Talking with a friend who has been in HR for 10 years, and after listening, it was a bit eye-opening.

I asked him if big companies now only care about 211 and 985 universities.
He said, no.
We only care about 985.
I asked, what about 211?
He said, we hardly look at it, the gap in mental capacity is obvious.
I asked again, do they also want all 985 graduates?
He said, not necessarily.
During interviews, they specifically filter out a certain type of person.
Those who can only take exams but have weak comprehension and summarization skills.
The method is quite simple.
They don’t provide industry-specific materials, but randomly toss in a set of unfamiliar industry documents, asking the candidate to read quickly, summarize fast, and identify key points.
Because industry-specific materials can be prepared in advance.
Unfamiliar materials are the real test of fundamental skills.
He said, those who truly get into 985 universities based on talent and comprehension process new information very quickly.
But some people are just good at practicing questions; once they leave the standard answers, the gap immediately shows.
This is a harsh truth, but very realistic.
Now, many positions are no longer judged by education level.
It’s whether you can quickly find key points in unfamiliar information.