background
Here’s a roundup of job descriptions for each company and the basic factors that each job seeker might care about
Inductive form
| classification | The secondary classification | Importance level (1-5) | note |
|---|---|---|---|
| Basic salary | Monthly salary | 5 | Last 10% to 20% increase; In line with the market or slightly higher |
| Five social insurance and one housing fund | 3 | Whether the full | |
| Commercial insurance | 1 | I, my family | |
| The end of the | 4 | 13-16 paid? Per capita can send amount | |
| Salary increase | 2 | The scale and timing of annual salary increases; The reference | |
| subsidies | 2 | Transportation, rental, meal allowance, high temperature, travel allowance, etc | |
| attendance | Elastic attendance | 3 | Range, 1-2 hours? |
| convenience | 4 | Commuting times and costs; Whether dietary activities are convenient; | |
| Double cease | 5 | The probability of working overtime on weekends; Whether the size is small or not | |
| Work overtime | 3 | Strength; Frequency; Subsidies; Paid leave | |
| Is there no punch card | 1 | No clock; Perform pay deduction and full attendance according to the time card | |
| telecommuting | 1 | Remote working under special circumstances | |
| welfare | Holiday benefits | 3 | Benefits (money or gifts) |
| Supplementary holidays | 1 | Halloween, Programmer’s Day, Women’s Day, Teacher’s Day, Father’s Day and so on | |
| Supplementary benefits | 3 | Marriage leave, maternity leave, paternity leave, paid sick leave, bereavement leave | |
| Party building welfare | 1 | Per capita expenditure for the construction of the league | |
| Paid annual leave | 1 | Basic standard; Can be accumulated annually; | |
| atmosphere | Group building (relaxation) | 1 | Team play; The company an |
| Interest group | 1 | Hobbies, company dimension social | |
| Afternoon tea | 1 | Tea time and food; On the afternoon of fruit | |
| Flat (equal) | 3 | The opportunity to meet colleagues at all levels; Can get its corresponding resources support; Sharing across departments | |
| Product temperature | 2 | Products have values; The product has a social temperature | |
| Humanistic care | 1 | Birthday; The anniversary. Sick; | |
| growth | Team size and system | 5 | How many people; How many people at every level |
| Technology system | 5 | Technology stack; Basic layout and planning | |
| Personal value | 5 | Whether the assigned work is challenging and fulfils one’s abilities; The value of the work itself to the business; Is the work content consistent with the direction you are good at | |
| The promotion mechanism | 3 | Promotion process; Promotion guidance; Related learning resources | |
| Who led | 4 | Level; Field of expertise; Current team | |
| Professional precipitation | 4 | Direction and content; Business contribution; Professional values | |
| Industry influence | 2 | Impact of professional programmes (value and applicability) | |
| Technology to explore | 2 | Technical team | |
| Tutoring mechanism | 3 | Is there a mentoring mechanism for new and junior employees | |
| Assessment of | 3 | Transparent; Diversity; Flexible; Relatively fair | |
| Major share | 3 | Frequency; Gold content; Personnel participation (including participation rate and sharing rate) |
More and more
More job hunting and Career development articles welcome to my album: How to Become a Professional Elite