Admittedly, a diploma may be a stepping stone for you to enter some positions in some enterprises.
In school recruitment, some enterprises will directly require the qualifications of job seekers to meet what conditions, such as full-time master's degree or above in related majors.
Some enterprises may set 985, 2 1 1 and other academic qualifications or professional counterparts as implicit screening conditions.
At the same time, according to the "White Paper on Human Resources" of Worry-Free Human Resources Research Center for the Future, the graduation institutions and majors of fresh graduates are still important factors that enterprises pay more attention to when recruiting fresh graduates.
Why do enterprises "treat differently" like this? This is to save the recruitment cost of enterprises to the maximum extent.
A person with a high degree of education must be better than a job seeker with a low degree of education in self-discipline, education and social skills. In the face of an avalanche of resumes, HR can only use academic qualifications as a benchmark to screen out the most likely seed players with the highest efficiency. Next, make further screening from the perspectives of work experience and work background.
But the diploma is not the decisive factor, otherwise there are still so many graduate students who can't find jobs all over the street.
We also noticed that although some enterprises are famous enterprises or big factories, only those 985 are qualified to get enough offer, but in the end, some ordinary students have successfully joined the job.
The fundamental reason is that all enterprises recruit employees, but it does not mean that they must recruit the best people. The person recruited by the enterprise must be a matching person, which is what we usually call job matching.
Knowledge, skills and quality/characteristics are three key aspects of human resource job matching.