I believe that most people have read this hot search about not allowing graduate schools, foreign (overseas) learning experiences, and learning methods (full-time and part-time) as restrictive conditions.Do you agree with this rule?
The purpose of national regulations and requirements is to advocate and create an equal opportunity for employment. This is equality in form. The final hire depends on the individual’s core competitiveness and the preference of the unit, and the decision is the employer. Employers actually have more autonomy. We support national regulations, and we also advocate a fair society. In a fair situation, what we need to pay more attention to is whether he can match the job position, but can the company really do it? The company or the employer will have its own ideas: I can agree to your interview application, but whether it will be hired in the end You, I will still look at your personal ability. In fact, this is not wrong, which company does not consider its own needs and benefits?
For enterprises, it is not simple and rude to select talents based on full-time or part-time, but in the final analysis, companies value more ability, and more importantly, whether employees can create value for the company. The company itself still needs to put more effort in selection and identification. Only by matching people and positions can it bring more benefits to the company. The employment of enterprises is not for charity, nor is it to randomly distribute work for fairness. This is unfair to the company and the applicants themselves. In the workplace, the greatest fairness is "speaking by strength."
I think that talent assessment is a good solution tool for this situation. In addition to external abilities such as academic qualifications, majors, and work experience, it can help companies understand the internal abilities of candidates such as competence quality, superior talent, motivation and willingness, personality and interests.
In order to allow Chinese companies to more accurately identify the internal capabilities of employees or applicants, the Cantonese team has accumulated 20 million Chinese population big data through 9 years of technological precipitation, and developed a talent assessment that is more suitable for Chinese people. Human T12 talent assessment. To help companies find the most "suitable" person, I think this is the best fairness.