First, the regular job search method is low in success rate. Our regular job search methods are very backward. These years, one year after another, these people are looking for a job.

There are only one common goal of these methods: to find those known vacancies.

These include: responding to recruitment advertisements in newspapers and websites, joining job fairs, and employing professional agencies (including headhunting companies and other employment agencies).

Two, employers find the way to people. The employer's favorite way is to employ internal staff to change jobs or promotions to some employees who are already familiar with and like their work.

Hire a former consultant to take up a formal position.

For example, a well-known example is Qu Yun Bo.

Hire a temporary officer to take up a formal position.

The second is: ask friends or colleagues to see if there is a suitable person.

Under the premise that these two methods are not successful, employers will advertise for jobs or seek employment through professional intermediaries or job fairs.

We can see that job seekers prefer to adopt the method that employers prefer.

Employers are most reluctant to adopt the method of job seekers.

That's the problem.

Three, innovating job search method, career positioning: > career planning > finding jobs that meet the requirements, whether the unit is openly recruiting or not, all of them will apply immediately.