What is the reason for the burial of talent? This is the best explanation

Now many people don't believe in the saying that talent is not met, but new talents have been buried and it has started quietly.

Yesterday, when Lao Wang hosted a dinner in Nanjing for an old friend who came to Nanjing on a business trip, he discussed this topic, which aroused Lao Wang's thinking.

What is the reason for the burial of talent? This is the best explanation

The friend believes that in the current social development, there are very few talents and professionals who can enter large companies and unicorn companies, while many talents are in small enterprises. They are also very capable, but they lack the opportunity to be discovered. He also mentioned that headhunting has indeed promoted the rapid flow of talents and increased the value of talents, but headhunting is only looking for ready-made talents, and then matching transactions, giving talents a chance for higher salary. And this kind of opportunity is only concentrated in one company, and it does not really allow talents to get a greater display of talent, better magnify the value of talents, and let more employers understand and recognize.

Pharaoh also agrees with the friend's point of view. This is indeed the case. Headhunting is only a channel to help talents find and display their opportunities, and it is only a passive display, while real talents want to actively display themselves through a good medium, so that more personnel or employers can understand themselves, Knowing yourself is the fundamental reason why talents are buried.

For large companies, many talents often go out to share, give speeches, etc., because they have this opportunity. This opportunity has little to do with the ability of the talent itself. The core is the endorsement of the company and the position. It can also be said that only large companies and large companies have this position, either Li Si or Li Wu, which has little to do with individuals.

Like many companies inviting you to participate in activities, it is not your own ability, but the company behind you and your position in the company. Many people may not agree with what Lao Wang said, but the reality is indeed like this.

What is the reason for the burial of talent? This is the best explanation

Tell a real case! When the general manager of a company's e-commerce company was in office, he was invited to speak and share at many large-scale conferences. . When Pharaoh chatted with the general manager, he also said that many conferences and events were not invited by him, but by the resources behind him.

These are the natural resources of talents in big companies. Their abilities are very good, but what many people see may not be their own abilities, but the resources behind them. For talents in small companies, without such resources, how can they present themselves?

If you want to be invited by many large conferences or events to present yourself through the practice of large companies, there is almost no chance. It's not because of their incompetence, but because they don't have strong resources behind them.

And these talents, ability and experience are not lost to others, how should they show it?

You may say that digging into a big company through headhunting for a period of time will not solve the problem? Disaster! Nowadays, the recruitment of large companies is basically based on campus recruitment or peer-to-peer social recruitment.

School recruitment is basically carried out by famous schools, but how can students from famous schools solve this problem? If it can't be solved, he can only enter other small and medium-sized enterprises. Once you enter a small and medium-sized enterprise, especially after you have your first job, if you want to enter a large company in the future, the chances will become very slim.

What is the reason for the burial of talent? This is the best explanation

Why does the king say that? Because your job search channel determines how far you can go in the workplace. Whether you're recruiting or through headhunting or other channels, they're all about talent parity when they're recruiting. The so-called equivalence principle is that when they recruit large companies, they basically poach people from the corresponding large companies, because their thinking and cognition are almost the same, which is convenient for integration and work development.

Assuming that a unicorn company recruits a director, the unicorn company must require that the source of personnel is better than that of its own company or a company that is not much different. If a headhunter helps them poach talents from a small company, not only will they fail the resume screening, but it will affect the headhunter's own brand. Therefore, these are not the reasons and responsibilities of headhunting, nor are they under the control of headhunters.

It is this principle of peer-to-peer recruitment that has caused many small and medium-sized enterprises to be buried. What Lao Wang said about talent being buried does not mean that talents can’t find good jobs, but that talents cannot better show their value to more people, let more Bole discover, and then let the value of talents get greater promote. Therefore, many people do not give talents the opportunity to show and show their talents. This approach is wrong. The reason for the mistake is not to think about the problem from the perspective of talents, but to think about the problem completely from the perspective of selling people.

This is the user thinking that Lao Wang often said. Many people, after completing the framework in advance, and then looking for talents, is nothing more than digging from A to B, and then increasing their monthly salary by 20%-50%. The real user thinking is to let talents come from the heart, and show their best skills (the ability to help the company solve practical problems) through a medium, instead of providing planned content and a landfill method of one radish and one pit . If you can do this, no matter what kind of talent, you will not be buried.