How to solve the employment problem of college graduates during the 14 th Five-Year Plan period? In 2020, the sudden outbreak of COVID-19 will bring different levels of changes in employment demand to various industries. This has brought more employment and entrepreneurial opportunities for college graduates. But at the same time, we will also see that the demand for employment in tourism, catering, entertainment, transportation and other industries under the influence of the epidemic has decreased significantly.
How to solve the employment problem of college graduates during the 14 th Five-Year Plan period 1 Broaden the market-oriented and socialized employment channels for college graduates. Combine the major strategic layout of the country, the construction of modern industrial system, and the innovation and development of small and medium-sized enterprises to create more knowledge-based jobs that are conducive to giving play to the expertise and intellectual advantages of college graduates. Improve the incentive and guarantee mechanism, smooth the growth and development channels, and guide college graduates to the central and western regions, northeast regions, hard and remote areas and urban and rural grassroots employment. Focusing on the rural revitalization strategy, we will serve rural construction actions and grassroots governance, and expand employment space in grassroots education, medical and health care, community services, agricultural technology and other fields. Provide multi-level support such as funds, venues and technology for willing and capable college graduates to innovate and start businesses.
Strengthen the employment service for college graduates. We will improve the employment service system for college graduates with shared resources on campus and off campus, improve the diversified service mechanism, and bring graduates returning from studying abroad into the service scope of public employment talents in time. Strengthen vocational education and employment and entrepreneurship guidance, strengthen employment practice organization, carry out large-scale, high-quality vocational skills training for college graduates, and improve their employability. Implement the normalized employment information service for college graduates, accurately organize online and offline employment service activities, hold special recruitment for industries, regions and majors, strengthen the coordination of policies and services for household registration, job hunting and student status, and improve the efficiency of supply and demand matching. Real-name registration system registration assistance will be implemented for unemployed college graduates who leave school, and the employment assistance mechanism for difficult college graduates will be improved. Strengthen the guidance of the concept of choosing jobs and promoting the positive and rational employment of college graduates. Carry out "the most beautiful grass-roots college graduates" study and publicity activities.
Then, at the specific implementation level, how can colleges and universities provide good employment services for graduates?
Colleges and universities should take the initiative to find a better job.
At the end of 1990s, when the newspaper industry in China was at its peak, Shanghai University of Finance and Economics put the advertisement of "promoting" graduates on the banner of a major newspaper in Shanghai. "Come to the financial election and explore the four seas." With the help of mass media, the school hopes to show more employers the general situation of the school and the characteristics of graduates, help foreign students find jobs more smoothly and expand the school's popularity in other provinces.
With the diversified development of media, the channels for schools to "sell" graduates through media platforms are more diverse and innovative. In 2020, affected by the epidemic, graduates can't participate in offline presentations and double elections as usual. Counselors of the graduating class of Luoyang Institute of Technology act as anchors at home to introduce students' personal information, specialties and comprehensive performance, and use the most popular way of "live broadcast with goods" to let more employers know about students and help them solve employment problems.
Of course, there are also more university leaders, as well as the heads of departments and majors, who choose to take the initiative to visit enterprises and "sell" at home. Colleges in ludong university closely follow the characteristics of disciplines, actively contact employers with high professional matching, collect and publish high-quality employment information suitable for students' development, and actively recommend outstanding graduates. Qianjiang College of Hangzhou Normal University carries out activities such as "the dean comes to your home to apply for a job for you", collects graduates' job resumes and information about prospective job-seeking units, accurately matches supply and demand, and actively recommends college graduates to district governments, industrial parks and employers.
Under the background of the record number of college graduates and the great pressure of job hunting, "proactive attack" has become the key word for colleges and universities to help graduates find jobs. But how can we "sell" graduates to employers with higher success rate?
Promote graduates and do "homework" in advance.
Imagine if a salesperson recommends a product to you, what factors will make you finally decide to buy it? "Is it useful" and "Is it useful?" I believe these are the factors that most people will give priority to.
So what kind of fresh graduates are "useful and easy to use" in the recruitment market? Michaels' follow-up evaluation of X employer in an undergraduate college found that the employer not only matched the major with the requirements of the recruitment position, but also paid more attention to whether the graduates had qualified ability and knowledge structure (63%).
It can be seen that whether the knowledge and skills mastered by graduates can meet the needs of specific jobs is the most direct embodiment of their competitiveness in the job market.
Moreover, different types of employers and different industries have different requirements for the knowledge and ability of the graduates they hire.
Taking X school as an example, through the follow-up evaluation of employers, we can know that state-owned enterprises and private enterprises/individuals are the main types of employers for graduates.
Further analysis shows that state-owned enterprises have higher requirements for "professional norms and ethics" and "hands-on operation ability"; Private enterprises/individuals want new employees to have better "teamwork ability" and "autonomous learning ability", and the graduates of this school still have room for improvement in these aspects.
For another example, the "primary metal manufacturing industry" where X school graduates mainly enter after graduation thinks that the graduates' "industry-related knowledge" and "professional knowledge" are more important, while the employers of "electronic and electrical equipment and computer manufacturing industry" pay more attention to the graduates' "humanities and social science knowledge".
Accordingly, if colleges and universities can do their "homework" well in advance when recommending graduates, and fully demonstrate their advantages in related work ability in a targeted manner, it will undoubtedly help to enhance the competitiveness of graduates in job hunting.
Narrowing the skill gap requires "talking" and "doing".
