"Looking for employment" and "worrying about recruiting", where are the breakpoints

  Editor's note

  Accompanied by the rush of college graduates, the 2022 job search season is coming.

10.76 million post-95s and post-00s college students will usher in an important decision in life.

  In the context of the impact of the new crown pneumonia epidemic has not yet dissipated and the pressure on the job market has increased, how can graduates be able to find their place, feel at ease, and enjoy their jobs?

The Party and the government attach great importance to it, and all sectors of society make concerted efforts - the State Office issued the "Notice on Further Doing a Good Job in the Employment and Entrepreneurship of College Graduates and Other Youth"; the Ministry of Human Resources and Social Security and other departments launched the recruitment plan for one million employment trainee positions; education The Ministry of Education has launched a national special campaign for college secretaries and principals to visit enterprises and promote employment; colleges and enterprises from all over the country coordinate and coordinate, and conduct employment promotion weeks and other activities in an orderly manner... Bringing together strengths and promoting employment together, the "employment priority strategy" has been steadily implemented in practice.

  As the key players in cultivating talents and promoting employment, how can universities and enterprises go both ways to make joint efforts for smooth employment channels?

How to form a long-term mechanism so that it is no longer difficult for talents to apply for jobs and enterprises to find talents?

Starting today, this newspaper has launched a series of reports on "Collaboration between Schools and Enterprises to Promote Employment", and dispatched reporting teams to enter colleges and universities, enterprises, and graduate groups to understand difficulties, listen to their demands, show good practices, and seek real countermeasures, in order to promote high-quality college students. Find ways to find jobs and build bridges.

  This graduation season, let us go hand in hand to pursue our dreams tomorrow...

  Entering May, Li Si, an undergraduate graduate of a university in Beijing, has reached a "critical stage" in his employment.

  This past spring, she waited for an unsatisfactory postgraduate entrance examination result, and the sudden epidemic affected the rhythm of her job search.

Today, she sits attentively in front of the computer every day, sifting through corporate information and submitting resumes.

"It's not easy, but there are still opportunities, and we must grasp them carefully."

  Li Si is an ordinary member of the army of college graduates this year.

  Statistics show that there are 10.76 million college graduates in my country this year, both in scale and increment, hitting a record high.

At the same time, affected by the international epidemic, the number of overseas students returning to China for employment in the past two years has also continued to increase.

  How to win an "employment defense war" involving millions of college graduates?

  The "employment priority strategy" has been implemented, and the policy "gift package" has frequently helped: ten departments including the Ministry of Human Resources and Social Security have launched a plan to recruit millions of employment trainee positions; the Ministry of Education has launched a national special campaign for college secretaries and principals to visit enterprises and promote employment; employment promotion Weekly and other activities are held in succession in various places...

  The reporter visited and found that the demand for talents from employers still exists in large quantities, but between supply and demand, the breakpoints need to be bridged: graduates with different degrees, the "two ends" are popular and the "middle" is cold; employers in different industries, some have one post It is hard to find, and some people are not interested; even the same student and different job hunting time, the probability of getting an "offer" is very different.

  One is "looking forward to employment" and the other is "worried about recruiting".

Why did the problem arise and how to make up for the breakpoint?

Reporters have done extensive research to find answers.

  Graduates: "Two ends" are popular and "middle" is cold

  Since the Spring Festival, Li Si has already posted more than 100 resumes on the Internet.

"I have also participated in online interviews with several companies, and I am not satisfied." For her first job, she has a "small goal": an administrative position, stable pay, and no business trips.

  This is precisely the most scarce job on the job market this year.

  Among the 100 occupations with the "most shortage of workers" in the country in the fourth quarter of 2021 released by the Ministry of Human Resources and Social Security, 43 belong to "manufacturing and related personnel"; the top 10 occupations are all salespersons, restaurant waiters, car workers, etc. , the job-seeking intention of many college graduates does not match this.

  Different from the mismatch between expectations and job supply faced by Li Si, Liu Cheng, a graduate of a university in Jiangsu, has always felt that he "missed the opportunity".

  Liu Jincheng, who graduated with a major in machinery manufacturing and automation, has a "good card" in his hand, but he has missed the autumn and spring recruits because of his persistence in postgraduate entrance examinations.

By the time he got out of the frustration of failing the postgraduate entrance examination, the larger employers in the industry had already completed their recruitment.

  "Enterprise school recruitment is divided into autumn and spring recruitment, which are carried out from September to November and March to May of the following year. Generally speaking, large-scale and high-quality enterprises have completed their recruitment plans in the autumn recruitment season. "Zeng Hua, the head of a chip company in Wuhan, clearly felt that "students are not very active" when recruiting in the autumn. "Many people are preparing for exams such as college promotion and postgraduate entrance examinations, and they have no time to find jobs."

  The reporter's visit found that in addition to the mismatch between job seekers' expectations and job supply, and the mismatch between corporate recruitment and students' job-seeking time, the phenomenon of "two ends" of job seekers with different educational backgrounds in this year's job market has become more and more prominent: the phenomenon of "cold" in the "middle" of job seekers with different educational backgrounds has become more prominent: Ph.D. from a well-known university Students, graduates of technical colleges, and high-quality vocational education undergraduates are quite in demand, while undergraduates and even masters students from ordinary colleges and universities with the largest number of graduates are relatively difficult to find jobs.

