Job Hunting NET publishes Chinese professional manager white paper

What are the characteristics of an employee who has a salary of 30W or more? To the professional manager, a netizen like this to express their doubts. This netizen's doubt is very representative, as the talented person market most has the vigor and the foreground class, professional managers have always been to the "mysterious" sense, although they know that they are high quality, high status, high income of the "three high" crowd, but its professional distribution, education background, which industry most attract them and other professional characteristics, but has been "Still hold the pipa half cover face". Therefore, when the domestic largest and most professional recruitment web site job Hunting network recently released the "Chinese Professional Managers White paper", to the professional managers, especially the professional managers of more than 300,000 yuan (hereinafter referred to as "core talent") of the professional characteristics of the decryption, analysis, immediately aroused the Netizen's hot discussion, Some netizens read the white paper after the micro-blog said: "Through this map, you can read the high-end workplace in China"! Types of Employment: foreign companies, private enterprises favored and traditional view of the core talents are mostly from the different brands, the white Paper shows that 64.89% of the core talent from 211 universities, Graduate from 211 colleges and universities accounted for only 35.11%. This shows that school education is not a decisive factor in success, experience, interpersonal skills and other factors are equally critical to success. In the choice of the first job, foreign enterprises, state-owned enterprises, private enterprises occupy the first three strong, respectively occupy the total number of 37.4%, 25.62%, 25.31%, far ahead of other companies or fields. But in the core talent to various types of corporate identity, state-owned enterprises are far less than foreign companies and private enterprise, according to the White paper shows that the core of the longest job, the state-owned enterprises, although still ranked three, but only accounted for 9.22%, the proportion of foreign companies only far behind the 42.09% and private enterprises At the same time, the white paper lists the industry and core job requirements most popular with core talent, real estate development, construction and engineering, funds, securities, futures and investment, Internet and electronic commerce, machinery manufacturing, infrastructure, heavy industry, FMCG, retail and so on 10 industries have become the most attractive core talent industry; real Estate Development · Construction and engineering, Internet, electronic commerce, computer software, machinery manufacturing, infrastructure, heavy industry, IT services, system integration, and other 10 industries ranked core position demand TOP10. Job-hopping: Most of the 3 times around the core talent generally how big? How often do they skip the slot in the workplace? The white paper is also an explanation of the inevitable link between job-hopping and income. According to the white paper, professional managers with an annual salary of more than 100,000 have an average age of 30-40 years, and their annual salary increases are proportional to their age. For example, the average age of 10.2 million professional managers is 33.16 years, 20.3 million between the average age of 35.28 years, 30.5 million between the average age of 37.19 years, 501 million, the average age of 39.47 years; The average age reaches 39.58 years. At the same time, the white paperIndustry Manager's career job-hopping situation also carried out statistics, data show that the core talent job-hopping mostly around 3 times, generally not more than 5 times. For example, still take the annual salary 10.2 million, 20.3 million, 30.5 million, 501 million, 1 million above 5 intervals, for example, their job-hopping average number of 2.4 times, 2.8 times, 3.1 times, 3.3 times, 2.9 times, all under 3.5 times. Take the core talent as an example, whether it is in 211 universities, or not 211 colleges, job-hopping less than 3 times (including 3) of the proportion of 80.73% and 81.25% respectively, more than 80%, and 5 more than 9%. This shows that the appropriate job-hopping, is the necessary means to increase their own value, but must have detailed, careful career planning, can not blindly jump, otherwise it is not conducive to career development. User comments: Choose, adhere to the same important after the White paper launched, suddenly a stone stirred thousand layers of waves, triggering the hot discussion of netizens. Users in addition to the core talent with the characteristics of their own control, but also constantly express their own sentiment. Talking about the distribution of core talent, a Netizen said: The longest job: foreign companies, private enterprises ahead. The charm of state-owned enterprises can be seen. And another netizen directly laments: The state-owned enterprises do not have money way! For the distribution of education background, a graduated from the University of non-211 users also have deep feelings: see the education background, I think of XX in the graduation ceremony of the Hao Yan: wide outside is not 985, wide outside is not 211, wide outside is wide! It's inspiring! A female netizen in the core talent of the age and their own comparison, deeply gratified: good, see the age of that piece, I am gratified, although very tired, but the elder sister a few years ahead, continue to work hard ... Another Netizen said, a picture read the Chinese high-end workplace ... Also hope to give a large number of job seekers a reminder. Choice is very important, adhere to the same important, the world again floating, inner peace, so that their knowledge and skills precipitation, to allow themselves to achieve absolute growth, is to let their hearts get peace and firmness! Dako Bin, founder and CEO of the job search network, told reporters that as a social recruiting platform focused on high-end professional managers, Hunting network has always thought that Chinese managers to provide high-end career development platform for responsibility. The introduction of the white Paper, is the hope that the professional managers, especially the core talent of the professional characteristics of the system, authoritative analysis, to more people career planning to provide reference to promote China's professional managers market more standardized and healthier development!