"Fourteenth Five-Year Plan" period how to solve the employment problem of college graduates
"Fourteenth Five-Year Plan" period how to solve the employment problem of college graduates, into the 2020s, the sudden outbreak of new coronary pneumonia epidemic to various industries to bring different degrees of The demand for employment has changed. This brings more employment and entrepreneurial opportunities for college graduates. But at the same time will also see, the epidemic impact of tourism, catering, entertainment, transportation and other industries, employment demand significantly reduced.
How to solve the employment problem of college graduates in the "14th Five-Year Plan" period1Broaden the market-oriented socialized employment channels for college graduates. Combined with the layout of the country's major strategies, the construction of modern industrial systems, and the innovative development of small and medium-sized enterprises, we have created more knowledge and technology-based jobs that are conducive to giving full play to the expertise and intellectual strengths of college graduates. Improve incentive and guarantee mechanisms, smooth growth and development channels, and guide college graduates to employment in the central and western regions, the northeast, arduous and remote areas, and urban and rural grass-roots level. Focusing on the strategy of rural revitalization, serving rural construction actions and grass-roots governance, expanding employment space in grass-roots education, health care, community service, agricultural technology and other fields. Provide multi-level support in terms of capital, venues and technology for college graduates who have the will and ability to innovate and start their own businesses.
Strengthen employment services for college graduates. Improve the employment service system for college graduates with the collaboration of resources inside and outside the school, improve the diversified service mechanism, and promptly include the returned graduates into the scope of public **** employment talent services. It has strengthened career education and guidance on employment and entrepreneurship, increased the organization of employment internships and apprenticeships, and carried out large-scale, high-quality vocational skills training for college graduates to improve their employability. It implements regular employment information services for college graduates, accurately organizes online and offline employment service activities, holds industry-specific, regional and professional special recruitment sessions, strengthens policy and service synergies among the places of domicile, job-seeking and schooling, and improves the efficiency of matching supply and demand. A real-name system has been put in place to help unemployed college graduates, and an employment assistance mechanism for college graduates in difficulty has been improved. It has strengthened guidance on career choice and employment concepts, and promoted active and rational employment among college graduates. The first thing you need to do is to get your hands on a new pair of shoes or boots.
Then, specific to the implementation of the level, how can colleges and universities provide good employment services for graduates?
Higher education initiative, employment better
In the late 1990s, in the most prosperous period of China's newspaper industry, Shanghai University of Finance and Economics, the "sales" of graduates of the advertisements to do a major newspaper in Shanghai on the column. "Come to the University of Finance and Economics to select materials, go to the four seas to open up." Schools hope to use the power of the mass media to more employers to show the overall situation of the school and the characteristics of the graduates, on the one hand, to help foreign students more successful employment, on the one hand, but also to expand the school's visibility in the provinces.
Along with the development of media diversification, the school with the media platform "marketing" graduates of the channel is also more diverse and innovative. 2020 by the epidemic, the graduates can not participate in the usual offline seminars, double-selection, Luoyang Polytechnic graduation counselor at home as an anchor, introducing students' personal information, specialties and comprehensive performance, and so on. Personal information, specialties and comprehensive performance, with the most popular "live with goods" way to let more employers understand the students, to help students solve the employment problem.
Of course, there are more university leaders, as well as faculty and professional leaders, who choose to actively visit companies, door-to-door "sales". The main reason for this is the fact that the company's website has been so well received by the public, that it has been able to provide the best possible service to the public. The company's main goal is to provide the best possible service to its customers, and the company has been able to provide a wide range of services to its customers.
In the context of a new record number of college graduates and greater pressure to find jobs, "proactive" has become the key word for colleges and universities to help graduates find employment. But how can we have a higher success rate in "selling" graduates to employers?
Promoting graduates, do your homework in advance
Imagine a salesperson recommending a product to you, what factors will make you decide to buy it? "I believe these are the factors that most people would prioritize if a salesperson were to recommend a product to you.
So what kind of fresh graduates are "useful and good" in the job market? The tracking evaluation by McIntosh of X employers in an undergraduate college found that in addition to the matching of majors and job requirements (64%), employers also valued whether graduates had qualified competencies and knowledge structures (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 reflection of their competitiveness in the job market.
Moreover, different types of employers and different industries have different knowledge and ability requirements for graduates.
Taking X-school as an example, through the tracking evaluation of employers, it can be seen that state-owned enterprises and private enterprises/individuals are the main types of employers for graduates.
Further analysis reveals that state-owned enterprises have high requirements for "professional norms and ethics" and "hands-on ability", while private enterprises/individuals expect new employees to have better "teamwork ability" and "self-discipline". "Private companies/individuals expect new employees to have better teamwork and independent learning abilities, and there is still room for improvement in these areas.
For example, the primary metal manufacturing industry, where X-school graduates mainly enter after graduation, considers that graduates' "industry-related knowledge" and "professional knowledge" are of high importance, while "electronic and electrical engineering" are of high importance. For example, in the primary metal manufacturing industry, which is where most of the graduates go after graduation, "industry-related knowledge" and "specialized knowledge" are considered to be of high importance, while employers in the electrical, electronic, instrumental and computer manufacturing industry place a higher value on "knowledge of humanities and social sciences".
Accordingly, if universities can do their "homework" in advance when promoting graduates, targeting and fully demonstrating the strengths of their graduates in the relevant work capacity, it will undoubtedly help to enhance the competitiveness of graduates in their job search.
Bridging the skills gap, will "say" more to "do"
Successful recommendation of the graduates not only need to colleges and universities "will say", more importantly, "will do"
The successful recommendation of the graduate
Successfully recommending graduates not only requires universities to "know how to say", but more importantly, to "know how to do" in talent development. The reason is that we actually hear employers complain from time to time that there is a "skills gap" between applicants and job requirements. Fresh graduates swear, "I'm ready for a new job," while employers say, "They can't meet the job requirements of the position.
