The front end early chat conference, and nuggets jointly held. Add Codingdreamer into the conference technology group, win at the new starting line.
29th | front-end data visualization, high intensity of disposable insight into visual the front end of the play, live all day 7 to 17, 9 lecturer 9 hours of knowledge bombing (ali cloud/ant/odd essence, millet, etc.), registration on 👉) :
2 3 years
To do career coaching a hangzhou children’s shoes, yesterday he after graduation to a first class, and pay tuition fee for the 20000, after six months training course recommend to a company that specializes in ali outsourcing, head more than a year of work is largely based on the construction of the company’s existing platform and component library, writing activities page, the underlying implementation code contact less, tool as it slipped in.
The second year in a job-hopping to a startup, outside the results just positive after a month, are downsizing, and in the third year of work to go back to their hometown xian into a predominantly government outsourcing company, after 1 years later, the growth is very slow, now decided to move back to hangzhou development, delivering a byte, ali, netease, praise, including many other medium-sized companies, Resumes are not reviewed.
He felt very wronged, because the second company’s layoff was not his decision, and it was a passive resignation. But the HR didn’t Care whether you resigned passively or voluntarily. He only looked at the result and didn’t even give him a chance to explain.
3 5 years
Yesterday’s children’s shoes reminded me of a candidate I recommended to a low-code building team of Alibaba in Beijing in May:
This kid has great technical potential, and finally got the Offer from Meituan and Kuaishou. His previous job hopping was indeed due to the downsizing of the company, and he was compensated. But obviously, for some teams, he did not consider the opportunity:
The final result is that the candidate has received offers from many large and medium large factories including Meituan, Kuaishou and so on, and now he has joined Ant Group.
Although the result is good, in the process, we can not help but ask, why on earth does the big factory want to block your high frequency of job-hopping?
Stability strikes at the soul
When it comes to the high frequency of job-hopping, the first reason we can think of is that employers worry about the stability of candidates. After one or two years of employment, they use the company as a springboard and then jump away. This is the THINKING mode of HR in the last article “Why big factories have no degree” : ROI (input-output ratio).
A candidate who quit after two years of employment and a candidate who quit after four years of employment, obviously for the company, the latter can make more contributions to the company and have less impact on the team.
Therefore, it is very difficult to prove the stability. “If you say you are red in mouth and white in teeth, you will definitely work for a long time” is very weak for HR. Past experience is the best evidence, HR only believes this, every job has this meaning for the next job.
The sustainability of technological growth
In addition to stability, not to give interviews a consortium, a lot of time is the growing concern you, whether it’s dance by 3 or 5 years 3, 3 years industry, you’ve done for a company and department, project I have done, used technology stack, the accumulated contacts and resources, are divided into paragraphs, didn’t do after appearing in a field, change a new one, And then you switch to another one before it’s done, which basically tells the employer that you’re basically not growing as expected.
But what if there is a mistake? There will be a very strong front end who will grow very quickly. This goes back to the “input/output ratio” consensus, and HR or the team leader will not be willing to try and error on such candidates.
Clarity of career planning
The most common interview questions are: What are your career plans? This topic has been briefly discussed before – what is career Planning on the front end?
If a child’s shoes from high frequency, basically, he had no clear career planning, but his move is likely to be a clear plan, clear career planning is a return to do the industry of beginner’s mind, the pursuit of career and career goal level, each section of the career has default career goals, the goal in addition to the salary, What is more important is the improvement of ability, the accumulation of contacts and resources.
But there are some children’s shoes, technology is good, the career process is not very smooth (layoff optimization, family factors, etc.), how to break this high frequency bureau? The safest way is to find someone to endorse, just like the second children’s shoes I mentioned before. In fact, I recommended three teams of Ali, but the first two teams failed to endorse successfully and did not give any chance. Until this team of Ant Group gave an interview opportunity, they finally succeeded in joining the company.
When SHARING children’s shoes in the group before, I drew a picture, which roughly expressed children’s shoes of different backgrounds and stages, the direction that should be paid attention to, and the best and most uncomfortable age or level of job-hopping. One of the screenshots is shared with you:
Job-hopping is a very serious thing, every switch be careful and cautious, it is best to find has many years experience in the front of the elder to consult, at the same time to choose the company to choose team Offer, to take, the information of homework to do, don’t put the youth years, very casual give to any one team, with the goal, with the ability to walk, At the same time, I will also leave my contribution to the company that has fought so as to accumulate better personality and contacts. One day in the future, maybe WE will get together and join hands.
There is a long way to go. If you have any questions about the selection criteria of big factory, please leave a message in the comment section and I will reply.