Tag Archives: career

Career Builder – Preparing For Company Background Information

company background  

In this Career Builder show Robert Parkinson, CEO & Found of RMG Selection, is going to talk about interview preparations on company background! In a job interview, the interviewer might ask you a lot of questions. Some questions are really easy to answer, but some you might have no idea if it is good or not.

One of the most nerve-racking questions for interviewees is what they know about the company. Having checked up the official website and a few experiences sharing on Baidu or Google, do you think that you have prepared enough for this question?! If you do, think again! If you don’t think so, congratulations that you will find out what you need in this Career Builder session. The following questions and key points will guide you through this show.

  1. Why should job seekers prepare for company background information?
  • If you prepare well, you will get yourself in front of the queue among all the job applicants.
  • Talking about relative information of the company at the right time will impress the interviewer.
  1. If interviewees mess up the information of their potential employer, is that an unforgivable mistake?
  • The answer depends on how the interviewee mess it up.
  • Interviewer and employers get really irritated when interviewees pretend they have checked up the company background information, but in fact they didn’t do the homework.
  • If interviewees have not checked any company background information, then the best they can do is to be honest with interviewers.
  1. If the interviewee tells the interviewer that s/he has little information about the company background but strong interest in the job, would the company still be willing to employ him/her?
  • If an interviewee is truly interested in the company, it is not possible that they don’t check anything about the company background.
  • Limited access to company background information is not an excuse. 18 years ago when everyone has to queue up for 5-10 minutes internet surfing was understandable because of limited resource, but that is not reasonable in the 21st
  1. Is there any company background information that employers/interviewers expected interviewees to know?
  • This depends on whom the interviewee is going to meet. The key ask the right question/say the right thing to the right person.
  • If the interviewee is meeting a junior HR who is just graduated from university for about 6 months, s/he will follow a checklist in the interview. Such as your period of experience, skills, certificates etc.
  • If the interviewee will meet a CFO/ a high level staff in a listed company, then they expect the interviewee know the share price, the annual report, the marketing strategy etc.
  1. If the interviewer finds some negative about the company, maybe a scandal or a shortfall, can the interviewee mention that they can help the workflow on those?
  • That is actually why companies should work with qualified third party recruiters; because they can help interviewers explain the negative side of restore the company image by calling or meeting the candidate.
  • There might be misunderstanding of negative information. To bring these up, interviewees must measure who they are talking to in the interview.
  1. What kind of information should interviewees prepare before they go to job interviews?
  • An interview is like a sale pitch. It is about selling yourself. Figure out what the interviewer expect you not to know is the key.
  • Know the position and the job content is a must.
  • Extra market information about competitors and market share.
  • Financial performance of the company or the update to date reference check of the company.
  • Suit up for the interview.
  1. Is there any difference between local companies and transnational companies when it comes to what they expect interviewees know about them?
  • Interviewers overseas are very interested in the general picture of candidates.
  • Interviewers from transnational companies also check if candidates fit the company from culture very carefully.
  • Chemistry is another important factor that western style interviewers care.
  • Chinese interviewers actually really drill down to the detail. For example, if an interviewee had 3 months gap between two jobs. They have to know especially what they do in that period and why.
  • Like ticking boxes, a lot of junior HR people check interviewees based on a checklist.
  • Having said that, you also have to take the fact that there are British, French, German, Spanish, American companies interviewing people in differently ways into consideration. Simply putting companies in Chinese and non-Chinese is not fair.
  1. To the question of “What do you know about our company”, what is way to begin?
  • Brief & concise
  • Drop relative information about the company. Here is an interview example from RMG Selection.

“RMG is a recruiting firm. You did a lot in the recruitment industry. You have a lot of employees in China. And you won the Best Job Board award in Asia last year”.

  • Give 1 or 2 examples of what has the company done to show that you have further researches on the company background.

“I read that one of your company values is teamwork. That is particularly important to me. That is also why I come here for an interview today. Let me give you an example……”

  • Use the FBA (Feature, Benefit, and Accomplish) method to explain how you are interested in the company.
  • Make sure the answer to this question is within 1 minute.
  1. Do you think using flattering tone is good for the interview?
  • We use a lot of different strategies in an interview.
  • If the company is genuinely compelling to you, then highlight it in a subtle and unstated way is not going to hurt you.
  • But if it is not genuinely, say you just make it up, it is not going to be helpful in the interview.

