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It's generally assumed that China's job marketfavors overseas returnees, high academic achieversand single candidates, but the trends are changing.Investigations at job fairs found that sometraditional advantages are no longer prized byemployers, the Beijing Morning News reported.

據(jù)北京晨報(bào)報(bào)道，記者走訪多場(chǎng)招聘會(huì)后發(fā)現(xiàn)，留學(xué)“海歸”和高學(xué)歷等傳統(tǒng)就業(yè)觀念中的優(yōu)勢(shì)條件不再受雇主的青睞，正面臨著挑戰(zhàn)。

Candidates with higher education are not necessarilyfavored over undergraduates. For example, PhDsdon't always beat young undergraduates in terms of quick thinking and physical endurance,according to the newspaper.

高學(xué)歷不一定比本科生吃香，比如在思維活躍和精力充沛方面，博士生和年輕的本科生相比未必有優(yōu)勢(shì)。

An HR representative from an Internet company said they prefer undergraduates for operationand product positions. Only for technical positions that have high requirements would theyconsider highly certified candidates.

一名來(lái)自互聯(lián)網(wǎng)公司的人力資源代表表示，在產(chǎn)品和運(yùn)營(yíng)方面的職位上，他們會(huì)更青睞于本科生。只有在有高要求的技術(shù)職位，他們才會(huì)考慮高學(xué)歷應(yīng)聘者。

Another reason is that PhDs generally ask for higher salaries. But for some industries andpositions, they basically create similar value as undergraduates, so for employers the PhD'shalo does not seem so competitive, added the report.

博士生不占有優(yōu)勢(shì)的另一個(gè)原因是，他們往往要求高薪資，而對(duì)于一些企業(yè)和職位來(lái)說(shuō)，高學(xué)歷人士創(chuàng)造的價(jià)值和本科生并無(wú)多大差異，所以博士生的光環(huán)似乎并沒有競(jìng)爭(zhēng)力。

Overseas returnees face a similar dilemma: some companies feel that overseas experience doesnot necessarily pose a great advantage these days. They cite reasons for being turned downsuch as lack of local experience and high payment requirements.

出國(guó)留學(xué)的“海歸”也遭遇了類似的尷尬：如今出國(guó)留學(xué)經(jīng)歷在部分用人單位并沒有加多少分，“海歸”們反而因?yàn)闆]有國(guó)內(nèi)實(shí)踐經(jīng)驗(yàn)、薪水要求高等原因?qū)覍覒?yīng)聘受挫。

Wei Bin, director of the career guidance center at the University of International Relations,said nowadays the number of overseas students is huge, but the student quality is mixed.

國(guó)際關(guān)系學(xué)院就業(yè)指導(dǎo)部門主任魏斌說(shuō)道，如今留學(xué)生數(shù)量很多，但其質(zhì)量也是魚龍混雜，參差不齊。

Some experts also attribute the decreasing job competitiveness of overseas returnees andPhDs to a growing oversupply of their number. Instead, blue-collar positions which require lesseducation and more technical training are becoming more sought-after.

一些專家認(rèn)為，“海歸”和博士生的求職優(yōu)勢(shì)不再突出與其總量越來(lái)越多，供大于求也有關(guān)系。相反，需要接受較少教育但卻要求更多的技術(shù)培訓(xùn)的藍(lán)領(lǐng)崗位變得越來(lái)越搶手。

The new trends reflect that, with employers becoming more rational and practical, shiny labelsno longer hold the same attraction. So students need to exercise good sense when choosingmajors and careers. Instead of following hot trends, they should choose the most suitablecareer path based on accurate self-assessment, the report suggested.

最近的就業(yè)趨勢(shì)反映出，隨著用人單位變得越來(lái)越理性，光鮮的“標(biāo)簽”已經(jīng)失去以往的吸引力。所以，學(xué)生在選擇自己的專業(yè)和職業(yè)方向時(shí)也應(yīng)該理性考慮。畢業(yè)生應(yīng)該做好個(gè)人評(píng)估選擇適合自身的就業(yè)方向，而不是一窩蜂似的追隨熱門行業(yè)。