First of all, in terms of career development positioning, it is necessary to obtain full self-understanding of personal career aptitude through professional psychological assessment. An individual's career aptitude is the inclination towards a specific type of career choice determined by the individual's knowledge structure, ability level and value combination. Occupational aptitudes are divided into six types: operational, research, artistic, social, managerial, and transactional:
1. Operational—those who like regular and specific labor and those who require basic skills Work, but lack social skills, and are adaptable to jobs that are mainly skilled manual work and technical work, such as draftsmen, drivers, etc.
2. Research type - those who like intellectual and abstract analysis Reasonable and independent oriented tasks, but lack leadership skills, suitable jobs are mainly in scientific research and experimental work, such as meteorologists, chemists, etc.;
3. Artistic type---- Like to achieve the purpose of self-expression through artistic works, rich in emotions, good at imagination, and full of interest in artistic creation, but lack the ability to work, suitable for jobs such as writers, actors, etc.;
4. Social Type- --Interested in social interactions, like to visit social places, care about social issues, and are willing to serve the society, but lack operational skills, and their occupations are mainly about dealing with and doing things for others, such as teachers, lawyers, etc.;
5. Management type - attaches great importance to promotion and power, persuasion and business ability play a very important role, but often lacks research ability, and the work they do is mainly in management and decision-making, such as regional manager , factory director, etc.;
6. Transactional type - interested in systematic and organized work, practical, likes an orderly life, and is accustomed to doing things according to fixed procedures and plans; I like jobs that deal with corporate organizations, files, and schedules, such as secretaries, cashiers, etc.
If a job seeker chooses a career that goes against his or her personal career aptitude, he or she is actually "advancing weaknesses and avoiding strengths" and is destined to set up countless insurmountable obstacles for his or her future career development. It is hard to imagine that when a person with a research-oriented career orientation chooses a transactional job or a person with a management-oriented career orientation chooses an artistic job, his or her career development can be smooth sailing! Most of the time, they will end up experiencing ups and downs and feeling regretful! Statistics from a recent survey in Germany show that 80% of male respondents over the age of 60 believe that they have chosen the wrong career and will be inactive throughout their lives!
Secondly, when selecting candidates, you must choose the company and leader that is most suitable for you under realistic conditions. The most suitable company for you refers to a company that has a good foundation of strength and development prospects and whose corporate culture is consistent with your personal values. The so-called leader that is most suitable for you refers to a company that has a good moral standard and ability quality and whose management philosophy, style and Leaders whose personal values ??align with theirs. If there is a lack of comprehensive and in-depth examination of the candidates beforehand, and there are deviations in the selection of candidates, individuals will also have to take many avoidable detours in the process of career development! Of course, the better the applicant's overall quality and conditions, the more competitive he or she will be in terms of popularity and popularity, and the broader his or her own choice space will be!
The investigation of candidates is generally carried out through the following methods:
1. Browsing and comparative analysis of the official website of the company to be applied for;
2. Browsing and comparative analysis of the personal blog of the person in charge of the company to be applied for;
3. Collection, study, and analysis of media reports about the company and the person in charge of the company to be applied for;
4. Review of the company to be applied for Collect, study, and analyze public evaluation information of companies and company leaders;
5. Study and analyze the annual report of the board of directors of the company (listed company) to which you are applying.
When there are major contradictions or misalignments in information from various channels, further information collection and in-depth analysis are especially necessary! Especially when there are obvious differences in the description of the applicant's comprehensive strength, financial situation and external reputation, as well as the description of the business philosophy, management measures and public evaluation of the person in charge of the company.
In 2003, a young talent had been attracted by a well-known domestic company with a dazzling aura. However, he did not blindly go to test the waters. Instead, he carefully read the company's board of directors reports published online for three consecutive years and found that In fact, the company's R&D investment is low, its main business is not strong, and a lot of its income comes from various auxiliary businesses. At the same time, through various media, we also learned that the company's key personnel moved frequently and labor disputes continued, so they resolutely gave up on the company. The company's choice; sure enough, just half a year later, the company's business performance across the country suffered a historic decline, and it had to make major strategic and organizational adjustments and the consequent "big shake-up" of personnel!
Thirdly, in terms of application preparation and application implementation, the more complete the applicant's early planning, the greater the certainty of successful application.
Apply preparation and application implementation include: extra-ordinary tutoring for weak links in personal comprehensive qualities according to the requirements of the position to be applied for; effective packaging and clever promotion of personal comprehensive strength; reasonable selection of application opportunities and excellent performance improvisation.
Each position has objective requirements for the knowledge and ability of the incumbent stemming from the responsibilities and authority itself. At the same time, there are also requirements from the industry/region/development stage of the company and its comprehensive strength/corporate culture. Subjective requirements for the knowledge and abilities of the incumbent. For the same pharmaceutical sales manager, the specific requirements of companies located in Guangzhou, Shanghai and Beijing may be quite different; for the same pharmaceutical sales company, when it is in a rapid growth stage and a relatively mature stage, the requirements for the same position holder are also different. It could be the other way around. Each applicant should make a comprehensive and objective analysis and judgment in advance of the company and position to be applied for based on the specific time, place, and conditions, and use this as a basis to quickly identify the weak links in personal knowledge and abilities. Tuition. Personal knowledge and ability qualities include core knowledge and ability qualities, peripheral knowledge and ability qualities, and related knowledge and ability qualities. Due to time constraints, this kind of unconventional tutoring can only focus on core knowledge and abilities, such as the foreign language requirements for foreign trade management positions and the network maintenance requirements for IT management positions. Among them, participating in short-term training courses for high-intensity knowledge/skills assault and hiring career development consultants for short-term career orientation counseling are more feasible options.
Effective packaging of one's comprehensive strength is inseparable from a well-designed resume; for applicants from foreign-related companies, multilingual resumes (Chinese, English, Chinese Japanese, Chinese French, etc.) are essential Less. An excellent resume should systematically and detailedly describe its own advantages in six aspects: educational background, past performance, social status, wealth status, network resources and health status. At the same time, it should also describe the individual's position value orientation, interests and hobbies. Make a full introduction and leave a deep positive impression on the other party from the perspective of the recruiting unit's needs! Under the conditions of modern information technology, the Internet is the first choice for personal promotion: not only should we pay attention to the selective sending of personal professional information on the Internet, but also pay attention to the targeted design and continuous improvement of personal websites and personal blogs when conditions permit. ! If the applicant has personal inventions, patents, works, copyrights and other exclusive rights to knowledge, such records will also appear in various traditional or modern media, which will be of great benefit to the applicant's personal promotion!
The application time should generally be chosen at the end/beginning of each year - this is a common time for various units to select new employees on a large scale, and it is also the best time for candidates to obtain a favorable application position and realize their own value improvement. The timing must be grasped carefully! Of course, when various well-known domestic and foreign companies make major strategic adjustments or organizational changes, it is also a rare opportunity!