 Listen to the radio show on CRI: http://english.cri.cn/7146/2015/03/18/3481s870588.htm

Career Builder – Q&A Session

q&a  

 

March is the peak season for job-hunting and job-hopping. Some of our listeners are about to graduate and try to find jobs, others want to change their jobs and hop to another company. They want some enlightening ideas from the expert in Career builder by putting forward their questions to us.

Today Robert Parkinson, founder and CEO of RMG Selection, gave his answers to these challenging questions in this Q&A session of Career Builder. Go and get the answers by yourself.

  1. Question from Cattle:

In China, there is a common custom for employers to ask what kind of salary package you want. But if there is a proper manner to ask the employer about the salary package and when is the appropriate time to ask?

  • You cannot talk about money staff in public. But you may say what you expectations are. You’ve got to use your common sense and go with your opinions. Actually, it’s a question of judgement in the situation.
  • The other thing you can do is to research how much the position would pay. This is to make sure that your predictions are realistic and in line with the market.
  • Sometimes the employer may ask how much salary you want and that may be the appropriate time to raise you expectations. And when you answer this question, you should be both realistic and confident.
  1. Question from Z:

Z is unsure about the direction he wants to take his career in and is not sure how to find the right field for him. So can you please suggest?

  • Do some testing, like DISC. All these tests may give you indications that what kind of person you are and what kind of jobs are appropriate for you. So use some available tools out there.
  • Talk to experienced people who are at the age of 4 or so. I guarantee you be someone different.
  1. Question from Draco:

I have a year’s work experience and since then have spent several months doing part time jobs without being able to find another full time position. How should I explain this during my next job interview?

  • It depends on the context why you left your first job. If the reasons are not reasonable, it’s better to leave them off the CV. But if it is reasonable for you to make the change, then it is completely fine to do part-time job. Actually it shows initiative.
  1. Question from Susan:

I’m working at a joint venture company here in Beijing, and I am thinking changing my job to another one, which is my company’s rival in the market. I can’t get my supervisor to recommend me of course, but I’ve got a friend in my current company who can help me write a reference. I’m concerned about whether such reference will raise doubts about my friend’s ethic standards.

  • I think it depends on which context you put the reference. If it is a character reference, I think it is OK. But you can’t really place it as an employee reference. It depends on what the rival company means and the rival company may well-anticipated that situation.
  1. Question from Chenlin:

I switched jobs three times in the last year. I have heard that the employers within the same city and industry often know each other and I am scared that I may have built up a bad reputation with the industry, is that really true? How should I also explain this to my next employer? Have I ruined my career?

  • The world is small. You need to be careful because people do talk. Don’t do this again. Stay in your current job at least for the next three or four years.
  1. Question from Paul:

I have been working in my current company for a year and I really like my job, while I don’t get on particularly well with my co-workers. Sometimes I really want to leave my job but I am scared that would look bad on my CV. Should I try and gain another year of experience here for the sake my CV or just move on?

  • You should investigate about the causes of the poor relationship. And ask yourself the following questions. Is that something you can overcome or you can do something about? Would that be a mini achievement for him to learn to get on with people? Or are you discriminated against?
  • To solve the issue with your colleagues would be a great thing to do. Because you didn’t do that, chances are that the same situation would move to the next job. The pattern may continue. So sort out the current situation and then decide what should be done next.
  1. Question from Xiaoxiong:

Last year, I completed a law degree at LSE and I have been working in the field for less than a year and have decided it is not for me. I am really interested in Finance. I do not have the relevant experience in the field but I consider myself quite knowledgeable about the industry. I have considered taking the CFA exams and would like to know if switching career fields would be feasible?

  • Everyone’s first job is tedious groundwork. If you quit that and go to CFA exams, you may similarly find finance is not for you when you encounter difficulties.
  • Whatever you do, do it well and enjoy it. Make the best of your potential. That’s the point.
  1. Question from Summer:

I am currently living in Guangzhou with my family. I have been offered a good job in Beijing. Is it worth me holding out for a better position in area I would prefer or should just bite the bullet and take the job in Beijing?

  • Sometimes bullet biting is quite good for young people because employers want to see people push themselves and do things that challenge them.
  • People need to be mobile nowadays in China. So I suggest Summer go and accept the job in Beijing.

