For enterprises, would you rather have a degree than an experienced person who can produce greater value?

In the workplace, although education has become a stepping stone to enter the company, the development of enterprises is not supported by those with education, but driven by those with ability.

why is the educational background a stepping stone for enterprises to select talents?

I remember that a few years ago, I went on a blind date with my friends, just like the scene in a TV series. The story was short and bleak.

woman: "do you have a car?" Man: No;

woman: do you have a room? Man: build a house at home;

woman: do you have any savings? Man: Not much;

The woman said, "You have no money, no car and no house. Why should I stay with you?" The man said, "I am a dark horse. I believe I can make you well-fed and ensure that I will be good to you all my life."

woman: "…………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………

blind date and interview are the same, and the enterprise is very realistic. Why should I believe that you will bring me profits when both sides don't understand? Based on your experience? Working for n years, if there is no corresponding performance support, at best, you can only prove that you have worked. So, if you have a good education, at least let me believe in your early ability.

"I've been good to you all my life" in the blind date and "experience" in the interview are abstract. And academic qualifications are measurable and concrete. Choosing academic qualifications enables enterprises to reduce the cost of choice and trial and error.

why is education a booster for high job competition?

the higher the state organs, enterprises and institutions go, the higher the requirements for academic qualifications. In fact, after being in the same high position, although the pattern and vision of leaders are different, they are highly consistent. They all come from actual combat and it is difficult to decide whether to win or lose. For example, you and I have the same ability, performance and political level. Who should we choose to be promoted to a high position? For the sake of fairness and justice, at this time, the role of academic qualifications is prominent, and those with high academic qualifications come from the top to prove the balancer of "fairness".

it doesn't mean that people with low academic qualifications will never have a chance, and they will always be overwhelmed by those with high academic qualifications.

I have a friend who graduated from high school. I have been working hard in fourth-tier cities, and I have hundreds of millions of property when I was brilliant. However, since 213, my investment has been defeated and cheated, resulting in a debt of more than 4 million at the beginning of 214. Although he has become a loser, he has a very good attitude. We often drink together, and I often ask him, "Aren't you worried?"? He said, "What's the use of worrying? Just wait for an opportunity. " He sees three friends regularly every day and reads books the rest of the time.

start an internet company locally by 215, but the money earned is not enough to pay off the interest. One day he went to Chengdu to meet his friends, and when he came back, he sold the company. His friend introduced him to a company as an agent, and then went to Chengdu for three months to be the first agent. In 17 years, the company directly invited him to be the general manager of the sales department and had shares. According to him, he is the only high school student in the company, and the rest of his partners are at least undergraduates. At the end of 18 years, the company successfully went public, and now all debts have been paid off.

when the ability reaches a certain level, with resources and contacts, the academic qualifications will be dwarfed.

who do you choose, a highly educated person or a TOP1 person with high ability and low education? As long as they are normal HR and bosses, I believe they will choose the latter. He has endorsed successful cases in the industry, and is famous in the industry. After he pulled it, his performance was immediate. People who can produce benefits are what enterprises need most.

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I'm Zhong Heiniu, welcome to comment and exchange!

when enterprises lack the ability to distinguish, and in order to reduce the cost of trial and error, they are more willing to recruit people with academic qualifications, which is the same reason that they are willing to recruit people from big companies.

Subconsciously, everyone will think that people with high academic qualifications have better understanding, better communication and better learning ability, so recruiting such people will get started faster. But are people who really don't have academic qualifications weaker than those with academic qualifications everywhere? Not necessarily.

But as an enterprise, he doesn't want to take the time to take such risks, so it's safer to recruit people with academic qualifications.

If a person with academic qualifications is recruited, everyone will not say anything if he makes mistakes or does badly in the future. If you recruit a person with a low education, you may be under various pressures and say, this person is really excellent. Let's give it a try. However, as long as you make mistakes or do poorly in the future, HR will be questioned about the recruitment level. < P > The same is true for large companies, so low academic qualifications do not mean that you are not excellent or what, but a test standard that everyone adopts in order to reduce the cost of trial and error in the big environment. < P > So this is the importance of writing data on the job selection+resume. For example, a person who graduated from graduate school has average sales ability; A person graduated from a junior college, but led the sales team to increase its performance by more than 4%. Most small and medium-sized enterprises will choose the latter.

