Why do big companies pay more attention to undergraduate education than postgraduate and doctoral degrees when recruiting?

At present, there has always been a phenomenon of "first-class discrimination" in the workplace recruitment market. The better the company, the more serious this "discrimination" phenomenon is. In some well-known foreign companies, high-paying private enterprises, central enterprises, high-quality state-owned enterprises and institutions, the recruitment threshold is getting higher and higher, and the starting price is "graduate students". Some central enterprise headquarters and scientific research units with good salaries and benefits have already become "doctoral students" in job hunting. Then, why should they pay attention to the first degree (undergraduate) and major of job seekers? There are several main reasons:

High-quality units attach great importance to the first degree and undergraduate major.

Due to the high salary, the ratio of our company's annual recruitment plan to the number of applicants is as high as 1: 300, and most of them are graduate students. Excellent talents, such as crucian carp crossing the river, are in serious oversupply, and the interviewer's appetite is high. Therefore, in order to reduce the recruitment cost and improve the recruitment efficiency, we have to start the "grid screening" mechanism in the online application process, which is mainly divided into three screening procedures:

The first procedure: 985 graduate degree, the postgraduate major corresponds to the recruitment position major, which is a national key discipline. Internally, this is the entry requirement for recruitment, that is, the highest degree is graduate.

The second procedure: the first degree must be a 985 key undergraduate course, 2 1 1, and the undergraduate major must be a national key discipline and correspond to the recruitment position. The inspection of professional counterparts is very strict, according to the names of national key disciplines. For example, your major is chemical engineering, not chemical technology, and you can't miss a word.

The third procedure: the graduate school should be 985,211with the undergraduate school, and the majors studied by doctors and masters are consistent or highly related to the undergraduate school.

If the first three procedures are passed, during the interview, if several candidates have the same conditions and the same performance, the interviewer may ask your high school, which is even better if it is a well-known high school in the whole province. Such students are called "pure blood, deep-rooted and educated" internally. Some people may say that academic qualifications do not represent ability, and diplomas do not represent level. Why not give ordinary college students a chance to prove their strength?

To tell the truth, excellent graduates are lined up on the playground, and the interviewer is as busy as a bee. Where does the time, energy and cost give college students and ordinary students the opportunity to prove? Are the seedlings selected from hundreds of outstanding graduates worse than junior college students? Is it more likely that students who have been excellent from high school to master's degree will have strong ability, or that students in ordinary colleges and universities will have strong ability? This is not a "moral" question, it is a probability question, a mathematical question and a multiple-choice question. Units spend money to recruit people, and people have the right to choose the best, because this is a multiple-choice question.

Second, in large companies, the first degree is also highly valued.

Take our group company as an example: every two or three years, we should check the files of all employees, with the emphasis on "three years and two calendars" (that is, age, length of service, party membership, education and experience). Among them, the verification of academic qualifications is more stringent, because many cadres' postgraduate and doctoral degrees are obtained on the job, in name only. If there is no full-time exam, it is generally only a degree, not a degree. In the selection of cadres and the use of talents, we should pay attention to the "gold content" of the first degree (undergraduate, junior college and technical secondary school), especially the first degree as a key undergraduate. To promote cadres, in principle, employees whose first degree is not a key undergraduate course will no longer be promoted.

Why? Large companies also have long-term development plans of large companies, and large companies also have plans for the construction of talent echelons of large companies. Especially those super-large central enterprises and state-owned enterprises, the talent team is seriously aging, and the proportion of employees with bachelor's degrees is very low. Especially in the middle management team, secondary school students and junior college students in the 1960s and 1970s are still the main body, and the proportion of key undergraduate graduates is less than 20%. Then, from the long-term team-building strategy, we should start from the source, that is, from the employees whose first degree is undergraduate, and all those who enter the door must be undergraduate, so as to fundamentally improve the academic structure of the cadre talent team.

Because these cadres with low academic qualifications are already in high positions, they have obtained so-called in-service postgraduate degrees through various channels by using convenient conditions, and some comrades have also obtained doctoral degrees and even obtained post-doctoral positions. However, everyone with discerning eyes knows how "water" these master's and doctoral degrees are! Therefore, in large companies, the first degree is mainly examined, and even only undergraduate degrees and undergraduate majors are recognized. The remaining degrees and majors are for reference only.

The trend of specialization and high-end of the three major companies is becoming more and more obvious, and the requirements for professional knowledge system and theoretical basis are getting higher and higher.

What era is it now? Knowledge age, information age, science and technology age, intelligence age, interstellar age. Compared with the era twenty years ago, earth-shaking changes have taken place. In the past, large companies, especially those in traditional fields, could live well by relying on the traditional model. Now? If we don't transform and upgrade, and don't take the road of science and technology and informationization, we may be eliminated by the times at any time. As we all know, some large enterprises that once enjoyed unlimited scenery suddenly closed down overnight.

From the micro level, previous enterprises can grow by experience, so it is more feasible to rely on ability and experience. Nowadays, the iteration of science and technology is getting faster and faster, and the development of technology is changing with each passing day. Past experience may be an obstacle. Now that scientific and technological innovation has reached the stage of tackling key problems, all the technical bottlenecks that can be solved have been solved. What's left is the skill of getting stuck in the neck. Without cutting-edge technology, how can we overcome these problems?

For example, our group company, which had a good time, is now struggling and must take the road of transformation and upgrading. Energy transformation and upgrading, technology transformation and upgrading, information transformation and upgrading, financial system transformation and upgrading, the demand for high-end talents far exceeds the demand for ordinary talents. What do you mean? General talents, in some fields (such as big companies in big cities), have exceeded demand, but high-tech talents are still lacking.

To solve these technical problems, we need to rely on more powerful and sophisticated talents to overcome them. Therefore, it is no problem for large companies to recruit graduates from 85 years, national key disciplines and 985 schools from the source. As a senior HR, to tell the truth, solving technical problems requires knowledge system, theoretical basis and IQ level. If your knowledge is not profound, your theory is not profound and your IQ is not outstanding, can you break through the ceiling of technology?

For example, you will understand: you have studied foreign languages for 30 years, and you are still mute, because you can't break through your language "ceiling". Can we overcome complex, difficult and top-notch technical problems without relying on cutting-edge knowledge, advanced theory and super IQ?

To sum up, education does not represent ability, and diploma does not represent level. These golden sentences are universally applicable. As a rational person in the workplace, we must seek high probability events. The key disciplines of this science are national disciplines, graduate students and national key disciplines. The knowledge system and theoretical foundation are relatively solid, which can meet the needs of large companies to solve complex technical and management problems. This is a high probability event. We also do not deny that practice produces true knowledge and actual combat produces results. Of course, graduates from ordinary colleges and universities can display their talents on a broad stage and make greater achievements than those from famous schools. People make the best use of their talents.