People who are truly capable should never let their academic qualifications be at the forefront.
Part-time academic qualifications are hindered in job hunting. How does economics explain this?
The answer is: the cost of information. At any time, resources are limited, and identification is costly. Unless the energy of the enterprise is unlimited, it must be inclined when choosing. When it is unable to investigate the true level of a person, it needs to use a relatively valuable parameter to reduce the cost of identification and improve accuracy.
The usual weight ranking is: Tsinghua University, Peking University-985, 211-one-two-specialist.
Are students from Tsinghua University and Peking University necessarily better than those from technical schools? not necessarily. Probability does not represent an individual, it is just statistical data. Many outstanding people may only have a high school diploma. However, in the face of expensive human resource costs, selecting from groups with greater probability is the simplest and most effective way.
We certainly hope that companies can carefully examine everyone from start to finish and try to avoid any misjudgments. But if the company really does this, repeated screening regardless of the cost, never missed each resume, inspected inside and out, and visited by relatives and colleagues, then the most likely result the applicant will face is: queues, long queues Line, long line. It may take 3 years from the delivery of your resume to the first interview call.
In fact, in terms of cost, companies are more willing to examine everyone carefully than anyone. Higher education is the same as a big brand. It means faster judgment and greater trust weight, but it also means higher brand premium, which means more money needs to be spent.
Just like consumers buying things, in many cases, they choose branded ones because they don’t know if the ones without the brand are good. If you are sure that they are 100% identical, you will most likely choose the latter because it is cheaper.
Similarly, an ordinary person, if you are sure that you have top abilities but do not have any academic endorsements, as reflected in the talent market, there will be a discount. No brand premium means a greater cost advantage.
But why would a company prefer to pay a premium for a brand rather than careful identification? Because authentication is more expensive, the price of authentication information exceeds the brand premium itself. For example, some consumers have studied for 5 months and finally found that the unpackaged rice is as good as the packaged rice. It seems that 1 catty of rice saves 3 dimes, but how much time and energy are 5 months worth?
Therefore, as long as the energy of the enterprise is not infinitely cheap, there must be a preference for its choice. In essence, preference is a kind of discrimination, a kind of differential treatment. Different treatment is good or bad, and the enterprise will bear the result. You have a clever eye and a bead, and if you hire a sweaty BMW at a low price, your competitiveness will be stronger; you made a mistake in your judgment and invited Mr. Nan Guo at a high price, and your competitiveness will be weaker.
Subjectively, companies feel that it is better to choose someone. Objectively, whether he is really better, the market will give the answer, and those companies that choose the wrong one will be eliminated. You can choose to discriminate, but you also have to bear the consequences of discrimination.
Some people say that there can be no provision for non-discrimination? I tell a joke.
Blind date: “Do you have a house?” “No.” “Do you like blue?” “I don’t like it.” “Sorry! I can’t be with people who don’t like blue.”
For the candidate, You never know the real reason for not being hired.
What is the solution? Eliminate the information gap.
Since the problem lies in the cost of information, it must be solved from this perspective. Either increase self-worth and make companies willing to pay the cost of identification; or reduce the cost of identification so that companies can quickly understand their true capabilities.
For example, in the high-end headhunting market, why only look at experience, but hardly look at academic qualifications? Because your value is large enough, the project you are responsible for is heavy enough, and the loss of the mistake is high enough, the company is willing to spend a lot of time on you, carefully investigating and re-screening, to understand your past experience, interpersonal relationship, work performance, and resignation Reason, personal charm, etc. This is to enhance self-worth.
So what is “reducing the cost of information”? When tens of thousands of part-time students apply for jobs at the same time, when companies face serious information asymmetry, who can quickly prove themselves and who can eliminate the information asymmetry will be more likely to be recognized by the other party.
You have resources beyond ordinary people, you have decent articles, you have achievements that you are proud of…In short, you have to be different from others, and you have to quickly eliminate the information gap in order to get rid of your opponents and stand out.
People who are truly capable should never let their academic qualifications be at the forefront.
