Why is it difficult for young people to find jobs now? Because you didn't use the right method

Recently, according to common sense, it should be the peak season for recruitment, but this year has been particularly quiet. Many companies are good if they don't lay off employees and simply lock in the recruitment of HC.

I have also received many private messages from young readers in the background, asking about the difficulties of finding a job. Therefore, I will now share some personal experiences and opinions, hoping to give you some inspiration.

The path a person relies on to find a job varies depending on their career stage.

It's like playing a game. When you first leave the newbie village, you can only use a small broken sword to fight fiercely, but in the middle and later stages, you have plenty of weapons and tricks to abuse the boss in various ways.

But remember one thing, never go beyond the level to challenge.

The natural law of career is to do things at what stage, and 90% of people cannot escape this logic.

Finding a job is the same principle.

Freshly graduated college students are newcomers, and their education and background are hard currency. Because this is the most convenient and fast tag to assist HR in talent screening.

What positions did you hold in school clubs, what social practices did you engage in during your university years, and what internships did you participate in at major companies? You put in a lot of effort to fill up your resume, but the actual help was not that great.

In the eyes of HR and business leaders, these things are basically like playing house, at most just beginners. Everything you learn in school will have to be overturned and restarted when you enter the workforce.

I have also expressed this viewpoint before. If you are an HR and look at hundreds of resumes every day, how can you have time to carefully read dozens or even hundreds of words of essays on your resume.

Everyone is searching for keywords. With a few basic hard keywords, such as 985, 211, relevant majors, scholarships, and knowledge in related fields, that's enough.

Further evaluation is not as important as the feeling of face-to-face conversation during the interview.

So get in the car first at this time, don't be too picky. As long as all the recruitment requirements are acceptable, let's talk about it first.

As for the idea of looking at future development, it's actually quite vague.

Because first of all, other people's experiences may not be applicable to you, and secondly, you definitely don't know what changes will happen in this industry in the future, so speaking is equivalent to speaking in vain.

Many companies and industries that were looked down upon in the past few years have witnessed rapid growth (not just the Internet). On the contrary, many jobs that were once highly sought after by many people (such as foreign companies and the Big Four) now seem to have low cost-effectiveness.

The so-called future development that I am telling you now is actually an outdated experience, and it is more important to focus on the gains and losses of the present.

By the time you have been working for three to five years and have left the novice village, you will have more weapons and tricks in your hands. Finding a job doesn't rely on passion, but on strategy.

Next, there are several T0 level job hunting tools, and I will talk about them one by one:

1. Experience in core departments and projects.

I have always advised everyone in the past, no matter what company you are in, to try to go to the core business department and work on core projects. Because the growth experience value that this can bring you is doubled.

There have been many newcomers I have met in recent years, but the young people who have truly realized this can count them with just their fingers.

What is core business and core department? Simply put, it is the place closest to making money (note that I am not talking about money, but about making money).

For example, customers who can bring the maximum cash flow income to the company, projects that are in line with the company's future key development strategy, business lines that can help the company explore new areas, and so on.

If you find these difficult to understand, then you should pay attention to the places where colleagues whisper the most, where everyone longs to go, and where the company boss brings up the most things during employee meetings. This is definitely true.

So if possible, try to go to these places as much as possible. Even if you suffer and suffer, you will find that it is worth it in the future.

Working in a position that is not highly valued for several years is far inferior to staying in a key department for even half a year.

Spending time on a project that lacks resource support and is not valued by the boss is far inferior to following the core team, even if it's just doing odd jobs at the back.

The logic of being a chicken head rather than a phoenix tail doesn't work in the workplace. If you want to be a phoenix tail, you have to be a phoenix tail.

Besides, even if you are a phoenix tail, the vision and knowledge you come into contact with every day, the meetings you attend, the customers you meet, and the excellent colleagues you work with all constitute a high-quality environment that can inspire your endless motivation.

Over time, you will be surprised by the great changes you have made, and you will find it easier to find a job.

You can say export project experience and case, everyone in the circle knows. During the interview, they would say, oh, you did the project, you wrote the explosive article, and you planned the case.

Isn't that much more useful than your painstaking effort to prepare a lot of little essays about yourself?

2. The workplace noble.

The best workplace dignitaries are former bosses, followed by former colleagues, who form the underlying foundation of your workplace contacts.

Therefore, I strongly suggest that you maintain a good relationship with every former boss and former colleague in the workplace.

If you don't experience any unfair workplace treatment, the least you have to do when you leave is that the other party has a blessing for you.

You also don't care whether this blessing is sincere or acting, but at least the other party doesn't want you to leave quickly.

The circle of any industry is getting smaller and smaller. If the circle is small, a person's word of mouth becomes particularly important, even more important than a resume.

