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在招聘工作中，我们发现本土职业人士追求职业成功时展现的成熟度越来越高。很多人都清楚地知道今日中国人才水平正不断迅速提高，也认识到频繁跳槽对自己的长远发展并无益处。随着竞争压力不断升温，人们意识到保持成功的关键是要不断加强有重要价值的技能，以投机方式盲目追求升职和加薪的快速通道是短视行为。所以，他们将那些让他们有机会培养能力、积累成就的职位视为目标，也就能够做出更好的职业决定。

职业发展方法要从长计议

一位30岁的候选人就是其中之一。他最想知道的是新机会将给他的职业发展带来何种价值，他又有多大成长潜力，未来公司同事和企业环境究竟好不好。他的职业发展观绝不是很多人梦想的“一夜暴富”，而是建立在长远发展的基础上。

“在当前社会，你必须有一个成熟、现实的职业发展观。”他说道，“以前，我的很多朋友总会被眼前的巨大福利吸引，我们都想象自己在35岁的时候成为某家公司的CEO。但如今我们的想法截然不同。”

寻找能帮你实实在在积累成就、提高能力的机会

“现在，企业雇主已经不再愿意听你说是如何与成功失之交臂的，也不愿意听你讲述那些禁不起推敲的成就。他们想知道的是你的成功故事。对我来说，涉及到战略层面的工作自然好，但我更希望能够放手去干，去栽培、发展业务。这种更实际的工作，更能让我逐步累积成就，提高技能，这样，在我遇到更好的升职机会时，就可以有足够的资本。”

本土职业人士在做出职业选择时，钱的因素不再那么重要，这一点就可以说明他们在职业发展观上已日渐成熟。尽管工资仍然是换工作的一大考量，但越来越多的人已经不把它视为首要因素，而是优先考虑职责范围、管理团队、公司环境、资源等因素。这些才是对职业发展影响最大的因素。

不要只关注表面因素

此外，人们也更愿意考虑跨国大公司外其他的机会了。“以前，我总抵制不住大公司的诱惑，总觉得大公司就是最好的职业选择。但现在，在评估潜在职业机会时，我绝不会只关注公司知名度了。”另一位候选人说道，她就职于一家规模不大的咨询公司。“之前面试，如果有大公司工作经验，面试官就会很满意。但现在，他们会更深入地了解你具体做的哪些工作，取得了何种成就。他们会挖掘表面之下你的真实能力和经验。而在你评估工作机会及公司环境时，也该这么做。”

Pursue Solid Opportunities Over Opportunistic Situations

Through my years of recruitment work in China, I see greater maturity today in how many mainland professionals pursue their career success.  Many have a greater awareness of today’s evolving talent market in China and recognize that the job hopping approach used by many in the past doesn’t work in the long-term.  With pressure on everyone here to gain and maintain a competitive advantage, they’re realizing the key to their ongoing career success revolves around building highly valued capabilities rather than chasing opportunistic situations that may offer quick promotions and salary increases, but are short-lived.  As a result, they’re making better career choices by targeting opportunities and roles that offer solid chances to develop their capabilities and achievements.

Take A Longer-Term, Career Development Approach

One 30 year old candidate represents many of the candidates we encounter these days.  What he wants to know most about for a new opportunity is how it will add to his professional development and future success, what his potential for growth is, and the quality of the environment and people he’ll be a part of.  His longer-term, career development orientation is a far cry from the strike it rich quick mindset we saw in many mainland candidates just a few years ago.

“These days, you have to be more mature and realistic about how you approach your career,” he says.  “Before, many of my friends were attracted to opportunities that offered the fastest and highest upside.  We all pictured ourselves being CEOs by the time we were 40.  But that’s not how we view things today.”

Seek Opportunities That Help You Build Solid Achievements And Capabilities

“Employers are tired of hearing about your experiences that ultimately ended up failing, or where the quality of your achievements is highly questionable.  What they want to hear you talk about is what you’ve done that’s turned out successfully.  So for me, opportunities that offer strategic responsibilities are fine.  But what I’m most interested in are roles where I can be hands-on to grow and manage a piece of business.  That’s a more tangible situation for me to build the achievements and capabilities I can clearly point to when I’m competing for future opportunities.”

Perhaps the maturing career development approach of mainland professionals can be best seen in their increasing flexibility towards making career moves for less money.  Although always a key factor in any employment decision, for a growing number of mainland professionals, the salary issue comes after other considerations that relate to the scope of responsibilities, quality of the management team and company environment, and availability of resources.   These are the things that offer you the best development and growth scenario for your career.

Go Beyond What Looks Good On The Surface

There’s also a greater willingness to go for opportunities other than those offered by big-name multinationals.  “I used to be drawn to famous companies automatically thinking they’d be the best organizations to join for my career.  But now, I go far beyond the company name when assessing new opportunities,” says another candidate, who works for a mid-size consulting firm.  “Before, when you interviewed with an employer, they’d be impressed with whom you’ve worked for.  When you talk to companies now though, they want to know about the responsibilities you’ve held and what you’ve accomplished.  They also go farther below the surface to determine the quality of your capabilities and experience.  You have to do the same when evaluating an employment situation and company environment you’re thinking of joining.”

（责任编辑：职场达人）