Click the image for details Ma Yun once said: Don't be superstitious about success studies; instead, look more at others' failure experiences. Because there are countless reasons for success, but only one or two for failure. So my advice is to listen less to success lectures. True success studies are felt with the heart. One day, when you become successful, anything you say will be right. From my university experience, including the final job search results, I am not what you would call a success. So I am not suitable to summarize success tips. There are many things I didn't do well, and I hope what I list here can serve as a lesson for future generations. Main Text: For juniors who will graduate and enter the workforce, finding a job is like the college entrance exam—another chance to change your destiny. So you must think clearly, consider thoroughly, take it seriously, and give it your all! There are many online interview guides and job hunting tips, each with its own merits. I've read many and tried many. This article focuses on aspects to think about, not just techniques to copy. It's a semi-finished product; you need to process it yourself before serving it. As the saying goes: With the Way but no techniques, techniques can be born; with techniques but no Way, you stop at techniques. First Question: What do you want? Actually, this question is hard to answer deeply. What do you want in life? Who can give a very clear answer? But thinking simply, what job seekers want, most likely, are these six things:

  1. Money, 2. Personal growth, 3. Fame, 4. Stability, 5. Job satisfaction, 6. Convenience for life Regarding money, clarify two concepts: First, salary-performance ratio. Do the Big Four pay well? Looking at the number, it's more than many companies: 67,600 a year. But calculating the cost-performance, without overtime pay and travel allowances, it's 11 yuan an hour, less than some interns at other companies. The current employment situation is not what it used to be. There are countless college graduates, and various companies have rich campus recruitment experience. They all know that if they offer 200 yuan per hour, many people will apply. If they offer 20 yuan per hour, there will still be that many. So why offer a high "salary-performance ratio"? Second, income is not equal to salary. Many people understand this. Some places have high bonuses, some have gray income. But because we are innocent college students, we don't know how much that (income - salary) is, so we can't help but be confused by the definite salary figure. My advice is to measure expenses against income: know how much you need to live, then compare that definite number with the salary you require. What income level brings what consumption. If you enter a company where fresh graduates earn 150k a year, you won't drink with colleagues at just any place, but at Xintiandi. So, to avoid living beyond your means after work, think about how much money you need before job hunting. As for that (income - salary), including so-called benefits, treat it as investment capital. Once you earn money, you need to plan for the future, not just live for yourself. For example, if you plan to buy a house with your salary, whether it's 3,000 or 6,000 a month doesn't make much difference. What matters is that (income - salary). If a company offers a housing allowance of 20,000, even if the salary is only 2,000, it's a golden offer. For personal growth, there are also two aspects:
  2. Soft skills: how to be a person. To improve soft skills, the best places are government agencies, civil service, and state-owned enterprises.
  3. Hard skills: how to do things. To improve hard skills, the best places are high-intensity, fast-paced foreign companies. Students who focus on personal growth often aspire to choose "the Whampoa Military Academy of the industry," the most typical being P&G. These companies are often industry leaders, and promotions are through internal selection. Because their employee training is superior to other companies in the industry, external "blood transfusions" are not as good as internal "hematopoiesis." From this perspective, although the halo has faded, the Big Four are still a good choice for accounting majors, at least you can learn something. Also, personal growth doesn't necessarily require big companies. In small companies, you often wear multiple hats, and small companies rely less on systems and more on people's abilities. So personal growth depends on how you think and design your life. Fame: equivalent to others' envy and halo. Investment banking, consulting, industry leaders—all have some "fame." Stability: includes industry stability and company stability. This need should be considered in light of life plans. For example, if you want to get married right after graduation, you'd better find a "golden rice bowl." But times are changing; what exactly is a golden rice bowl is hard to say. Job satisfaction: consider your interests and do what you like. As Buffett said: "You can work wholeheartedly and with high investment, even not looking at your salary card for years." Convenience for life: This mainly concerns the relationship between career and life. Does what you learn at work, the environment you're in, and the information you access help your life? Securities and fund company employees have some convenience in family financial management. Auto company employees get car allowances and know insider car-buying tips. FMCG people have product benefits: Nestlé has no shortage of milk powder, Kraft has many cookies at home... Sharpening the axe doesn't delay the wood cutting. Knowing what you want, at least in industry and company selection, you won't make big mistakes, and it even helps with career planning. A thousand acres of good land, you eat a liter a day; a thousand rooms in a mansion, you sleep eight feet at night. When clarifying what you need, don't be too greedy. There's no perfect offer, only the most suitable one. Second Question: What do you have? All resources can be considered "what you have." Clarifying your resources clarifies your advantages. With rich experience, your resume is easy to make beautiful, and you can say something distinctive in interviews. With beauty and temperament, you can make a better first impression. Even if family conditions give you a house and a car, you can have fewer worries when choosing industries and companies, and you won't be constrained by treatment.

