Shenzhen Boyulong Technology Co., Ltd. What about this company? Do reserve cadres have the same concept as salesmen?

What is a "reserve cadre"? Literally, it is the future cadres and managers of enterprises. Job seekers asked the recruiting unit and got basically the same answer. In fact, this is just a word game played by the recruiting unit. According to the explanation of the person in charge of a trading company, the so-called "reserve cadres" recruited are salesmen who start from the grassroots. If they have outstanding performance and extraordinary performance, they will be promoted to supervisor first. Isn't this all nonsense? It is normal for employees to get promoted because of their outstanding work performance and extraordinary work performance. What does it matter if they are "reserve cadres"?

The reason why more and more employers like to attract job seekers with "reserve cadres" is nothing more than promising a bright future to job seekers. As for how long this "reserve" state will last, it depends on the job seeker's own performance. But for many job seekers in unknown so, this is not the case. They think that if they are recruited as "reserve cadres", they will be promoted soon and their wages will be raised, so their expectations for the future are too high. What about the ending? Naturally, the greater the hope, the greater the disappointment.

Under the guise of "reserve cadres", recruiting units may attract many job seekers for a while, but in the long run, it may not be a good thing. If the job seeker is recruited as an ordinary employee, there will be no "wild dreams" in his heart, but now he is recruited as a "reserve cadre", and he must hope to take the post of manager as soon as possible. In this way, after waiting and waiting for a few years, there is no hope of promotion, and it is inevitable that there will be a feeling of being cheated. For enterprises, this is not conducive to giving full play to the initiative of talents, but also seriously hits their enthusiasm for work. At the same time, it is not conducive to the stability of enterprise talents and becomes an unfavorable factor hindering the development of enterprises.

What kind of talents are recruited, and employers do not need to put a nominal "high hat" on job seekers, which can only be blinded for a while, but not for a long time. If this causes misunderstanding to job seekers, it will be bad for both sides in the end.