What is the fundamental reason why companies do not choose highly educated candidates for recruitment?

It is becoming more and more common for young people with high academic qualifications to apply for urban management, trade unions and other grassroots work. There is no need to make a fuss. Firstly, it is related to the intensified competition in the employment environment, and secondly, it is caused by the change of modern people's concept of learning to choose a job. But objectively speaking, whether young people with high academic qualifications can settle down in their posts, give full play to their advantages of high cultural quality and do their jobs well is not satisfactory and optimistic.

Of course, young people with high academic qualifications can't simply think that applying for a job in a trade union is a waste of social resources. With the change of society, all social work posts need not only professional quality, but also certain cultural knowledge. The concept of "retaining people with treatment, career, system and emotion" is a universal magic weapon to attract talents. The rapid understanding of brain drain is not unrelated to the shortcomings in the practice of "retaining people" in posts.

In addition, young people with high academic qualifications can't keep jobs in grass-roots trade unions, and there are also personal subjective reasons. On the one hand, young people with high academic qualifications are either "disdainful" or "overqualified" in receiving petitioners, organizing training, helping migrant workers to ask for wages, and giving send warm to workers in need. On the other hand, many highly educated young people may have applied for trade union posts for the purpose of "transition". Once they have a better choice, they will not hesitate to "find another job".

Under the premise that social mobility has become the general trend, "stay" or "go" is no longer a tangled issue. Should young highly educated candidates who have been "dismissed" by the Nanjing Federation of Trade Unions reflect on the "original intention" of applying for jobs and take this opportunity to think about the specific requirements of the job market for job seekers? Knowing yourself and yourself is probably a necessary condition for talents to give full play to their effectiveness.

Therefore, in order to avoid the phenomenon that employers "discourage" young candidates with high academic qualifications again, it is best for employers to design targeted recruitment plans in advance and conduct a comprehensive inspection of candidates, not just those who "will take the exam". Young people with high education should be less impetuous before applying for a job, and don't turn "riding a donkey to find a horse" into a normal mentality, thus consuming personal time and social resources.