Here's a rough list of angles to consider:

  1. Personality
  2. Intelligence
  3. Ability
  4. Experience
  5. Temperament
  6. Appearance
  7. Eloquence
  8. Hukou (household registration)
  9. Family background
  10. Personal network
  11. Personal assets Don't underestimate these two questions; they seem like empty moves, but thinking them through is very helpful throughout the job search. With clear thinking, you can handle Open Questions and interview preparation with ease. So what counts as thinking clearly? Let's take "personality" as an example:
  1. Know whether you have this resource, i.e., where your personality strengths are specifically shown. For example, being outgoing is shown in taking the initiative in communication, having good connections.
  2. Think about whether this strength can be shown in interviews. For example, can my personality strength be shown? At this point, consider both demand and competition. For an outgoing personality applying for a sales position, from the job demand perspective, your personality might be an advantage. But at the same time, your competitors often also have outgoing personalities. Then you need to examine the industry and company more carefully. For example, people applying to banks tend to be introverted, steady, and seeking stability. Then your outgoing personality might stand out on the basis of maturity and steadiness.
  3. If this strength can be shown, how should it be shown? Still using the outgoing personality example, you can "say" it: introduce yourself as outgoing. You can also "do" it: show your outgoing personality when analyzing cases in group interviews. Even just through eye contact and body language, you can display your personality.
  4. Refine to examples that are beneficial to work. After showing this strength, you need to turn it into a winning edge. How has "outgoing personality" helped your past work? Are there vivid examples? Note that in this example, your "outgoing personality" should play the most core and critical role. Of course, you can use language and tone to create the same effect, making it "sound" like a "personality core." Looking back at my job search, I thought clearly about the first question, but didn't analyze the second carefully, especially not to the fourth step. So when answering routine questions like "Why choose our company?" and "Why should we choose you?", I often couldn't say anything distinctive, just generalities, hard to leave an impression. So my one-on-one interview pass rate wasn't high. Third Question: What strategy to use? "Men fear entering the wrong industry, women fear marrying the wrong man." Choosing an industry is the most important thing in the job search, but also possibly the most difficult. Parents' opinions, your interests, seniors' experiences, and various experts or online views conflict, making it hard to decide. But if you put industry choice into the whole career plan, it's not that complicated. Just as companies have cost leadership and differentiation strategies, in the job search battlefield, and even in career planning, there are red ocean and blue ocean strategies, and "fighting with the orthodox" and "winning with the unconventional." The specific strategy depends on how you answered the first two questions. Let me use my choice of the real estate industry and the companies within it as an example: (1) Clarify what you "want" and "have," and you can analyze what industry and company you should choose. The key is "what you want." I divided my career into two parts: the first is a man's responsibility, the second is a man's career. The former's goal is "a house without a loan, a car with a license plate, a wife and children, and family savings." The latter's goal is to unleash my potential and realize my value. So, from the first part, income from all aspects is the primary factor. I emphasize "all aspects" to highlight invisible income (including opportunities, such as lower-risk investment opportunities in funds and securities companies, insider information, or following institutional operations), not just the money the company gives you. From the second career plan, I need a certain development space within the company, or entrepreneurial space in the industry. Combining with the first question, I don't have high cash requirements, I have a slight preference for risk, and I hope the career can bring more help to life. At the same time, China's real estate market is very young. On one hand, you can see market immaturity; on the other hand, during its maturation, it's full of various opportunities. So the real estate industry is one that meets my requirements. The real estate industry's starting salary isn't high; it's not paved with gold. So I hope there's development space within the company. The industry has high risk; it's currently the focus of social contradictions and easily affected by policy. So I tend to choose more stable, conservative large companies. Considering these factors, I basically only choose leading large enterprises in the industry. On one hand, they have advantages in training and personal development, making up for the low starting salary. On the other hand, the company's position and operating experience can reduce some industry risk. (2) After determining the industry and company, look at the target industry's needs and analyze how to get into the target industry and company. This mainly depends on the answer to the second question: In the real estate industry, there are often many Tongji graduates, and many from civil engineering and architecture majors. So as a graduate from SJTU's management school, my school and major can form some differentiation advantages. At the same time, China's real estate