First of all, now the official career tells the origin, in fact, some enterprises also tell. Many enterprises, especially multinational companies, attach great importance to the background of famous universities, especially their bosses or senior managers who graduated from famous universities. For general logical thinking, the entrance threshold of famous universities is relatively high, and the essence of being able to enter famous universities is one. Well known enterprises also have the same logic reasoning. Being able to enter well-known enterprises is a qualification, can accommodate a high position, and has a high degree of stability. Their talent and performance are recognized, and they have a certain degree of loyalty to enterprises.
Secondly, well-known enterprises have advanced management concept, standardized management mode, mature and innovative business mode, excellent corporate culture, etc. generally, the resources and people contacted with well-known enterprises cannot be compared in enterprises, which is also the value of enterprises.
Third, the education background of senior executives is generally bachelor's degree, master's degree is preferred, but some enterprises require at least master's degree. If it is a university degree, it is recommended to upgrade immediately. Although the enterprises use the actual ability of talents, they will not give full play to it under the undergraduate course. Maybe the enterprises will think that your education will affect the corporate image. For doctors and postdoctors, except for extraordinary occupations and posts, in the eyes of some people, not only can't increase points, but also may reduce points. In addition, don't exaggerate your education, training, and qualifications. After all, the employer is using your actual work ability, management ability, experience skills, ideas, comprehensive quality and resources. A degree just tells you how much you've learned and how much you've learned.
Fourth, the recruitment enterprises have higher requirements for industry relevance. For example, the job of headhunter is the real estate marketing director, so if several companies have not worked in the real estate industry recently, it is possible to pass. Many people don't pay attention to industry relevance. They think that talents are excellent in any industry and product. Ministries and commissions led by the state have been replaced. There are not many ministries and commissions from local to senior level. But it is different in enterprises. According to the inertia of thinking logic, there is an industry background, which is better than no resource advantage, experience advantage and management advantage.
Fifth, the current understanding of stability is different from that of 10 years ago. Two years passed and three years were stable. The resume of changing one unit or even several units a year is absolutely rubbish. The longer you stay in the company, the better. If a person has not been promoted to the same position in a company for more than five years, people will think that he is either self-confident, does not strive to make progress, or depends on seniority, or depends on the relationship of the boss. Of course, if we go from the basic level to the middle level and then to the high level, step by step, it is good. Therefore, when executives carefully choose an enterprise, they should have a relatively complete understanding of the background of the enterprise, the boss's situation, the prospect of the product, etc., which can not only be seen from the salary, but also not because of the enterprise's factors, leading to the reality of high turnover rate.
Sixth, if the foreign language is good, many times you can add points, especially for foreign enterprises, or enterprises with foreign enterprise customers. Apart from foreign languages, many people are good at other things, which is a pity. Sometimes, a foreign language can double the value of a manager and offer more opportunities. So we have to learn a foreign language.
Seventh, the average age of gold for young executives is between 35 and 45. Of course, there are some work exceptions, such as marketing planning, R & D and design, which are generally between 25-30 years old. If you're in your 50s, you're less likely to think about it. This is especially true for high-intensity engineering positions.
The above is a detailed introduction to the professional background welcomed by Shandong headhunting company. To learn more, please click