essence of the problem, analyze the complex events and draw reasonable conclusions.

4. Strong expression and communication skills: be able to express their own views concisely and persuasively, which can have an impact on others, and at the same time should have an objective and open attitude to absorb others' suggestions and feedback.

5. Be creative: Be creative, play creatively, and have the ability to discover new ways of thinking, working methods, and the best way to achieve and achieve a certain goal.

6. Have a good team spirit: a talent with leadership ability should be able to lead a collective to achieve the best results, know how to stimulate the enthusiasm of the people around him, make them unite as one, coordinate and cooperate, and play the best individual and collective role in the work.

7. Have an upright personality: excellent talents are not greedy, cunning, selfish, can do their best for the work they are engaged in or the company they serve, and strive to follow the principles of honesty and integrity in every work.

8. Have the ability to learn: learning can increase people's knowledge and talents, so as to help the company achieve the desired purpose. Only by being good at learning and continuous learning can we keep up with the pace of the social era and adapt to the requirements of the continuous development of enterprises.

Whether companies know that graduates already have multiple offers in hand and whether they will continue to throw an olive branch mainly depends on the following factors:

1.The future potential of graduates. If the company is very optimistic and confident about the future development potential of the graduate, even if it already has other offers, it will work hard to win this talent. Especially for core talents, enterprises will be more persistent.

2.The urgency of the needs of the business. If the company currently has an urgent need and shortage of a certain type of talent, in order to ensure business development, it will also actively follow up with graduates who have already offered. At this point, the urgency of the business may outweigh the cost considerations.

3.The sincerity of the olive branch. If the olive branch provided by the company, such as job promotion space, salary package, development opportunities, etc., has strong sincerity, then graduates may consider accepting other offers even if they already have them.

Businesses need to be genuine, not perfunctory.

4.Difficulty and importance of talent. Core talents and scarce talents, enterprises will cherish and attach more importance to them. If a graduate is a high-end talent that is difficult to replace, the company is more likely to continue to express a strong employment intention and will not give up easily.

5.Cost-benefit trade-offs. If the cost of continuing to woo the graduate is equal to or greater than that of other candidates, the company will make the decision to continue to sell an olive branch based on long-term considerations.

Therefore, to sum up, whether to continue to throw an olive branch to graduates who have already offered, the company will comprehensively weigh and judge the future potential of graduates and the urgent needs of enterprises according to multiple perspectives, the attractiveness and sincerity of the graduates provided, the difficulty of the graduates' talents and the importance to the enterprise, and the comparison of the cost investment and potential benefits of continuing to attract the graduates.

If the above factors can make the company think that it is worth fighting for, then the company may choose to continue to express a strong interest in hiring even if the graduate already has other offers in hand, rather than give up easily. However, in general, companies will still prefer to prioritize attracting and competing with graduates when they have no other offers.