  Li Qiang, executive vice president of Zhaopin Recruitment, observed that the signing rate of graduates from colleges this year has risen by 5 percentage points against the trend, surpassing that of ordinary undergraduates.

On May 7, Hainan issued a "Hero Post" for doctoral talent recruitment: the first batch of 1,316 doctoral talent-demand positions, with an average annual salary of about 350,000 yuan, and the highest annual salary of 1 million yuan.

  Wu Xuemin, secretary of the Party Committee of Nanjing Polytechnic University, said that up to now, 68.44% of the first batch of 2-year undergraduates enrolled at the starting point of the college have been employed, with an average annual salary of more than 90,000 yuan.

  Employers: "I see a lot of resumes, but I don't know what to do after taking the job"

  Several sets of desks and chairs, a mobile phone, and a thick stack of recruitment materials. In the live broadcast room of a company in Beijing, recruitment anchor Liu Yilu is busy connecting. Under the epidemic, online recruitment has become a new trend in recruitment.

  However, after participating in many online recruitments, Lin Jing, the deputy general manager of personnel in charge of a technology company in Nanjing, believes that "there seems to be a wall in the middle": "We can't understand the students in an all-round way, and the students can't go to the scene to feel the atmosphere of the company, which affects the" Double select' effect."

  It's not just changes in the form of recruitment that separate job seekers from employers like a wall.

  The reporter visited the enterprises and found that while some positions were shrinking, many small and medium-sized enterprises, emerging business formats and traditional manufacturing industries, central and western regions and grassroots enterprises still had a shortage of employees.

Affected by factors such as regional cognitive bias, poor information communication, and lack of ability of job seekers, such enterprises often "can't seek talents" and fall into the situation of "difficulty in recruiting".

  At the same time, how to "spot" talents through resumes and interviews is also a difficult problem faced by enterprises.

  "I see a lot of resumes, but I don't know what to do after taking a job." Many corporate respondents said with emotion that some graduates' academic qualifications, majors, and even internship experience meet the employment requirements, but only after they took up the job did they find that there was a big gap in practical ability.

  In this regard, Li Changan, a professor at the National Institute of Opening-up at the University of International Business and Economics, analyzed: On the one hand, the recruitment conditions of employers cannot match personal expectations, and ultimately they cannot find candidates; on the other hand, there is a gap between the ability level of job seekers and job requirements. , can only stay away.

  The recently widely concerned "monthly salary of 14,000 yuan cannot recruit mechanical students" is an example.

According to reports, the "can't recruit" is because the company's favorite talents have already been signed and locked in advance by other "big factories" with higher wages, and the manufacturing company that offers a monthly salary of 14,000 yuan has "made a lot of determination".

A comment said: "Some manufacturing companies in China need to update their market concepts in a timely manner and view manufacturing talents in a correct way."

  Bridging the Breakpoint: Schools and Businesses Are Important Two Ends

  The reporter found that in the face of fierce job-seeking competition and the evolving employment situation, some college students struggled to cope.

  "Fresh graduates have obviously lagged behind the rapid changes in the job market and their understanding of pricing." Many recruiting companies and service platforms reported that in order to avoid contradictions, many graduates made delayed decisions on career choices.

  "Learn to improve concentration and self-control, and improve job search efficiency within unit time," said Chang Meng, director of the Boss Direct Employment Research Institute.

  "Many graduates still can't find the feeling of finding a job." Liu Mengran, an instructor at a college employment center in Shaanxi, found that when a student had an online interview for the first time, he turned on the camera while wearing a cartoon sweater.

When I saw the HR dressed in formal clothes on the screen, I was "in a circle" and "confused and ended the interview".

  She also often finds that students "put a resume in the world": "I don't know the job-hunting company, I don't know my own advantages, and I don't know where a good 'chemical reaction' can occur between the two, so the success rate is naturally greatly reduced. ." She believes that in the face of the new employment situation and recruitment form, college students urgently need to improve their "job-seeking ability".

  "I heard that some classmates got a higher salary than this, why can't I?" Lin Jing often hears such demands in recruitment.

He said that graduates should establish a good mentality of "employment depends on both the present and the long-term": "Everyone has different abilities and positions, and ignores comprehensive factors such as industry prospects and room for growth. It makes a lot of missed opportunities.”

  More interviewed experts said that on the long road to job hunting, the confusion faced by graduates cannot be solved only by personal search. Schools and enterprises should also become the main body to solve difficulties and rescue - and the effort is not only in the present, but also in peacetime.

  "Especially in the context of the rapid development of emerging industries, the professional setting and knowledge and skills training of schools often lag behind the pace of industry iteration, the connection between theory and practice is insufficient, and there is a breakpoint between school training of talents and enterprise acceptance." Wang Xinyu, a professor at Beijing Union University, believes that "colleges and enterprises must make efforts in both directions, so that students can acquire real skills, so as to break the obstacles on the road to job hunting and even growth."

  (Our reporter Deng Hui, Li Xiao, Chen Zhiyin)

  (Some respondents use pseudonyms)