The Fortune 5 companies I have experienced are basically such non-211 schools that don't look at them. There are only the following reasons:

1. From the data of a large sample, those with high academic qualifications and good schools are more likely to contribute greater value and become the promotion targets of the company

If there are two groups of 1 people, Group A is all 211, and Group B is all college education. For enterprise hr, the time for interview and recruitment in one day is limited. From screening resumes to arranging interviews, he will have a standard. This criterion can help him screen candidates quickly. The statistics of a group by large samples have proved that the yield is higher. Naturally, he doesn't take the time to identify the candidates of group B.

2. The bigger the company, the higher the desire for higher education.

Just like when you are in college, if you can go to Tsinghua Peking University, won't you? You have no sense of honor to go to such a university. This is the sense of honor brought by social concepts, which makes academic qualifications better and schools better, and is synonymous with superiority in the current social context. This is the concept of the whole society, not to mention enterprises. The more eager a big enterprise is for talents, the bigger the enterprise is a big ship, and it is impossible to stop a certain person from sailing. People with high academic qualifications have high training value at the beginning.

3.HR

The department sometimes cares more about this issue

Basically, the employment standard is the standard of a company's manpower, which has been agreed at the top of this company. Even if the times are developing, we will not change the system. People in the hr department are just going to carry out the intentions of the company's top management. The will to change is also insufficient. We have encountered such problems before. Later, our department head intervened, and those with particularly strong ability can let go of the threshold of 221 school education.

The threshold for a company to recruit people depends on the talent concept of the company. State-owned enterprises, banks, financial institutions and other industries pay more attention to academic qualifications. Catering, retail and internet companies pay less attention to academic qualifications, but more attention to a person's ability and job matching.

Enterprise: Recruit people for a good face. Obviously, it is enough to recruit young people from technical schools, vocational high schools and junior colleges. However, it is necessary to recruit undergraduates, graduate students and scholars to save face. In fact, the professional counterparts with low academic qualifications, on the contrary, those with high academic qualifications are biased.

For example, an enterprise wants a clerk, a normal college student, a graduate student in chemical engineering, and an edible oil doctor to apply. Finally, the graduate students of chemical engineering and the edible oil graduates were admitted. The leaders were happy, and they were all senior talents. After a year's work, I worked as a secretary for the leader, but I couldn't write anything. When I ran errands, I felt that I was wrong and my major was not right. I simply resigned.

Let's talk about it. Enterprises have to recruit people again. Always do something impractical. Too much, too much.

According to experience, most people in the workplace who have won the high degree are already experienced. The smooth dough sticks are not plastic and obedient. They feel that they have been through it, have traveled more roads than those with education and inexperience, and eat more salt than them. It is inevitable that they will feel proud of the crowd. Many leaders don't like such smooth dough sticks in the workplace.

A person with education and inexperience comes to the company as a blank sheet of paper. The company can draw whatever it wants, and draw what it wants. Moreover, those with academic qualifications will have their own unique opinions and styles when they see many problems because they have knowledge and culture, and the future is highly predictable.

experience is important, but most of what companies need is trainable talents.

Of course, it doesn't mean that all companies will have academic qualifications, and they don't like experienced veterans. There are also many companies that only look at ability and experience, not academic qualifications.

I don't know whether this question is when the enterprise recruits or when it promotes people.

I'll take the job for the time being! This question is relative. We must first know the concept of "ability". Ability equals attitude plus skills, and skills include knowledge, methods and experience.

let's talk about skills, regardless of attitude. A person who can be admitted to a university and get a college diploma is better than the average person in learning ability. Although we say that diploma does not represent level, academic qualifications do not represent ability, which is a spur to college students. But in any case, his learning level and comprehension ability will be better than that of ordinary employees. Therefore, these people with academic qualifications and diplomas and no experience are recruited, but these people will be transformed into capable people in the future. The speed of their transformation is n times faster than those without academic qualifications and diplomas, creating benefits for enterprises better and faster.

Let's take the simplest example, for example, a person who has read a book and can read, and an illiterate person who has never read a book and can't read. As the boss, who do you want? You must be asking people who have read books to do technical work and people who have not read books to do coolies.

some people say, look at XXX, he has never been to a university or a high diploma, but he is still excellent. This kind of people are very talented and have a strong understanding. But there are very few such people.

in terms of recruitment, we call it social recruitment and school recruitment. Social recruitment is only targeted to recruit a small number of management and technical personnel, but it also requires corresponding academic qualifications. Or recruit some very grass-roots jobs and ask for a technical school diploma. And what the school recruits is also targeted.