Listen to the program on CRI: http://english.cri.cn/7146/2015/03/04/3481s868561.htm

 

2015年国家公务员申论热点:高薪蓝领时代

20120308095328502 背景: 网络上也时常流传各种晒建筑工人工资单的帖子,其中有一张盖着“第一项目组”大红图章的工资单照片,“普通泥瓦匠月薪6600,队长月薪过万”的月薪记录也让很多出入高级写字楼的公司人唏嘘。《第一财经日报》 1、首先来认识一个名词解释:Stem Job。它的原意是指那些需要科学(Science)、技术(Technology)、工程(Engineering)和数学(Math)等专业知识的高技术含量的工作。现在,美国布金斯学会的一项报告重新定义了Stem Job。该协会发布了一份“最不需要大学文凭的技术工作”榜单,汇集了护士、汽车服务人员和机械师、木匠、电工、计算机系统分析员、管道和疏通、焊接、切割等8种在我们传统看来的蓝领工作,并认为这些新的Stem Jobs并不要求从业者的高学历背景,而且代表了当下美国中产阶级的大多数。 无论如何,这是一个值得关注的新视角,高技术含量工作的范围被大大拓宽了。该报告同时显示,尽管上述蓝领工作的从业者并没有大学文凭,但平均年薪为5.32万美元,比同等教育背景下其他工作的薪资水平高出约10%,而且8种工作里有6种的平均年薪都高于美国4.52万美元的人均年收入。2011年,美国大约有超过50万个不需要大学文凭的计算机系统分析员职位,平均年薪达到了8.23万美元。 而在国内,网络上也时常流传各种晒建筑工人工资单的帖子,其中有一张盖着“第一项目组”大红图章的工资单照片,“普通泥瓦匠月薪6600,队长月薪过万”的月薪记录也让很多出入高级写字楼的公司人唏嘘。 某种程度上这的确是真实行情的写照。根据智联招聘高级职业顾问邹莉欣提供的数据,“在建筑行业,安全管理、工程管理类职位工作五年左右工资能达到6000元以上,8000元至9000元则是对应一些比较有技术含量的职位比如焊工、水泥工等,而一个熟练的电工或者安防员的平均薪资是9700元。” 以往被我们认为没什么学历要求的蓝领行业, 正在成为一种职业新选择,它们被很多人忽视和看低的技术含量以及市场缺口也决定了它们的价值。那么,读大学还是人生的必选项吗? 在罗迈国际RMG Selection 2013年3月的一份中国人才流动调查显示,针对简历投递的反馈情况,博士学历人群中有高达24%没有收到任何网投反馈,为被调查的各学历之首,并且远高于本科学历15个百分点,教育过度也因此成为这份报告提出的另一个观点—什么样的人才被需要,没有人会比就业市场本身更清楚。 不过虽然不强调大学学历,但是这些高收入的蓝领工作同样强调高技能,需要从业者接受严格的电力、物理、工程、技术以及数学等方面的知识培训。与那些要求大学文凭的工作相比,这类职位通常也需要更长的在职训练。邹莉欣说:“比如普通的车床工,初中毕业也能做,但数控车床工就需要专门的职业培训,从业者仍然需要提升自己的技能来增加竞争力。” 同时,那些介于蓝领和白领之间的工作岗位,也值得被注意,比如博世人力资源总监袁效琴在接受采访时提到的博世工厂内部的一些生产管理、项目管理和专家型工人的岗位,这类工作也许不再出入写字楼,也许同事都是工人,但工作形式、技术含量和收入都比我们通常想象的更体面和更具有竞争力,市场缺口和职业发展都越来越可观。 可以肯定的一点是,随着中国人口红利逐渐成为过去,社会对成功的认识越来越多元,职场上大家对很多工作的观念应该也没那么绝对和偏激了。一些技术类工作会越来越需要人才,愿意从事这类工作的人应该也会越来越多,“我是做体力活儿的”这句话没准以后会越来越流行。 2、根据智联招聘的调查,2013年第一季度蓝领职位的需求人数超过61万个,占智联招聘平台上总需求量的1/6,说明蓝领职位的市场缺口不小。同时,市场对蓝领工作的观念也在发生变化,“现在的人才市场不再单纯重视学历,而是越来越重视实用性。另一方面,现在很多大学毕业生都抱着务实的态度来找工作,也愿意从事蓝领工作。”邹莉欣说。 在蓝领职位中,竞争最激烈的是建筑工地的施工员,每发布一个职位会收到80多个投递申请,而总体招聘市场上平均每个职位收到的申请不过15个,对比之下其热门程度可见一斑。这一方面是因为施工员的实际技术要求不高,因此竞争激烈;另一方面是建筑行业里薪资较高的安全管理、工程管理等高技术含量的职位都由此而来,通常这类工作满五年平均月薪能达到6000元以上。   因此,技能高低是决定蓝领工作收入的重要因素。虽然不强调大学文凭,但这类工作同样需要资格证书来铺平自己的职业发展道路,比如同为空调工,不同等级的技能证书直接决定了薪资水平。除了证书,职业技能也更直观地表现在工作经验上。根据智联招聘的统计,蓝领工作中薪资最高的模具工,刚入职时月薪3000元,工作八年以上则能达到1.075万元。   3、在国外,对于那些所持技能被社会所需要的蓝领员工,社会地位和薪资报酬都会得到相应体现。例如德国有许多蓝领员工技术非常精湛,也非常热爱自己的工作,他们在自己岗位上的服务年限甚至会超过白领,同时他们得到的尊重也是比较高的。虽然不一定每个国家情况都相同,但是在对质量要求严格的地方,蓝领工人的报酬和受尊重程度都是很高的。   而中国这样的趋势也开始出现。这几年来,人力资源薪酬福利报告中体现出的趋势就是蓝领工人的薪酬在不断上涨。这说明我们国内对于蓝领员工的能力、经验、工作表现、生产制造的贡献都是越来越看重。   而对于蓝领员工来说,看到自己生产的产品在市场上有很好的声誉,本身就是值得骄傲的事情。   一家咨询公司负责人表示,对于蓝领工人的培训,首先在技术层面还是要不断地巩固加强岗前及在岗培训;其次除了技术层面的培训,也增加了一些软性能力、自我发展等方面的培训课程供员工来选择;再次,就是基于“双元制”职业教育理念的博世学徒班项目,希望能培养出高素质的蓝领工人,整个项目的培训包括专业职业技能,还包括项目管理与沟通、企业文化、英语等多项综合素质的培养。 原文链接

