How Ordinary White-Collar Workers Become Highly Paid Talents

From the point of view of the position, the executives of a company as a manager with decision-making power are self-evident, and the value created by the company can be self-evident, so the value of the senior executive's position is highly valued by the company, and the high salary must be an incentive to it.

On the other hand, compared with general positions, the responsibilities and pressures of senior management positions are also greater. From this perspective, high salaries are also a reward for the high risk, high operational pressure and heavy responsibilities of their positions.

In this regard, the editor has been further explained from the headhunting consultant, and at the same time, the reasons why senior talents in higher vocational colleges are "high salary" are also summarized and summarized, which provides guidance for ordinary white-collar workers to become highly paid talents.

Reason one: choosing the right industry

As mentioned above, talent remuneration is closely related to the performance of enterprises, and the market prosperity of the industry determines the performance and development of enterprises. Therefore, from the relatively high level of talent compensation industry, it is all because of its active market and good business volume.

For this reason, the consultant of Oriental headhunting company also said, "the same position will vary several times because of the different industries. Taking the financial industry as an example, the annual salary of a financial product director can reach up to one million, which is several times or even more than that of other industry product directors."

Reason two: upgrading hierarchy

In the so-called "higher vocational high salary", the enterprise will weigh the value of every position within the company. A senior manager usually has a forward-looking vision, excellent management skills and innovative decision-making thinking. Such a person will create amazing value in any company, and the enterprise will be willing to pay more for them. On the one hand, it is for motivation and on the other hand is to retain such talents.

Reason three: focus on a major.

The competition of enterprises depends on talents, and the competition of talents depends on their professional knowledge and technical skills.

Just as the cooperation between many enterprises and headhunting companies in the market reflects, all industries are competing for core talents to excavate advanced talents with strong professional skills.

Therefore, in the final analysis, a strong professional talent is an important "chip" for senior talents to achieve their height and salary.

It doesn't matter who you are. What matters is who you know. Networking is a valuable resource for everyone. No matter what role the society plays, the connections are its most competitive resources.

The high price paid by a company to hire a senior talent is to buy the whole social relationship and workplace connections of the talent, and these resources can create more value for the enterprise. Therefore, enterprises are willing to "pay" for these resources.

"Personal impact" includes both the impact of talent on the enterprise and the impact of talent on the industry.

First of all, a good person for its outstanding personal ability to bring benefits for the enterprise, is to be affirmed and rewarded by the enterprise, and its value is high; secondly, if a talent in the industry is a word of mouth, that is, he is the whole industry "star figure", every voice, he can draw outside comments or praise, such a high price, natural and natural.

To be an excellent person, it is necessary to achieve full play in his environment.

Therefore, the consultant of Orient headhunting company has repeatedly mentioned that the word "fit" refers to the conjunction degree between talents and enterprises.

On the one hand, talents should adapt to the corporate culture and have the same values as enterprises. On the other hand, the ability and quality of talents match with the company's post responsibilities and long-term development needs.

It is bound to be expensive for the high qualified talents who want to get a lot of ideas and costs at the expense of all kinds of external channels.