If a person who thinks he has a lot of experience applies for a job, but he doesn't have a diploma or a certificate or honor to prove his level, who will recognize you?

in the group company, I once applied for a recruiter for a new company. When signing up, he asked me about my education and what I do. I said I graduated from high school and worked as an ingredient. The leader of the registration office said that you graduated from high school and came to our company to work in ingredients. The nature of your work is not right! I said, I am a senior worker technician of the group company! Hearing this, the leader said, why didn't you say earlier that as long as your unit released people, we would immediately.

why is there such a dramatic turn? At that time, there were only 76 senior workers and technicians in the group company with tens of thousands of people. Although the nature of the job is not right, such people will certainly have the learning ability and will certainly have a good summary of the knowledge, methods and experiences. Regrettably, when I went back to my unit and talked to the leader, the leader resolutely disagreed.

this is an acknowledgement of one's ability.

In an enterprise, what is needed is employees with both diploma and experience value. When you don't have a diploma, you should try your best to become a value employee.

not all companies only look at students from famous universities. It is said that Alibaba did not restrict the learning background of recruiting employees because Ma Yun graduated from Hangzhou Normal University. Paypal and youtube are a founding team, and neither of them graduated from a famous university. Therefore, if you look at a few companies, you should be able to find companies that emphasize ability, not academic qualifications.

to achieve stability, a company must pursue high probability events rather than low probability events. The high probability events of students in famous universities are strong learning ability, intelligence and preciseness, while the low probability events are cheating. The high probability event of students in ordinary universities is that their qualifications are average, while the low probability event is that they study hard and suffer hardships. Therefore, it is understandable for some companies to find students from famous universities.

what should students do in ordinary universities? First, go to a graduate school in a famous university and change your identity. Or second, go to an ordinary enterprise to make extraordinary achievements, be well-known in the industry, and let big companies dig you up.

The Fortune 5 companies I have experienced are basically such non-211 schools that don't look at them. There are only the following reasons:

1. From the data of a large sample, those with high academic qualifications and good schools are more likely to contribute greater value and become the promotion targets of the company

If there are two groups of 1 people, Group A is all 211, and Group B is all college education. For enterprise hr, the time for interview and recruitment in one day is limited. From screening resumes to arranging interviews, he will have a standard. This criterion can help him screen candidates quickly. The statistics of a group by large samples have proved that the yield is higher. Naturally, he doesn't take the time to identify the candidates of group B.

2. The bigger the company, the higher the desire for higher education.

Just like when you are in college, if you can go to Tsinghua Peking University, won't you? You have no sense of honor to go to such a university. This is the sense of honor brought by social concepts, which makes academic qualifications better and schools better, and is synonymous with superiority in the current social context. This is the concept of the whole society, not to mention enterprises. The more eager a big enterprise is for talents, the bigger the enterprise is a big ship, and it is impossible to stop a certain person from sailing. People with high academic qualifications have high training value at the beginning.

3.HR

Basically, the employment standard is the standard of a company's manpower, that is, talents, which has been agreed at the top of this company. Even if the times are developing, we will not change the system. People in the hr department are just going to carry out the intentions of the company's top management. The will to change is also insufficient. We have encountered such problems before. Later, our department head intervened, and those with particularly strong ability can let go of the threshold of 221 school education.

The threshold for a company to recruit people depends on the talent concept of the company. State-owned enterprises, banks, financial institutions and other industries pay more attention to academic qualifications. Catering, retail and Internet companies pay relatively little attention to academic qualifications, but pay more attention to a person's ability and job matching.

People with high academic qualifications are rarely willing to go to small companies, and it is difficult for small companies to recruit people with their academic qualifications. As long as they can bring value to the company, small companies should consider it.

Generally, large enterprises are stuck with academic qualifications, which is equivalent to the first round of screening when both sides don't know each other. Whether you admit it or not, academic qualifications are also a very important experience. Good schools are also obtained through hard work, and graduate students and doctors have spent a lot of time and energy to obtain them. Why can't these experiences be regarded as an important criterion for screening job seekers?

Education is more like a stepping stone. Just working for a period of time is just a few more years in the society, and the experience may not be directly helpful to enterprises. Some enterprises are more willing to recruit fresh graduates from 985,211 schools. They grow faster, have lower labor costs, and can develop with enterprises, which is more recognized by the company's corporate culture.

Large enterprises have abundant talents, complete processes and rules and regulations, and pay more attention to long-term development and the long-term development potential of employees.