The Wealth Fantasy of Second Profession – Men Uno

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第二职业的财富幻想

每个职场人都一个幻想的“第二职业”,风度杂志记者采访罗迈国际市场经理李哲,深度了解职场人的心理,本文节选自2013年5月号 第110期风度杂志! 

Every one has a dreamed second profession in their career. To deeply understand what people think in their mind, journalists from Men Uno had an interview with Zhe Li, Marketing Manager of RMG Selection. The extract is selected from the 110th Men Uno in May 2013. 

 

“做更好的自己”,是很多职场人的梦想。尤其是工作10年之后的企业中坚,升过职,加过薪,买了房产和汽车,却总会觉得有些不满足。他们受过良好的教育,薪水不菲,在企业有不错的职位,恰逢一个财富力量被推崇的时代,当梦想照进现实,“做更好的自己”,往往落实为“做职位更高、收入更高的自己”,跻身公司的高管或合伙人;甚至,希望成为内心中另一个“成功的自己”:在另一个行业呼风唤雨、达到财务自由的目标 、成为银行和地产商眼中的高端客户,过更“高尚”的生活……         小有成就的职场人都在为此付出努力。他们比其他年龄段的人更频繁地跳槽,寻找机会。“他们处于公司中层,是中流砥柱;他们开始承担家庭责任,生活也要求他们为家打好一份工,他们自然会对工作有责任感。他们有一定的积累,也有一定能力,在自己的小圈子里很受认可,他们认为自己应该得到更多报酬,受到更多赏识。他们想得到更多。”知名猎头公司罗迈国际RMG Selection市场经理李哲说,“这个年龄段的人选数量非常多,而公司都是金字塔组织。从下向上走,会面临

激烈的竞争,多数人会被淘汰。因此,他们都很纠结。你可能会追问:为什么不是我得到这次升职,加薪的机会?而雇主则要你问自己:你的确很好,但是,你是不是能比本部门其他人更努力?是不是比公司其他部门员工更努力?你是不是比同行其他优秀的人还要优秀、做得更好?”

