First of all, now the official career tells the origin, in fact, some enterprises also tell. Many enterprises, especially multinational companies, attach great importance to the background of famous universities, especially their bosses or senior managers who graduated from famous universities. For general logical thinking, the entrance threshold of famous universities is relatively high, and the essence of being able to enter famous universities is one. Well known enterprises also have the same logic reasoning. Being able to enter well-known enterprises is a qualification, can accommodate a high position, and has a high degree of stability. Their talent and performance are recognized, and they have a certain degree of loyalty to enterprises.

　　其次，知名企業擁有先進的管理理念、規范的管理模式、成熟創新的商業模式、優秀的企業文化等，在與知名企業接觸的資源和接觸的人一般是無法在企業中比較的，這也是企業的價值所在。

　　Secondly, well-known enterprises have advanced management concept, standardized management mode, mature and innovative business mode, excellent corporate culture, etc. generally, the resources and people contacted with well-known enterprises cannot be compared in enterprises, which is also the value of enterprises.

　　第三，高管人員的教育背景一般是學士學位，碩士優先，但有些企業要求至少有碩士學位。如果是大學學歷，建議馬上升級。雖然企業使用的是人才的實際能力，但在本科以下肯定是不拿發揮的，也許企業會認為你的學歷會影響企業形象。對于博士和博士后來說，除非是非凡的職業和崗位，在一些人的眼里不僅不能加分，還可能要減分。此外，不要夸大你的教育、培訓和資格。畢竟，雇主是在利用你的實際工作能力、管理能力、經驗技能、想法、綜合素質和資源。學位只是告訴你你學了多少，學到了什么程度。

　　Third, the education background of senior executives is generally bachelor's degree, master's degree is preferred, but some enterprises require at least master's degree. If it is a university degree, it is recommended to upgrade immediately. Although the enterprises use the actual ability of talents, they will not give full play to it under the undergraduate course. Maybe the enterprises will think that your education will affect the corporate image. For doctors and postdoctors, except for extraordinary occupations and posts, in the eyes of some people, not only can't increase points, but also may reduce points. In addition, don't exaggerate your education, training, and qualifications. After all, the employer is using your actual work ability, management ability, experience skills, ideas, comprehensive quality and resources. A degree just tells you how much you've learned and how much you've learned.

　　第四，招聘的企業對行業相關性要求較高，例如，獵頭的職位是房地產營銷總監，所以如果最近有幾家公司沒有在房地產行業工作，就有可能通過。很多人不重視行業關聯度，他們認為人才無論在什么行業和產品上都是優秀的，國家領導的部委已經被取代，從地方到高層的部委不是很多。但在企業中是不一樣的，根據思維邏輯的慣性，有一個行業背景，比沒有資源優勢、經驗優勢和管理優勢。

　　Fourth, the recruitment enterprises have higher requirements for industry relevance. For example, the job of headhunter is the real estate marketing director, so if several companies have not worked in the real estate industry recently, it is possible to pass. Many people don't pay attention to industry relevance. They think that talents are excellent in any industry and product. Ministries and commissions led by the state have been replaced. There are not many ministries and commissions from local to senior level. But it is different in enterprises. According to the inertia of thinking logic, there is an industry background, which is better than no resource advantage, experience advantage and management advantage.

　　第五，當前對穩定的理解與10年前不同。2年過去，3年穩定。一年換一個單位甚至幾個單位的簡歷絕對屬于垃圾簡歷。你在公司呆的時間越長越好。如果一個人在一個公司的同一個職位上沒有被提拔超過5年，人們就會認為他要么固步自封，不努力取得進步，要么依靠資歷，要么依靠老板的關系。當然，如果從基層到中層再到高層，一步一步來，是好的。因此,高管們應該謹慎的選擇一個企業時,有一個相對完整的理解企業的背景,老板的情況下,產品的前景,等等,不僅可以看薪水,不是因為企業的因素,導致高周轉率的現實。

　　Fifth, the current understanding of stability is different from that of 10 years ago. Two years passed and three years were stable. The resume of changing one unit or even several units a year is absolutely rubbish. The longer you stay in the company, the better. If a person has not been promoted to the same position in a company for more than five years, people will think that he is either self-confident, does not strive to make progress, or depends on seniority, or depends on the relationship of the boss. Of course, if we go from the basic level to the middle level and then to the high level, step by step, it is good. Therefore, when executives carefully choose an enterprise, they should have a relatively complete understanding of the background of the enterprise, the boss's situation, the prospect of the product, etc., which can not only be seen from the salary, but also not because of the enterprise's factors, leading to the reality of high turnover rate.

　　第六，如果外語好，很多時候可以加分，特別是對于外企，或者有外企客戶的企業。除了外語，很多人都擅長其他的事情，這很遺憾。有時候，一門外語可以讓一個經理的價值翻倍，而且機會更多。所以我們還得學外語。

　　Sixth, if the foreign language is good, many times you can add points, especially for foreign enterprises, or enterprises with foreign enterprise customers. Apart from foreign languages, many people are good at other things, which is a pity. Sometimes, a foreign language can double the value of a manager and offer more opportunities. So we have to learn a foreign language.

　　第七，年輕高管的平均黃金年齡在35至45歲之間。當然，也有一些工作例外，如營銷策劃、研發設計等，一般需求在25-30歲之間。如果你已經50多歲了，你就不太可能去想它。對于高強度的工程崗位來說尤其如此。

　　Seventh, the average age of gold for young executives is between 35 and 45. Of course, there are some work exceptions, such as marketing planning, R & D and design, which are generally between 25-30 years old. If you're in your 50s, you're less likely to think about it. This is especially true for high-intensity engineering positions.

　　以上就是對受山東獵頭公司公司歡迎的職業背景的詳細介紹，想要了解更多請點擊官網http://tpv5.com

　　The above is a detailed introduction to the professional background welcomed by Shandong headhunting company. To learn more, please click http://tpv5.com