1. Experience and ability: In some cases, a person may have high education and professional qualifications, but may lack specific work experience or specific skills corresponding to his career goals.
2. Corporate culture and structure: Some companies may not pay attention to the professional background of employees, but pay more attention to other factors, such as interpersonal relationships, political skills or the performance and transformation of employees.
3. Career opportunities and promotion paths: The specific working environment may not provide enough opportunities or clear promotion paths for capable and qualified talents to develop their potential.
4. Personal choice and work preference: Some people may choose to leave technical or professional fields to find jobs that are more in line with their personal interests and work-life balance, such as sales or other fields.
5. Industry and market conditions: Economic fluctuations, industry trends and market demand may all affect employment opportunities and career development.
6. Personal career planning: Some people may be dissatisfied with their current jobs or have different plans for their career development, so they are willing to make more career attempts.
7. Job performance: Even with high academic qualifications and professional qualifications, if an individual's job performance does not meet the company's expected standards, then the company may not choose to reuse the employee.
In short, everyone's situation is unique, and whether a unit reuses employees is determined by many complicated factors. For those who are not reused in the current unit, this does not necessarily mean that they are not good enough or have insufficient ability. In other words, looking at such a factor as academic qualifications or professional certificates in isolation cannot fully reflect a person's professional ability and achievements.