 有能力的人很多,好职位则是有数的。很多自信的中青年人相信,面临职场天花板,并不意味着领导比你更有本领,只是机遇恰恰选择了他——他更适应公司的氛围,或者更对老板的口味,或者正如某电视剧所说,“信任是一种滑稽的好感,我求之而不得。”而你完全可以另辟蹊径,行走于公司中,恰如大隐隐于市。在你心中,还有另外一个自己,你如怀有绝世武功的高手不为人知,你可以在其他领域大放光彩,实现你的财富梦想。

很多职场人在勇敢试水。他们相信,正如生活在别处,职业也在别处。有另一个职业更适合我,能成就我的财富梦。少数人成功了,而多数人则在为梦想付出不菲的学费。

        

案例1

成为巴菲特

他34岁,在某国企任市场主管,工作稳定,年薪15万元之外,另有一笔不薄的年终分红。太太在外企,薪水比他更高,也更忙碌。他们早在房价大涨之前就在北京置下房产,并且提前还完贷款。他的物质生活在同龄人中算是不错的,但他总觉得一眼望见退休的工作有些乏陈可新,而薪资上升的空间也不大。他在大学时学过金融,从2007年开始被周边大牛市的气氛鼓动着尝试炒股。他研究过巴菲特、罗杰斯等大腕的选股理论,最欣赏巴菲特的价值投资理论。恰逢大牛市入场,翻倍不是梦想,他更坚定了自己在选股上是有天分的。他的资金投入量从最初的2万元增加到50万元,家里的大部分存款都投入市场。他希望几年之后,这笔“小钱”会跳跃着反复翻倍,成为一笔巨额的财富,帮他走向传说中的财务自由。半年后,遭遇2008年的金融危机,本以为股市会上万点,结果市值折损近半,他在理财师的劝说下止损离场。

他觉得损失不光是能力问题,主要是他运气不好,遇上一波坏行情。2009年,重整旗鼓再次入市,在反复震荡的市场中,全身而退已经不容易,获利更加困难。他发现他沦为典型的小散,追涨杀跌,总是踏不对节拍:并且成入他所嘲笑的行为金融学研究的典型投资者:

 

猎头解读:

兼职炒股或者做其他投资的职场人,有的炒自己的钱,有的炒别人的钱。从专业来讲,可能你也会看财务报表,你也会做市场分析,你比业内人士水平也不差。但是,很多做分析的人自己并不炒股,或者炒外汇、黄金。只有不涉及到自己的钱,他们才能客观、冷静地看市场。把钱放进去,甚至借钱去炒,从局外变成局内人,你还能客观、冷静地看待全局吗?

如果不是专业炒股,身兼两职,精力分配不够,也会导致失败。比较典型的是炒黄金,24小时盯盘,非常劳累。这种劳累与精力分散会影响到你对本职的关注,也降低你的职场竞争力。

 

案例2

打造自己的麦当劳

他35岁,在一家大型连锁企业做策划。他入职时公司创业才3年多,只在北京、上海有几家分店。这几年,他看着公司迅速地扩张,分部在全国遍地开花,到他辞职时已经有20多家。而他在其中功不可没——虽然不是最早的元老,但公司现在的广告词都是他写的,策划案、发展方向、团队建设都有他的汗水。他是上上下下最受欢迎的员工,很有亲和力,他甚至某些时候比老板更有团队的凝聚力和个人魅力。但他毕竟不是股东,虽然涨了薪水,却总觉得这不是自己的事业。他想要自己的连锁公司,像麦当劳一样,遍地开花,有自己的团队和理念。也许只要3年,就可以成为知名的企业家,不试试怎么知道呢?他就这样下了海,兼职开了店。

他开了一家经营消费品的小店,与很多媒体的朋友联系,想得到免费的、大量的报道。很快,他发现,想得到铺天盖地的宣传,没有钱是做不到的,个人魅力和朋友关系只够让他的店得到记者们的关注,他们等他开发布会,但他没预算。至于扩张更提不上日程,第一家店的存活都成问题。他先是选址在北京著名的世贸天阶附近,后来发现商圈效应不能带来很好的客流——世贸天阶已经够大,客人们并不想转个弯过来。一年后迁到中关村,借助高校人气,希望可以在校园内做些宣传,但始终效果不佳。而他的团队管理和凝聚能力也发挥不出来——他的店规模太小,店员始终不超过3个。4年后他的店依然青黄不接,消耗大量的精力,挣的钱只够付昂贵的房租。

猎头解读:

工作几年之后,有些人选希望自主创业,更好实现价值。他们或者是在职业上升过程中被淘汰,或者面临职业天花板,再晋升的空间很小。也有的人最初选的职业就不是特别喜欢的,那时刚毕业没有经验,也没有挑选余地,经过几年积累,觉得有一定人脉基础和工作能力,长期没有得到升职,会进入疲劳期,就会产生转行的念头,或者自主创业。

