What should I do if my job promotion has reached a bottleneck?

Little K is currently working as a recruitment director in a large and medium-sized company. Because he has experience in headhunting before and his time in the company is not too short, he is already comfortable at work. There is not much pressure, but it is nothing. Too much interest.

So he is a little tired of this job now. If he changes it again, he will just be the recruitment director of a larger company.

Based on his comprehensive situation, I made the following analysis for him.

First, market demand

In terms of market job demand, the number of human resources directors is much greater than that of recruitment directors. There are also recruitment director positions, but they are basically only available in larger companies, so the competition is of course more intense.

Companies of a slightly larger size will definitely have the position of human resources director.

Second, room for development

In smaller companies, the human resources director may have higher recruitment requirements and lower requirements for other majors.

But the human resources VP position is definitely not just good at recruiting.

In other words, the Human Resources Director can be promoted to Human Resources VP, but it is more difficult to be promoted directly from the Recruitment Director.

Third, age

For the same recruitment director position, with a 35-year-old and a 40-year-old candidate, it’s easy to imagine who will be hired.

Because no matter how high-level executives are recruited, the recruiting director does not have the final decision-making power.

In other words, for the professional abilities of identifying people and evaluating talents, a 35-year-old is already competent enough.

Compared to the age of 40 and 45, the ability to withstand stress and energy are gradually not as good as those of younger people.

After sorting it out in this way, the goals and plans will be clear, and the pressure and motivation will come.

First of all, aim at human VP in a few years and benchmark your own growth path as a whole.

Secondly, the big goal is broken down. The first is to transform into a human resources director.

Finally, to make up for what is lacking, professionalism comes first.

Now that the case has been dismantled, if you are currently in the content of a certain career module, then you must clearly understand where your job growth direction is and whether there are any restrictions from the above three factors.

If the above limiting factors also exist and this module has settled to a certain extent, you should start planning your growth path. There must be a way to repay the debt owed by strategic laziness.

I have planned my own growth path. On the one hand, I study, whether listening to lectures or reading books. I start with the theory that needs to be supplemented, and on the other hand, I look for opportunities to practice.

It is safest to be able to practice in the company. For example, it is best to find opportunities for job rotation, expanded responsibilities, and comprehensive job promotion and management.

If the company cannot implement it, looking for opportunities to change jobs to comprehensive positions, or looking for opportunities to exercise outside of work are all options.

Just got the news today that Foxconn is laying off 340,000 people.

The adult world is rational, but the workplace is cruel. A little slower here, a little slower there, and this is how the gap in the workplace widens.

The ability to proactively solve problems is the core.