Is it reasonable to take graduation certificate as the only admission standard for unit recruitment?

It may not be reasonable to take a diploma as the only criterion for promotion. Although diploma is an important symbol of personal education and ability, it is only one of the ways to cultivate talents.

Besides the diploma, there are many other aspects to consider. For example, personal work ability, comprehensive quality, work performance, professional skills, leadership and so on. , are important indicators to describe a person's comprehensive ability and potential. In fact, in practical work, these comprehensive qualities and abilities are often more important than academic qualifications and can determine a person's promotion opportunities.

In addition, the emphasis on diplomas is likely to limit the ability of internal reform and innovation, because such an approach may limit the access of outstanding talents in different fields, backgrounds and abilities, and even affect employees' ability of innovation, exploration and practice. Therefore, it is often unreasonable to take a diploma as the only criterion for promotion. A better way is to comprehensively consider the ability and quality of employees and evaluate them through various forms, so as to ensure the stability and sustainable development within the organization.

In addition, emphasizing the diploma may lead to the promotion process relying too much on paper materials and standardized examinations, lacking the test of workplace practice and comprehensive measurement of ability, which may eventually affect the comprehensive ability and work performance of employees. If the organization relies too much on diploma as the only criterion for promotion, it may also lead employees to pursue academic qualifications too much and ignore the improvement of other abilities and qualities.

For employees, it is not necessarily the best choice to give priority to their work and promotion. Because in practical work, it is more important to have comprehensive ability and quality, such as good professionalism, excellent communication skills, leadership, innovation, efficient work performance and so on. These abilities and qualities can be cultivated in many ways, such as taking advantage of work opportunities to exercise, participating in vocational training, learning practical experience and so on. Therefore, it is often unreasonable for employees to take a paper diploma as the only criterion for promotion, and more attention should be paid to the improvement of comprehensive ability and actual work performance.

An interesting case is Google's recruitment practice. Google rarely flaunts the qualifications of recruiters, but values the actual ability and experience of recruiters. For example, Google once recruited an applicant named Max rossetter, who was invited to an interview for a Google project during his job search, but he didn't know it was an interview in advance. This project is a search-based game, but it is actually a job evaluation of Google. Because Rosette performed very well in the game, she was finally hired by Google and became a software engineer. This case shows that the practical ability and quality of recruiters are more important than academic qualifications, and Google also values the practical ability and experience of recruiters more.

In addition, some companies have begun to attract talents in a moderate way. For example, when a bank in Japan recruits, it does not require candidates to provide academic credentials, but allows candidates to take exams. In this exam, they tested the candidates' abilities and qualities, including logical thinking, creativity and understanding of company culture. This method proves that not only diploma, practical ability and quality are also factors that must be paid attention to when organizing recruitment and promotion.