industry is very young, and industry maturity is increasing. Some leading companies have started looking for new growth points, so the industry's demand for non-architecture talent is greater than in previous years. Most importantly, the industry's talent concentration isn't high; many top talents disdain this industry. This brings two results: first, competition isn't too fierce. Second, interviewers themselves aren't top talents, so they might prefer ordinary people like us. Therefore, besides my original advantages, the industry's needs also added highlights. My main disadvantages were lack of professional knowledge and industry internship experience, but large companies that focus on training might prefer you to be a blank slate. And my original disadvantages like mediocre personality, poor expressiveness, and bad English were also ignored due to industry characteristics. So the final strategy: target leading companies in the industry, act naturally, show the thinking characteristics of a business major, appear moderate, highlight potential and comprehensive ability, and don't let interviewers feel aggressive. As a result, I got an offer from China Overseas, and Vanke interviewed me to the professional round. From an industry perspective, I was quite at ease in real estate interviews. Fourth Question: How to prepare early? Prepare early! Prepare early!! Prepare early!!! I decided to find a job after graduation before even entering university. From freshman and sophomore years, I participated in various activities to build abilities and enrich experience. By junior year, I kept looking for internships. Everything I did was "preparation." But if I have any regrets about my college life, I still have to say I started preparing for job hunting too late. Because this "preparation" isn't just "doing things," but also "reaching a certain level," "thinking clearly," and finally "being able to show it." I put industry in the third question and preparation in the fourth because of my own painful lesson: When I entered university, I wanted to go into consulting, even started reading case books from sophomore year. But by junior year, after setbacks in internship hunting, I felt I couldn't get into top consulting, so I wanted to go into FMCG. After job hunting started, I found that FMCG, with its faded halo, couldn't meet my requirements to some extent. The consequence of this wandering was that my preparation lacked focus. After doing a part-time consulting job, I decided not to go into consulting. After working at Ingersoll Rand for half a year, I decided to resign. These part-time experiences lost much of their value, and I missed the golden opportunity: internship-to-full-time conversion. No matter how clever your interview strategy, it can't beat a more efficient direct final strategy: especially if you think your ability to do work is greater than your ability to perform (interview), then the best strategy is to find a suitable company, start as an intern, summer intern, or through its competition, seize the opportunity to intern there, and keep working until graduation. This path has three benefits:
  5. Relatively, these opportunities are less competitive than formal job hunting.
  6. The evaluation period is longer, reducing many chance factors. Formal job hunting has too many chance factors. For example, Barclays randomly selected half of the resumes and claimed, "We don't hire unlucky people."
  7. There's a long磨合 period with department leaders and other members. Everyone likes to use newcomers who are "used to and handy." Compared to those who enter through formal recruitment, you're already a step ahead. A successful example on this path is classmate Bi Ruoqing (GE FMP, top company + core department). His homepage will be posted at the end of the article; those interested can go ask for advice. Fifth Question: How to cram? Once you're like me, and the internship company doesn't want to keep you, you have to cross the single-plank bridge with thousands of troops. The preparation for formal job hunting is endless. Here's an experience to share: since it's thousands of troops, there must be friends and allies among them. Find three to five trusted friends to form an interview preparation group, and you can enjoy the benefits of teamwork. Take turns attending information sessions. Remind each other about online applications. Check each other's interviews. Personal views are always biased and incomplete, but the synthesis of everyone's experience can give you a more comprehensive view. While improving yourself, you also strengthen friendships. Why not? Of course, relying solely on the team is far from enough. And for the team to contribute fully, you need to prepare sufficiently yourself. Regarding personal preparation, I've roughly listed three aspects: 1. Intelligence Information Create a favorites folder and put all job-related websites in it. If you're organized, you can categorize them into job forums, campus recruitment info, email, company websites, industry forums, news sites, etc. For sites you need to check daily, like school BBS, fresh graduates, job email, weather forecast, set them as your IE homepage so you don't forget. 2. Data Management Create a dedicated folder to collect everything related to job hunting: resumes, job photos, grades, certificates, company info, interview guides, job hunting packages, etc. When you have time, review the materials because any interview requires understanding of the company, and that understanding comes from the materials. If you're confident in your Excel skills, make a table with industries arranged by preference in one column, and each row lists companies in that industry by preference, roughly like this:

Industry

1st 2nd 3rd Real Estate China Overseas Vanke Shui On FMCG P&G Unilever Budweiser Banking SPD Bank Shenzhen Development Bank China Merchants Bank The benefit is that if you face interview conflicts, you can see at a glance how to choose. 3. Interview Preparation Get a notebook specifically as a job hunting record. This is another thing top candidates don't need, but ordinary people can't do without. From seniors' experiences and the actions of those around me, job hunting requires as much work as studying abroad or grad school. The notebook should record roughly the following:

  1. Self-introduction—if you have the leisure, prepare different self-introductions for different industries.
  2. Experience records—schools hold lectures where successful people share experiences. Including interview guides you see online, if there's something you need to note, record it.
  3. Question guessing—routine interviews always ask: What problems have you handled? Teamwork experience? Failure experience? ... Record all questions you've encountered, seen in guides, or mentioned in job books. Whenever you have a chance, think about how you'd answer them.
  4. Interview summaries—start interviewing during internship hunting. After each interview, think about what you did poorly, what you did well, what questions you asked the interviewer, and how they answered.
  5. Company records—if you attend information sessions, the information there is often crucial. If asked in an interview and you know nothing, it might leave a very bad impression.
  6. Experience compilation—rack your brains and detail all experiences you can use as examples. The simplest and most practical is the STAR method (Situation, Target, Action, Result).
  7. Industry news—it's said foreign banks ask this. I didn't apply to many, and all were rejected at the resume stage. Hope someone can answer.
  8. Case book practice—for kids aspiring to consulting, this is a must. But for other industries, if you've practiced, you can more easily show clear logic and careful thinking in case analysis (group interviews). Because I wasn't well-prepared, doing these three aspects isn't a guarantee. A minute on stage takes ten years of practice off stage. Who says we're not top candidates... Sixth Question: How to apply? Should you apply broadly? Although I'm a typical broad applicant, my answer is: it depends on your situation. For me personally, I don't have a clear industry preference because there's a possibility of entrepreneurship in the future, so broad application is also a way to explore industries. Industries I applied to: FMCG—the old line of marketing majors Websites—high risk, high growth, possible entrepreneurial path Real estate—medium risk, low market maturity, can climb or create Banking—low risk, high return, golden rice bowl, can do side business Securities and funds—great hidden help for life Sales (chemical, manufacturing, pharmaceutical)—high commissions The reason for broad application: on one hand, my grades, certificates, and internship experience aren't outstanding, and resume screening has too many chance factors. Broad application reduces these non-systematic risks. On the other hand, it's for interview practice. We always need some interviews to practice; we can't be perfect from the start. If you meet your dream company when you're inexperienced... Regardless of your industry preference, here's an unchanging truth about how to apply: Sleeping more is not as good as sleeping early Applying more is not as good as applying fast September and October of senior year are the peak for online applications, usually very busy and tiring. There are also miscellaneous school affairs. Some people intern during the day, and the internet often causes trouble. Especially SJTU students, who have to move to the evil Xuhui dormitory, with a全面 decline in quality of life. Under such harsh conditions, it's not easy to have a calm and focused mind for online applications. But there are some techniques to make online applications easier, at least to lower the cost—if a company's online application takes half a day and drains your energy, only to be rejected at the resume stage, how "IKEA" is that! Technique 1: Make templates Many companies outsource online applications to ChinaHR, Zhaopin, 51job. These sites have templates for campus recruitment. You can create a template resume and import it directly when applying. Most basic info is filled, and the rest takes a minute or two. For applications on company websites, also keep a template. At least you won't have to type every character; just Ctrl+C, Ctrl+V. Technique 2: Collect open questions Companies' open questions are actually similar. After each application, collect the open questions into a document and manage them simply, importing a directory: leadership, teamwork, core competencies... Once you've accumulated enough, for new applications, just modify slightly according to the company and paste. Technique 3: Some companies' online tests This often gives many people headaches, but the internet is so developed now; the fresh graduate forum can handle it. Before applying, check the forum for info. If