Successful recommendation of graduates requires not only the "talking" of colleges and universities, but also the "doing" of talent training. Because in fact, we sometimes hear employers complain that there is a "skill gap" between candidates and job requirements. The fresh graduates swear that "I am ready for the new job", but the employer thinks that "they can't meet the job requirements of this position".
From 2065438 to 2009, Michaels tracked and evaluated some employers, and found that employers had a high demand for graduates' "industry-related knowledge" (4.36 points), but their satisfaction was only 86%. Moreover, the skills and abilities that fresh graduates lack not only exist at the professional level, but also may exist in the field of basic work ability. According to the feedback from some employers, employers are not satisfied with the innovation ability (82%), organizational management ability (84%), pressure tolerance, time management ability and information technology/computer ability (all 86%) of today's graduates.
From this point of view, how to bridge the "skill gap" between employers and graduates has become another important issue for colleges and universities to successfully "sell" fresh graduates and attract future "repeat customers".
In order to enhance the competitiveness of college graduates in the job market, Hanover Research Company, a consulting company, has put forward three effective ways, which may be worth learning from domestic universities.
The first is to help students obtain the skills certificates needed for the post. Schools should not only consider which majors have the highest demand for skills certificates, but also consider whether some majors that are not "hot" can improve their competitiveness in the workplace by obtaining skills certificates.
The second is to embed some "hard skills" needed in the workplace into professional courses. For example, with the advent of the digital age, some "liberal arts posts" increasingly require employees to be proficient in computers and skillfully write codes; These are just the key skills that engineers and computer scientists have mastered before. Therefore, schools can help students make up for this "hard skill" gap by offering courses.
The third is to provide students with opportunities to expand their "soft skills". "Hard skills" in workplace competition are very important. In addition, employers also agree that graduates need to improve their "soft skills" such as critical thinking, problem-solving ability and communication ability. Therefore, colleges and universities also need to help students adapt to the changing environment through teaching and practice, learn from work practice, cooperate with others and grow into leaders.
Graduates affected by the epidemic should also adapt to the "upgrade"
In 2020, the sudden outbreak of the epidemic in COVID-19 will bring varying degrees of changes in employment demand to various industries. For example, the recruitment demand of medical care, online education, new retail, Internet services and other industries has soared, which has brought more employment and entrepreneurial opportunities to college graduates. But at the same time, we will also see that the demand for employment in tourism, catering, entertainment, transportation and other industries under the influence of the epidemic has decreased significantly.
In this case, the school can not only actively explore the employment market for graduates, but also guide graduates to adapt to the situation and expand the employment field. For example, schools can guide graduates to know what skills employers need, match their skills with industries less affected by the epidemic, or learn new skills through some online platforms.
The epidemic will eventually pass and people's lives will gradually return to normal. But in this transitional period, some students who are greatly affected may need to make a plan B or even a plan C for their career development. In order to achieve this goal, both schools and students need to work hard for it.
How to solve the employment problem of college graduates during the 14th Five-Year Plan period? 2 When Zhang Ying, director of the Employment Promotion Department of Ministry of Human Resources and Social Security, answered a reporter's question about youth employment at the' policy routine briefing' in the State Council, he said that youth is the most active and dynamic force in the whole society, with great potential for innovation and creation. Promoting youth employment is related to the improvement of people's livelihood, high-quality development and the future of the country. The 14th Five-Year Plan for Promoting Employment not only emphasizes the continuous employment of college graduates, but also explicitly puts forward the promotion of youth employment for the first time and makes separate arrangements.
Zhang Ying said that the overall consideration is to promote youth employment and entrepreneurship through the efforts of both the supply and demand sides and the support of policy services. Specific measures are as follows:
First, focus on creating diversified employment opportunities. Expand employment and entrepreneurship opportunities in new industries, new formats and new models, optimize industrial layout, coordinate regional development and talent demand of key industries, improve human resource demand forecasting, factor allocation and coordinated development mechanism, and support young people to find jobs and start businesses in urgently needed fields.
The second is to enhance the ability of career development. Improve the job-seeking ability through career guidance, increase the guidance of career planning, career experience and job-seeking methods, and enhance the adaptability of young people in the workplace. Through vocational training, improve professional skills, expand special ability training and new vocational training, and replace training with work to enhance the growth of youth employment. Increase practical experience through employment practice, provide more internship opportunities for management and technical posts, and enhance the post competence of young people.
The third is to focus on enhancing the pertinence of employment services. Improve the employment service model that meets the needs of young people, provide employment services such as job introduction according to their employment wishes, and improve the accuracy of young people's job selection. Open up information service channels, organize professional and professional recruitment activities, combine online and offline, and innovate more employment service models such as "live broadcast with posts" that meet the characteristics of young people.
The fourth is to focus on helping difficulties. We will implement the Youth Employment Sailing Plan, provide practical guidance, classified guidance and follow-up assistance for unemployed youth, and guide them to stand on their own feet, enter the market and integrate into society. At the same time, provide employment assistance to some unemployed young people with difficulties and keep the bottom line of employment.
College graduates have always been the most important among young people. For recent college graduates, we have made clear the special employment and entrepreneurship support plan, and constantly expanded the market-oriented and socialized employment channels. For graduates who have not been employed before, they can also get better support through relevant measures and arrangements to promote youth employment.
Zhang Ying said, we will do our best to create conditions for young people to find jobs and start businesses, and help them make contributions to the country, forge ahead and serve the society with their wisdom and talents.