(Source: China Education News 2025-04-14)
News replay
Recently, the topic of a company receiving more than 1.19 million resumes for 1,730 positions has aroused heated discussion. After the controversy, the company announced that each student could apply for 20 jobs in parallel. Compared with the sharp contrast between "more than 1.19 million resumes" and "1,730 positions", the company involved actually provided about 8,000 positions for 425,284 job seekers.
Host’s words
Proper employment work requires the cooperation of multiple parties. We can’t help but think: How to incorporate respect and understanding of job seekers into the recruitment process and make recruitment full of warmth? How to build a communication bridge to realize the two-way journey between employers and talents? Next, let’s explore togetherThe warm recruitment method and the two-way path use wisdom as a sharp edge to break through the cocoon of employment problems and bloom the flowers of employment.
Talent recruitment should reflect humanistic care: Wu Yuxin
Recently, a company received more than 1.19 million resumes for 1,730 positions, which caused heated discussion. Although the recruitment ratio announced by the company reflects the company's influence and attraction to college talents to a certain extent, when the company uses it as a means to promote w88 casino recruitment results, it does not take into account that in the current context of increasing social structural employment pressure, such over-exaggeration of recruitment data will add a "sense of distance" between job seekers and the company. Not only is it not beneficial to the company's own social image, but it will further strengthen the public's "employment anxiety."
As far as this campus recruitment event is concerned, on the one hand, corporate campus recruitment is of course a matter of selecting the best from the best, but on the other hand, campus recruitment is also a mutual selection between the development prospects of enterprises and the development plans of university talents. In fact, in the era of lifelong learning, employers, including enterprises, and social talents, including university talents, need to support each other and make progress together. Therefore, talent recruitment should not be arrogant, but should reflect humanistic care. This kind of "care" can not only enhance the employer's own social image, but also enhance the job seekers' sense of identity and belonging, thereby better achieving talent attraction and retention.
Optimizing the recruitment process and improving recruitment strategies is not only a feasible way to alleviate the current "employment anxiety" of the public, but also an effective measure to achieve a "two-way journey" between employers and talents. Recruitment requires the establishment of an equal relationship between talents and employers, and then both parties make cooperative choices based on mutual understanding. This not only helps job seekers improve their professional skills and receive training based on industry needs, but also helps employers accurately match positions.
For enterprises, they need to extensively carry out w88 casino-enterprise cooperation based on industry pain points and their own needs to further promote the accurate matching of job needs; for college graduates, their own development plans need to be actively adjusted to meet industry needs.
(The author is a 2023 master’s student at the w88 casino of Journalism and Communication, Tsinghua University)
Don’t turn recruitment into a “data Versailles”: Gigi Geng
In the 2025 spring recruitment season, a set of data that “1,730 positions received more than 1.19 million resumes” sparked heated discussion. When companies turn recruitment into a "data Versailles" and use millions of resumes to create "top-notch personalities," perhaps they should think about: Who is paying for young people's career dreams in this carnival?
After seeing this promotional tweet, some fresh graduates ridiculed themselves: "I thought it was a two-way trip, but the result is that the company is unilaterally collecting stamps on resumes." This kind of exaggerated data promotion is more like using young people's job search dilemma as a "background board" for corporate promotion.
The true recruitment warmth is hidden in the cherishment of talents. Recruitment is not a cruel game of "picking one out of a hundred", but a gentle consideration of "giving multiple outlets to your dreams". After all, what job seekers want is not "corporate halo" but the sincerity of "being taken seriously." Even sending an email saying "Although you have not met the job recruitment requirements, your personal abilities are outstanding and this is recommended for other positions" can make them feel seen and respected. This kind of sincerity is more attractive than millions of resume data. What job seekers long for is: the submitted resume will no longer be lost in the sea, the feedback received will be warm, and the chosen position will match the ideal.
In the latest "Opinions on Accelerating the Construction of a High-Quality Employment Service System for Graduates from General Colleges and Universities" released recently, "precise docking" and "w88 casino-enterprise education" have become key words. The "Hongzhi Navigation Aid" program provides employment training for students with employment difficulties, and the "Thousands of Schools and Thousands of Enterprises Matchmaking Conference" accurately matches job needs and professional training. All of this reminds companies that true two-way recruitment allows talents to see the sincerity of the company when recruiting and the beautiful picture of joint future development, and achieve the beautiful story of "you choose me, and I will succeed you".
When enterprises are obsessed with data "filters", they will lose sight of the light of talents. Only by letting go of data worship can recruitment return to its essence - the workplace is not a cold screening field, but a stage where everyone can shine. Only sincerity can illuminate the long-term future of the company.
(The author is a 2021 undergraduate student at the w88 casino of Marxism, Hubei University for Nationalities)
Recruitment data disclosure must be reasonable and appropriate: Yang Jun
Recently, a company’s 2025 spring campus recruitment has been on the hot search with the news that “1,730 positions received more than 1.19 million resumes”. This tweet, which was intended to highlight the company's attractiveness and influence, inadvertently aggravated the anxiety of young students.
In the graduation season, young students will inevitably have a lot of confusion and pain. Life is a wilderness, not a track, and there is no standard answer to success. At present, rural revitalization, innovation and entrepreneurship, artificial intelligence and other fields have ushered in multiple favorable policies. The prospects are broad and the future is promising. Young students may also wish to change their goals, broaden their horizons, adjust their mentality, run hard on the new track, work hard, and use hard work and wisdom to create new achievements.
For employers, proactively disclosing key information such as the number of applicants and recruitment ratios is an important measure to demonstrate the transparency and fairness of the recruitment process. At the same time, the number of resumes does reflect the attractiveness and brand influence of the employer. However, if the method of disclosing information is improper, it is easy to ignore the psychological feelings of job seekers, which will lead to confrontation and contradiction between job seekers and employers, and also affect the good public image of the company. Therefore, when disclosing information, employers should pay attention to language expression and discourse style, and use more encouraging and constructive expressions to avoid causing excessive pressure on job seekers. In addition, employers should enhance their sense of social responsibility, respond promptly and accurately to the concerns of job seekers and the public, and use more tolerance, more goodwill, and more practical measures to alleviate the anxiety of young students.
At the same time, schools, education, human resources and social security and other relevant parties must listen to the voices of young students, provide employment and entrepreneurship guidance services for college graduates with heart and soul, guide graduates to choose careers and positions rationally and pragmatically based on their actual personal situations, increase support for graduates with employment difficulties, and collaborate with all parties to create a good public opinion environment and market environment to help graduates find better employment.
(The author is a 2024 PhD student at the w88 casino of Marxism, China Agricultural University)
Attached original text link:http://paper.jyb.cn/zgjyb/html/2025-04/14/content_144741_18435535.htm