there's an online test, try it first to avoid being caught off guard by an email after applying. Technique 4: Prepare first, then apply Some online applications have time limits, so it's best to check the forum first, understand the general situation, prepare the needed materials, and then complete it in one go. Technique 5: Sleeping more is not as good as sleeping early, because you can get up early During peak application times, webpages often fail to load or sites crash. Especially for students using campus networks, filling a page takes a minute, but waiting for the next page takes nine minutes. Going to bed early and waking up early is good for health, keeps your mind clear, and helps avoid peak times. At 6 or 7 in the morning, who's competing for bandwidth? Seventh Question: How to handle written tests and group interviews? The written test pass rate is high, 92.8% success. Although not 100%, I still have some insights, at least I never worried about written tests. We can now be considered the most exam-experienced generation. Written tests are actually no different from exams; you can review and prepare. I summarize the three elements for written test success as follows: 1. Basic qualities: English reading, writing, accumulation of various knowledge, sensitivity to news—these rely on basic qualities. They're not too difficult; everyone basically has them. 2. Logic: This seems hard but is actually easy to prepare. Around you, there must be classmates preparing for the civil service exam. Just borrow their question bank for practice. In this regard, I had a big advantage because two of my roommates were preparing for the civil service exam. The questions aren't hard, but you learn the patterns and practice speed. 3. Luck: Take SPD Bank's written test, for example: over 300 questions. No matter how much you prepare, knowing one or two more questions doesn't help. At such times, luck is most important! For group interviews, I had an 88% pass rate in serious attempts, and two playful attempts where I played various roles and tried different styles. Looking back, group interviews are still very interesting. You meet all kinds of people, play various roles, and it's the easiest place to make new friends. Everyone says interviews are about being yourself. In my view, for group interviews, don't be yourself. If you're a very quiet person, are you going to stay silent in a group interview? A group interview is a typical show. If you have stunning beauty, your success rate won't be low. Since it's a show, always remember: it's about performing, not working. You need to stand out, not necessarily work hard. So how do you stand out? How do you perform just right? It depends on what role suits you. At this point, you do need to be yourself, but more accurately, show yourself! Generally, there are three roles in group interviews: the trendsetter, the follower, and the contrarian. Note: there's no "leader" or "time controller" in the conventional sense. The so-called trendsetter is the opinion leader, the true leader. If your logic is more rigorous and reactions faster, as soon as you see the case or topic, you can immediately form a framework and list it logically. The trendsetter doesn't have to be aggressive, but the framework and thinking must get others' agreement, and most importantly, the interviewer's agreement. Of course, if the interviewer disagrees, don't worry; at least you dragged others down with you (group failure). Regarding aligning with the interviewer, there's a small story: I once heard classmate Ge Zhengqi mention that during a Mobil group interview, he encountered an aggressive science guy. The task was to discuss an office relocation case. The science guy talked endlessly with confused logic. Ge asked, "Should we list the things we need to do?" The science guy ignored him and continued. Seeing time running out, the interviewer couldn't help but say, "Normally we shouldn't speak, but I want to ask: shouldn't you list the things you need to do?"—The result is predictable. Aligning with the interviewer is like aligning with your boss. How tempting! The so-called follower is someone who, when a trendsetter appears and builds a convincing framework, the best approach is to follow that framework and fill it in. Usually, for group interviewers, if they're satisfied with the process, the trendsetter gets the "secretly issued pass" first, and the follower gets the second pass. The trendsetter requires high personal standards: certain experience and foundation, and speed. The follower is relatively easier: while the trendsetter builds the framework, quickly record and fill in your own ideas. What's needed is broad knowledge and open thinking. If 80% of the final conclusion comes from the follower, how can the group interview not pass? The so-called contrarian is when someone tries to grab the leader role but lacks convincing ideas and is about to lead everyone into a mess. The contrarian lightly throws out a question, like a heavy punch that stuns the fake leader. Then, while they're flustered, decisively modify their proposed ideas, or even throw out a new framework. Once the momentum is