Have you ever met an arrogant hr in the process of job hunting? What happened?

Human resources are the facade of enterprises. If the quality, ability and professional level of HR are not high, it also reflects the importance that this enterprise attaches to human resources.

Through the situation of HR, we can see the quality of the enterprise. HR has the following characteristics of enterprises, I suggest you not to go!

When I met an HR who held his head high, the whole interview was suppressed and belittled. After the interview, I was very tired and felt hit. Although I was finally admitted, I still hesitated to go.

Mr.zhou jokingly asked, Is HR always like this? The answer I gave is no, and I don't recommend her to join this company, because once HR gets arrogant, there will be problems in highlighting the corporate atmosphere.

Of course, some HR interviews like to use stress interview to evaluate the interviewer's ability to withstand pressure, but not all positions are suitable. In addition, stress interview should also maintain mutual respect, not malicious suppression.

And generally speaking, stress interview is just a link, often interspersed in the interview process, not the whole interview. If this HR holds his head high during the whole interview, it is not as simple as stress interview, which may be due to his personal attributes.

Therefore, it is necessary to understand that all the contents involving personal attacks are not stress interview. Be careful in the face of deliberately suppressing and belittling HR!

Modern enterprises have higher and higher requirements for HR, and have been advocating HR that understands business. HR generally needs to be familiar with the enterprise's process system and management system, or it may be the formulation or combing of the enterprise's institutional process.

If the answers to the questions asked by the interviewer are vague, they are either unprofessional or some questions are inconvenient for job seekers to elaborate.

Neither of the above situations bodes well for the interviewer. The first one shows that the requirements of enterprises for HR are not high, so the management of enterprises has not been greatly improved.

Second, the enterprise itself has problems and it is not recommended to choose.

Steve met such a company when he jumped ship. She is a designer. When she asked about the business scope of HR company, HR was vague and only said that the business scope of the last company she just left was roughly the same.

However, when she joined the company, she found that her job responsibilities were far apart and her ability development was limited.

Therefore, in the interview, based on the principle that questions must be asked clearly, when HR answers are vague, you must dig further. In the face of vague answers, don't choose to believe it easily, and in the face of HR who doesn't understand the business of the enterprise, don't accept it easily.

Some HR and interviewers are employees of the company, but they always feel superior. This situation shows that HR does not attach importance to job seekers, which is actually a reflection of the low demand for talents by enterprises.

For enterprises with low demand for talents, the post-employment treatment and attention will not be high.

Some companies don't really need jobs, some are to reserve talents in advance, some are for corporate publicity, and some may be for salary survey to see if their company's salary level is acceptable in the market.

Of course, the purpose of corporate publicity and the market's acceptance of salary level generally do not necessarily require an interview, just look at the response of the recruitment market.

During the talent reserve period, enterprises will invite interviews when they see suitable candidates. However, the demand for talents may not be urgent during this period, and HR's thirst for talents is not so strong.

As a talent pool, in order to save labor costs, high salaries are not necessarily given. What's more, you should be cautious when you meet a company with full salary and benefits. In addition to not paying attention to talents, it may also be because the financial situation of the other company is not good.

In either case, it is not suitable to enter the industry, or it is not taken seriously, or there is a problem with funds, and the salary in the later period is not guaranteed.