有些创业者未必在企业里干得不得志,他们往往有特别擅长的领域或技能。但是到真正创业时,你有没有考虑过,创业最重要的是什么?是市场的销售能力。一个公司最看重的是销售部门。像本案中的主管,擅长做思维,策划,很少接触公司的经营,跟钱打交道少,对钱的敏感度极低。你必须意识到,创业者先要决定怎么把东西卖出去,让公司活下来,然后才想下一步扩张,而不可能一步跨入“很多人来买、很多人追捧”的成功状态。

 

案例3

成为比尔

他40岁,IT男,名校毕业,在一家500强外企做技术支持,为人诚恳、忠厚,在做技术的小圈子里口碑甚佳;家庭生活富足、美满,妻子在一家企业做财务,孩子在某公立小学读书。他以为会一直沿着技术的道路走下去,上班、下班、每月出差一个星期,为客户解决问题。某次参加论坛时,遇到一位同学,做销售出身,谈起IT业的风云际会,两人心情激越。同学在酒桌上鼓动他一道辞职创业,做中国的比尔·盖茨。初始创业资金不足,同学出主意说,可以先借钱,或者两人各自抵押房产去贷款。生活就这样打破平静。他的热情并没得到家人的支持,妻子不希望拿现在安稳的生活去冒险,况且孩子在读书,也需要稳定的经济支持;父母则认为儿子太老实了,不适合出去闯荡江湖。他纠结了——是为了理想冒一次险,还是向现实的生活妥协?

猎头解读:

创业最大的风险来自团队。团队要分工,每个人的主意想法是不是一样?尽管最初的想法很一致,但深入分析一下,两个人5年,10年目标是否一致?对未来团队组建是否一致?在遇到问题和分歧时,以你们的脾气、禀性,是否能妥善处理,找到两人的平衡点?创业最初,工作和生活都紧密地捆绑在一起,你们是否真正欣赏对方?而不是妥协地认为“他虽然很能忽悠、不太诚恳,但能拉到客户就行了”。

创业最初,有一段时间收入会急剧减少,家庭生活会受到影响。这是必然的。

从技术理想上来看,做技术的人,往往对技术很自信,也很坚持,对于什么是好的产品,他们有自己的理解,而且不那么容易改变。但做策划的人能感受市场的细微变化,可能今天他会很欣赏你的产品设计,明天会觉得你的想法已经过时了,必须要改。此时,作为技术达人,你是坚持最初梦想,还是接受现在的现实?以前是公司给钱,做什么听公司的,现在你创业了,还是不能做想做的产品,你还能接受吗?

创业之前,你要定一个合理的目标与心理期待值。一旦创业不成功,本金也没了,几年后你要重新回去公司打工,此时你就有职业断档。招聘者除了考虑技术,也会考虑你能否融入公司文化,会担心你有一段时间处于自由的状态,能否再融入大公司的氛围,适应上下层级的环境。而且,在职时你是有标价的,可以要求加30%薪水才走。再就业则要承担可能比创业前更低的薪水。

 

罗迈国际RMG Selection最新的薪资调查

市场上的职位分布以 2 万为分界点,即20000 以上的职位比20000 以下的职位减少许多,这增加了跨越两万的大关的难度。

以月薪 25000 为分界点,对跳槽薪酬大幅度增长(31%+)的期待达到最高,有56% 的月薪 20001~25000 的人希望涨薪 31% 以上。

年龄在20~40 岁的职业奋斗期的人群其跳槽意愿增长与年龄成正比,处于31~40 岁之间的中青年人的换工作比例大幅度高于其他各组人群,46%的跳槽率高出平均值近 14个百分点。

Interested readers can visit http://www.hi-chic.com/ to gain more information! 

Top 7 – Bitterness behind attractive occupations – RMG on Occupation

七大光鲜职业背后的辛酸

华丽的服饰,自由的工作时间,潇洒的谈吐,卓越的成就……这些都是女性朋友向往的工作中所拥有的。殊不知,每种职业都有着不同的艰辛,并没有我们想象中的那么完美。现在就让我们听听那些令人羡慕的职业背后的故事,或许听了这些故事后,你会对自己现在的生活状态很满意,不再纠结于自己的职业问题。

2 Read the whole article: http://www.zcom.com/article/95029/index.htm Read the magazine: http://view.online.zcom.com/full/29066/52.htm?prev

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