reversed, for example, if the proposed framework gets agreement from new followers, the contrarian basically has victory in hand. The contrarian role doesn't require high standards. Using dialectical thinking on any issue, you can get at least two opposite conclusions, as in "going is not going, not going is also going." Sometimes the contrarian doesn't need to completely overturn previous conclusions; just making what you say give the interviewer a "bright eye" feeling is enough for victory. Regarding group interview techniques, here I repost classmate Yan Hengli's "Group Interview Must-Pass Techniques," which is interestingly written, but I haven't tried it, so no guarantee of effectiveness. Group Interview Must-Pass Technique 1: First-glance instant kill Group Interview Must-Pass Technique 2: Setting a trap Group Interview Must-Pass Technique 3: True and False Leader (Part 1) Group Interview Must-Pass Technique 3: True and False Leader (Part 2) Eighth Question: What experiences? I've summarized a lot. Here I share two experiences that aren't directly related to interviews but are very helpful for the job hunting season, even for life: 1. How to have a good mindset? A good mindset includes two aspects:
  1. Others have it, I don't: don't panic or be anxious.
  2. Others don't have it, I do: don't be complacent. Fortunately, I've experienced both situations and suffered from them. In early November, many famous companies started interviewing, but I had no news. I received a junk interview from Meters/bonwe. I went with the mindset of supporting domestic brands and gaining experience, but was so disappointed that I decided: never pay attention to any product from that company again. But at that time, I could already feel the pressure on my shoulders. On November 6, I pulled out my ultimate weapon—the Diamond Sutra. After reciting the sutra, I felt a sense of "extreme adversity brings good fortune." An hour later, I received an interview notice from Budweiser, and that evening, a written test notice from Vanke. For the following week, Budweiser and Vanke alternated, with interviews every day. Watching my interview companions fall one by one, I unconsciously felt a bit smug (I definitely didn't notice it then). As a result, I wasn't well-prepared for Budweiser and was challenged to death. Vanke underperformed and lost at the professional round. Now thinking about it, I regret it deeply. If it were just others having countless interviews while I had no news (situation 1), or me passing all rounds while others fell (situation 2), that would be fine. But this time, both situations came consecutively. Alas... my cultivation is too shallow; I couldn't overcome the inner demon! How to have a good mindset? Don't be elated by external gains or saddened by personal losses! If you can't do that, chant sutras and cultivate Buddhism! 2. How to be yourself? People have multiple facets. Which facet should you show in job hunting? I don't have much experience in this, but with both success and failure experiences, a comparison reveals a small pattern. If someone says: I'm thirsty. Should I give them a glass of water or a bowl of rice? Undoubtedly, water. So this question is easy to answer: How to be yourself? Meet the needs of the target company! Websites often like fashionable, innovative, and young "little devils." Domestic banks prefer steady, down-to-earth, diligent "good children." Every industry has its own characteristics, just as every company has its unique corporate culture. But what kind of person this industry or company needs isn't written for you to see. And those soft articles in recruitment requirements or on company websites often look the same across companies and industries, useless. At this point, you need some judgment and insight. A few places might provide information: Industry forums and websites Company information sessions Elders and friends at home Teachers at the school's career center Ninth Question: What regrets? For a not-so-successful job seeker like me, experiences come mostly from failures, and regrets are certainly more than experiences.
  1. Internship hunting wasn't smooth. In sophomore and junior years, I didn't adjust in time and march toward job hunting. I started looking for internships early, but from sophomore summer to junior winter, I got nothing, and was even fooled. At the beginning of the second half of junior year, I finally found a part-time job with no technical content. In the end, I had four internships: one was just to fill a slot, two were part-time consulting projects, and one was at Ingersoll Rand for half a year. Now that job hunting is over, looking at the industries I finally applied to, although I had a fair number of internships, learned a lot, and contributed value, none of the industries I applied to matched my internship experience. That's a typical tragedy!
  2. My understanding of industries was shallow, and I paid a high preference-switching cost. Initially, I wanted to enter consulting, but after learning about the darkness behind the halo, I shifted to FMCG. Later, my girlfriend interned in FMCG, and I learned some insider info, discovering that FMCG's product capital intensity is too low, and it doesn't help life much. At most, I wouldn't worry about shampoo and sanitary pads at home. How much convenience is that? Most importantly, with most FMCG salaries, buying a house is far off.
