It is said that when you are young, you should take a break. How?

People who are capable can't find a good job wherever they go. On the contrary, young people who lack work experience may encounter many difficulties and setbacks wherever they go without a correct career plan, good job-hunting motivation and mature job-hunting skills. So I will give you some * * * suggestions in the job-hunting process: I personally emphasize that no matter whether you are studying a major or looking for a job, there is a principle that hot things may not be suitable for you. A job with good pay, easy work and a good environment is not necessarily the one that is most conducive to your development. You don't have to be told what is good and get more money. It is suitable for your own development and learning is the first consideration! When it reaches a certain level, the treatment will naturally get better. No education may just be a stepping stone to being a white-collar worker for the time being, but it doesn't mean that there is no future. Learning a skill well and eating with ability are not worse than white-collar workers! For young people in the new era, it is not difficult to find a job, but it is difficult to find a job that you like. Today's young people tend to like the job of "more money, less work, being close to home and sitting in an office", but it is actually impossible in reality. Therefore, my advice is to find a grass-roots job that is more suitable for their own development and can accumulate a lot of practical experience. With these valuable experiences, it is not difficult to find a more ideal job or develop to a higher position in their original position. So how to find a job that suits them? First of all, we should understand our comprehensive strength, and then we should pay close attention to the job demand in society. To sum up, we should answer three questions: 1. What do I want to do? -that is, my hobbies. Among all the occupations I have learned so far, which ones I am very happy to engage in.

2. What can I do? -This is different from the previous question. What you like is not necessarily that you have the ability to be competent. Especially for fresh graduates who have no work experience, you must not be arrogant. You must objectively judge what skills you have at present to be competent for specific positions in society (for example, girls who are good at typing, generally speaking, can develop themselves from secretarial and customer service positions ...)

3. The market should be. -This is the key. Different regions and different living standards have different job requirements. The best way to understand the social recruitment needs is to read the local mainstream authoritative recruitment newspapers or browse the famous local recruitment websites. In addition, don't stay at home all the time to find a job. It is also a very good choice to run more weekly or monthly talent exchange meetings. In addition to understanding the job requirements, there is also direct face-to-face communication and contact with the employer on the spot, which is very helpful for understanding the skill requirements of each position and improving the experience of interview and communication! In short, as long as you answer these three questions well and find out the "intersection" of the three answers, you will know where the future lies immediately! Of course, there is still a big difference between reality and ideal. In the complicated and changeable workplace competition, I personally suggest that everyone should focus on "What can I do?" And "What does the market want?" These two questions are enough. After all, it is really unrealistic for fresh graduates or young people with little workplace experience to find jobs that they want to do, that they are competent at present, or that are in short supply in the market. We should still pay attention to the accumulation and exercise of grass-roots jobs, make a plan for ourselves step by step, and gradually strive to approach our ideal job goals. With regard to resume and interview-related issues, I suggest you pay attention to the following questions: 1. Have you carefully understood the situation of the corresponding enterprise, the corporate culture, main business and future development direction of the other party before the interview? If you run for an interview, but you don't know anything about the company at all, you just know to interview for XX position, then the other unit certainly doesn't want such a person. There is no sincerity at all. 2. How much do you really meet the job requirements? Many job seekers apply for jobs, and their resumes are all "fairy scattered flowers". Many people really calmly analyze the job requirements of the other company one by one. For example, the other company has written five requirements. Do you really meet each one? If four of the five are absolutely competent, is the other one a hard condition? (For example, many posts must have a work permit before they can be employed. If there is none, even if there is only one that does not meet the requirements, it will be a waste of time and will not be accepted.) If there are less than four posts, the employer will not consider you if there is sufficient choice. 3. Is your resume the same? The vast majority of job seekers' resumes are simply a version of the world. Applying for position A is this resume, and applying for another position B is also this resume. It has never been considered to "tailor-made" a targeted resume according to the specific conditions of the other unit and the specific requirements of the job application. Only when the resume highlights its own advantages or specific conditions of competence according to each recruitment requirement can the examiner feel your sincerity and intention in the interview. 4. In fact, it is the skill of communicating with the examiner during the interview, including basic workplace etiquette, personal words and deeds, etc., so I won't say more here. But the most important thing is to remind everyone that answering questions (including self-introduction) must focus on the situation of the other company (your understanding of the recruitment company), "What do I think makes me qualified for your position? What are my qualifications?" ..... ",your own recognition of the corporate culture and development direction of the recruiting unit, your thoughts and plans if you can engage in this job, etc. The most important thing is not to give the other party a feeling of caring about salary, but to let the other party feel that you have a sense of" developing with the company ",and to closely link your destiny with the company's destiny, sitting in the same boat and having a heart.