Let's talk about employment prospects first. If you directly know which jobs are highly likely to be recruited for psychology majors, there are the following categories that will mention the background of psychology majors in the recruitment requirements:

1. Human resources

2. Headhunting

3. Some management consulting

4.EAP (Employee Assistant Program Employee Psychological Assistance Program) and psychological counseling.

5. User experience

6. Market research/marketing

7. Teachers/university counselors

8. Educational institutions (early education, intellectual development, etc.). )

I mainly explain the first four types of work.

Employment and development:

1. Human resources field

Employment: This is basically a work field that hardly needs professional background, and the professional background of people who really do HR work is varied. Compared with other competitors of English major in China, psychology major has certain advantages, and more and more enterprises prefer the background of psychology major when recruiting HR.

Development:

HR's preference for psychology is mainly due to the simple understanding of psychology: human resources is a job related to "people", while psychology is a major specializing in "people".

What the real psychology major can help individuals develop in the HR field is: the work of human resources in talent identification, development, retention and motivation. This kind of work is different from simple HR transactional work. To put it simply, selecting some training courses every year, organizing and arranging training, and using up the training budget will only stay in the routine work, while identifying the talent development needs (shortcomings and advantages), combining the requirements of the organization's business conditions for talents, making training development plans, finding resources, implementing, evaluating development effects, and encouraging retention. This is the work of talent development. Those who can ask HR to do these jobs are generally enterprises that have a certain scale of development, are on the rise, and begin to pay attention to "cultivating the internal strength of enterprises".

So the better way to develop in this field is to enter the field of talent management. Specifically: 1. Enter qualified enterprises that may really attach importance to talent management (usually enterprises with a certain scale and good development trend in various industries). 2. Enter the mature or under construction departments of the enterprise, such as enterprise universities, evaluation and development centers, etc. 3. Doing work that may be linked to talent management may not have a mature system, but the business development stage of the enterprise needs to pay attention to this work.

The most matching psychology major in this field is: I/O (Industrial and Organizational Psychology).

However, at present, most HR recruiters are not so professional in distinguishing various psychological differences. So as long as you are a psychology major, everyone has almost equal opportunities.

2. Headhunting

Employment: this is also the last one, and basically no professional work is needed. The advantages of psychology major are the same as above.

Development: The advantage of psychology is reflected in talent evaluation. Professional headhunting includes preliminary screening of candidates and targeted investment in employers. Many headhunting companies develop the related business of human resources consulting from the aspect of talent evaluation, and many consulting companies are formerly headhunting companies. Therefore, development can enter the field of human resources consulting, or it may enter the enterprise to do HR recruitment.

The matching of psychology major and job is the same as above.

3. Some management consulting

Employment: Management consulting is almost a field of work without professional background. The advantages of psychology in this field are embodied in personnel management and human resources. There are few psychological opportunities such as strategy and tax accounting.

Development: The key for psychology to help individuals develop in management consulting is actually the basic thinking trained by psychology, including the ability of critical thinking, starting from problems, making assumptions, looking for data, verifying facts, drawing conclusions and analyzing. So the development prospect depends on the application and display of these works in this work. The specific dynamics are as follows: 1. Expanding to other consulting fields depends on the expansion of knowledge, skills and abilities in other fields. 2. Focus on human resources consulting. In addition to becoming a senior consultant, you also have the opportunity to become a trainer or a professional development coach. 3. Go to the enterprise to do HR, which is the talent management mentioned above.

The most matching psychology major in this field is I/O (Industrial and Organizational Psychology).

Professional consulting companies can identify the differences between I/O psychology and other psychology majors.

4.EAP\ psychological counseling

Employment: Many people mentioned psychological counseling. Let me add. It is really impossible for a fresh graduate to be a consultant. Graduates really lack sufficient training and practical skills. The most direct counterpart of psychological counseling employment is the company that does EAP for the enterprise, or the studio that does psychological counseling for the society, including the psychological counseling studio of the university. This job has clear requirements for psychological counseling major and psychological counselor certificate.

Development: The development path is basically the beginning of consultant assistants (doing a lot of routine work, contacting consultants, arranging consultations, and assisting consultants to do all the work that needs assistance). In this process, they are gradually taught and trained to try to do some consulting work, and then slowly get on the road. Basically in line with the doctor's growth path.

The difference between doing EAP in an enterprise and consulting studio is that the former needs to know and have the knowledge and thinking mode of enterprise management and personnel management, specifically, because the service object is not only the individual visitor, but also the enterprise. Therefore, it is necessary to think about the significance of consulting work for enterprise personnel management, which is helpful to formulate EAP project proposals and provide some auxiliary services such as overall psychological status report. It can be simply understood as the combination of a small part of management consultation and psychological consultation. Therefore, in addition to growing into a unique person,