  3. My one-on-one interview pass rate wasn't high, and I wasn't well-prepared. Although in the preparation section I listed many things to prepare, the reality was that I listed them but didn't have time to prepare thoroughly before interviews came. And interviews came like a flood, fierce and fast. By the time I had time to prepare, there were few interviews left, and I was exhausted and lost interest. The direct result: except for China Overseas, basically all interviews I didn't give up on ended in failure at the one-on-one stage.
  4. The interview preparation group was organized too late. Just when I had the idea to form a team, large-scale interviews had already started. Although the communication was pleasant and rewarding, and we had good feelings, the real effect wasn't fully realized. But thankfully, in the end, the group members basically all got satisfactory offers.
  5. My grades weren't strong, and I lacked basic certificates. With average internship experience, this directly led to insufficient hard power. Many were filtered at the resume stage, and sadly, not only big 500 companies but also many obscure companies silently rejected me.
  6. My English wasn't good. It was enough for state-owned enterprises but problematic for foreign companies. Often I thought I was speaking fluently, but the interviewer would say, "Let's switch to Chinese; it might be smoother." If job hunting doesn't go well... It's not the end of the world. A career isn't like a student life, where primary, middle, and high school are neatly separated, and it's clear what to do at each time. A career is not only long but also full of uncertainties. Job hunting isn't the only competition; throughout your career, competition exists at all times. A disadvantage now doesn't mean permanent disadvantage, and temporary success doesn't mean a worry-free life. Watch this video: The top 10 in-demand jobs in 2010 did not exist in 2004. Then think about the job intentions of your parents when they graduated, the intentions of seniors who graduated five or six years ago, and your current choices. You'll feel that the pace of the times makes the future very uncertain. If you have the chance, read "The Legend of Chen Liangyu." Perhaps a period of mediocrity is a dormant period before an outbreak, and a year or two of rapid progress can catch up with decades of others' progress. No matter the situation, your present is better than Chen Liangyu's past. Also, always remember that society is unfair. The person you think is the strongest doesn't necessarily live the happiest life or have the most enviable job, do the easiest work, earn the most money, live in the best house, drive the best car, or date the prettiest girl... You need to clarify what you really want: to be the person you think is the best, or to get what you want. But don't be too greedy. Those who are attached to desires are like holding a torch and walking against the wind; they will surely burn their hands. I wish all comrades still on the road, juniors about to embark on job hunting, and graduate students with a higher starting point, can ultimately gain what you want, get what you wish for, and achieve immediate success!! Reposted from Dajie.com original link: http://dwz.cn/4hVqVn Click the image for details The 3rd (CFIC) China FMCG + Internet Conference will be held in Chongqing in October 2017. The conference will closely focus on the theme "New Forces, New Ecology," inviting domestic 1000+ distributors, 500+ brand owners, 200+ B2B platform founders, 100+ investment and financing institutions to jointly explore a new chapter of cross-border integration! Core topics of this conference:

  • How can the FMCG industry leverage B2B to achieve new growth opportunities?

  • How should the new supply chain behind new retail be built?

  • How can intra-city logistics help B2B achieve leapfrog development?

Highlights of this conference:

  • The industry's first "2017 China FMCG B2B Industry Competitiveness White Paper"

  • Excellent transformation and upgrading distributor case sharing

  • Conference + exhibition upgrade, Hall 6 Internet Technology Exhibition strengthens docking

  • Alibaba Retail Link, ProLogis Finance, Eternal Asia Supply Chain, Best Store Plus, YiJiuPi, Unilever, Haiding Technology, Yunmei Media—leaders from various fields will give speeches and share pioneering views.

October 17-18, 2017 Chongqing International Expo Center Registration is now open. Long press the QR code below or click "Read Original" to register. Early bird tickets before September 15 enjoy a 30% discount! Add friend with note "Conference Registration" Click the links below to review the first and second FMCG + Internet conferences: 2016 "FMCG + Internet" High-Level Forum 2017 (2nd) China FMCG + Internet Conference Click the links below to review the first and second FMCG + Internet conferences: 2016 "FMCG + Internet" High-Level Forum -END-