A 2019 McKesson tracking evaluation of selected employers found that employers' demand for graduates' "industry-related knowledge" was high (4.36 points), but only 86% were satisfied. Moreover, the skills and abilities that fresh graduates lack may not only exist at the professional level, but also in the field of basic work ability. According to the feedback from some employers, employers are satisfied with today's graduates' "innovation ability" (82%), "organization and management ability" (84%), "stress tolerance ability", "time tolerance ability", "time management ability", "time management ability", "time management ability", and so on. "Employers' satisfaction with today's graduates' "innovation skills" (82%), "organizational management skills" (84%), "stress tolerance", "time management skills" and "IT/computer skills" (all 86%) is relatively low.
It seems that bridging the skills gap between employers and graduates is another issue that needs to be addressed in order for HEIs to successfully 'sell' their graduates and still attract repeat business in the future. "
In order to enhance the quality of the work, we will need to develop the skills of the employers and the graduates.
In order to enhance the competitiveness of college graduates in the job market, the consulting firm Hanover Research has proposed three effective ways that may be worthwhile for Chinese universities to learn from.
One is to help students obtain certificates in the skills needed for their jobs. Schools need to consider not only which majors have the highest demand for skills certificates, but also for some not-so-hot majors, whether they can enhance their competitiveness in the workplace by obtaining skills certificates.
The second is to embed some of the "hard skills" needed in the workplace into the professional curriculum. For example, with the advent of the digital age, some "liberal arts positions" increasingly require employees to be proficient in computers, skilled in writing code; and these used to be only engineers, computer scientists to master the vital skills. So schools can help students bridge this "hard skills" gap by offering programs.
Third, provide students with opportunities to develop their "soft skills". While hard skills are important to compete in the workplace, employers also agree that graduates need to improve their critical thinking, problem solving, communication skills, and other soft skills in the workplace. So colleges and universities need to help students adapt to the changing environment through teaching, practicing, learning from work, working with others, and growing as leaders.
Epidemic affects employment, and graduates need to adapt to the "upgrade"
Into 2020, the sudden outbreak of new coronary pneumonia has brought varying degrees of changes in hiring demand in various industries. For example, healthcare, online education, new retail, Internet services and many other industries have seen a surge in recruitment demand, which has brought more employment and entrepreneurial opportunities for college graduates. But at the same time, we will also see a significant decrease in hiring demand in industries such as tourism, food and beverage, entertainment, and transportation under the impact of the epidemic.
In this case, the school can not only take the initiative to develop the employer market for the graduates, but also need to guide the graduates to adapt to the situation, to expand their own employment field. For example, schools can guide graduates to identify the skills that employers need, match their skills to industries that are less affected by the epidemic, or learn new skills through online platforms.
As the epidemic passes, life will gradually return to normal. But during this transition period, it may be necessary for some of the more affected students to develop a good plan B, or even plan C, for their career development. In order to achieve this goal, both schools and students need to work towards it.
How to solve the employment problem of college graduates during the "14th Five-Year Plan" period2Zhang Ying, director of the Department of Employment Promotion of the Ministry of Human Resources and Social Security, answering a reporter's question about youth employment at the State Council's 'Policy Routine Blowout Session', said that young people are the most active and energetic force in the whole society, and their potential for innovation and creation is huge. The potential for innovation and creativity is enormous. 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" Employment Promotion Plan emphasizes the employment of college graduates, but also for the first time explicitly mentioned the promotion of youth employment, and made a separate deployment arrangements.
Zhang Ying said that the overall consideration is to promote youth employment and entrepreneurship through the supply and demand side of the force, policy and service support, multi-channel. Specific initiatives are as follows:
First, efforts to create diversified employment opportunities.
Expanding employment and entrepreneurship opportunities in new industries, new business forms, and new modes, docking the optimized layout of industries, coordinated regional development, and the talent needs of key industry enterprises, and improving the mechanism of human resources demand forecasting, factor allocation, and synergistic development, to support young people's employment and entrepreneurship in the areas of urgent and scarce needs.
The second is to enhance the ability of career development. Enhance job-seeking ability through career guidance, increase career planning, career experience, and guidance on job-seeking methods, and enhance youth's adaptability in the workplace. Through vocational training, improve professional skills, expand special ability training, new vocational training, training by work, enhance the growth power of youth employment. Through employment apprenticeship to increase practical experience, to provide more management and technical positions of apprenticeship opportunities, to enhance the youth's job competence.
Thirdly, we will strive to enhance the relevance of employment services.
Improving the employment service model to meet the needs of young people, providing employment services such as job referrals in accordance with their employment wishes, and improving the accuracy of their choice of employment. The company's information service channels are open, and it organizes and carries out industry-specific and professional recruitment activities, combining online and offline, as well as innovating more employment service modes such as "live broadcasting" that meet the characteristics of young people.
Fourth, we will strive to do a good job of helping people.
The implementation of the Youth Employment Sailing Program, the unemployed youth to carry out practical guidance, classification guidance and tracking help, to guide them to self-reliance, enter the market and integrate into society. At the same time, the unemployed young people in some difficulties to provide employment assistance, to cover the bottom line of the employment.
College graduates have always been the most important of the youth group, the fresh graduates of colleges and universities, the "Plan" clear special employment and entrepreneurship support programs, and constantly expand market-oriented, socialized employment channels. And for former unemployed graduates, they are also able to get better support through initiatives and arrangements related to the promotion of youth employment.
Zhang Ying said, we will do our best to create conditions for youth employment and entrepreneurship, and help them contribute to the country with their intelligence and serve the society with their pioneering efforts.