What kind of person do you have, your work ability and personality? People will come out after asking about it. Instead, your resume is only a reference.

Of course, I don't want you to deliberately cater to your boss and colleagues and flatter others. This is not a good relationship. On the contrary, people may be wary of you.

You only need one:

Be a reliable person.

Although this sentence is simple, not everyone can do it in practice.

Don't evade your work responsibilities, don't throw the pot to colleagues if you make mistakes, be willing to study professionally, have ideas in business, treat people sincerely in interpersonal communication, and don't fish in troubled waters. When it's time for you to make moves, you will never be vague or lose the chain. This is all reliable.

Maybe you will be confused, you are still a rookie, why people are willing to help you.

This is a very good question. Think about it carefully. Why would a noble man support you? Is it really because he is Bole and just happened to meet you, a thousand-mile horse?

I don't say that this kind of possibility is absolutely impossible, but the probability of such enthusiastic and unselfish behavior is very low.

A more general and practical idea is:

He supported you today, thinking that you can help him in turn after you become a success.

This is called reciprocity, spring planting and autumn harvest.

There are many bosses who have a very big pattern of life. The young people who were promoted five years ago have been silently observing his growth for five years. When they go out to start a business or go to the next level, they will recruit them to do something. Big business.

There are so many career stories in this department, so you don't have to feel embarrassed. It's not shameful to use each other. It's shameful to use you.

Always look for opportunities to show your potential. After a long time, noble people will naturally pay attention to you.

3. Professional headhunter.

In the middle and late stages of my career, I no longer rely on online resumes to find a job. One mainly depends on the former boss/former colleague I mentioned above, and the other depends on headhunting.

If a person is looking for a job after the age of 30 and still throws his resume online, it can only show that he did not get along well before the age of 30.

Headhunters are a very interesting group. Sometimes they chat with you like friends. Sometimes they can calmly analyze your own advantages and disadvantages and provide you with professional job-hopping decisions.

But you have to remember that they are so warm to you because you are valuable.

The salary commission of the headhunter is determined by the annual salary of the recommended candidate. The higher your income, the higher the bonus they will receive when they recommend you for a successful entry.

Therefore, headhunters and you are a community of interests. They are your think-tank strategists on the way to find a job. If you use them properly, you can save a lot of things.

And in addition to providing job benefits and promotion opportunities, you can also use headhunters as an information channel to understand the industry's broader picture.

This information can help you plan your career development. For example, I once received a call from a headhunting company. They are helping a well-known domestic e-commerce company to find marketing talents.

After listening to the other party's job description, I was asking rhetorical questions for the next half hour, such:

1) What is the next development strategy of this company? Will it focus on certain segments to make special efforts?

2) Does the company have any plans to go public in the future?

3) How do they view their competitors and what do they see as their strengths?

4) What is the role of this position in the company now? What are the departments that cooperate with the daily work? What will happen to the role of this position in the future development strategy of the company?

A professional headhunter not only provides you with job opportunities, but also provides you with the latest information and knowledge of the industry market, and helps you grasp the dynamic trend of industry development. This is also very important.

How to identify a good headhunter?

This topic is very big, I have written a special article before, everyone can go to see:

Promotion in the workplace: rely on ability before the age of 30, rely on headhunting after the age of 30

In two words: comfortable.

When communicating with professional headhunters, you will not have a sense of impatience, tension and oppression. Instead, you will feel like a spring breeze. No matter whether the job opportunity is good or not, you will not feel that you have gained nothing.

A good headhunting company must have strict training and standards for how its employees call candidates. Because this not only represents the professional image of the headhunting company, but also represents the professional quality of the employing enterprise.

No hurry, no slow, long line, catch big fish, this is the characteristic of professional headhunters.

The above three weapons for finding a job are all relatively efficient and have a better chance of winning. I hope they can give you some inspiration.

Finally, say a few more words, don't aim too high.

之前网上有个采访，问了一堆大学生说觉得自己什么时候能年薪百万，普遍回答都是5-10年。

但凡工作过几年的人，看到这个回答都会觉得扯淡，完全是活在梦里。年薪百万在任何行业都是金字塔顶端的人，哪个不是过关斩将杀出一条血路才得到这个成就。

这个如果没经历过，说再多都不会理解。

你在学校里获了各种奖，拿了一堆证书，学习绩点名列前茅，进了公司以后一样还得挨锤，全部都要推倒重来。学校和社会是两套规则，两个体系，两种生存方法。

永远记住，精进自己的业务能力，提高专业知识的学习，和同事，老板，客户都维系好关系， 建立一个踏实靠谱的口碑，过不了几年你就会发现，当年做的这些准备都是未雨绸缪，春种秋收。

Information source: Enterprise management