University Graduate Employment Development Annual Survey Report White Paper

2006 Graduate Survey on the Employment Development of University Graduates

College graduates are very important human resources in the talent market. In recent years, with the large-scale expansion of colleges and universities, the number of college students has risen sharply, and the number of graduates has increased year by year, which is followed by graduate employment.

The employment problem of college students has always been the focus of attention in the society, but as the main force to absorb the employment of college graduates: enterprises are more ruthless, and few focus on the enterprises, and consult the graduates of enterprises. View or summarize the hiring of the company. In fact, there is no effective communication channel between graduates and enterprises. The employment standards of enterprises and the selection conditions of enterprise talents are not transmitted to college students in an effective time. The cultivation of college students lacks market orientation. The main body did not play a positive role. Colleges and universities are far behind the requirements of college students and enterprises in guiding the employment of college students, which restricts the smooth employment of graduates.

The “Following the Employment of Chinese University Students” series of public welfare activities is sponsored by the Student Information Consultation and Employment Guidance Center of the National Higher Education Institute of the Ministry of Education, supported by the National Talent Mobility Center of the Ministry of Personnel, and the Vocational Skills Identification and Guidance Center of the Ministry of Labor and Social Security. A national charity event organized by the "College Student Employment" magazine. As one of the contents of this activity, the survey is to understand the most realistic employment situation of college students, to investigate the requirements and needs of graduates, so as to provide relevant and valuable for university graduates, colleges and universities. Information is one of the main purposes of this survey.

Purpose of the survey

The most authentic grasp of the current employment situation of college students, to understand the employment trends of college students in the next few years; the most true grasp of the status quo of recruiting college students, understand the standards of employers, and try to establish a communication and dialogue between graduates and enterprises. Therefore, it can play an active role in providing graduates, providing valuable information for colleges and universities, and promoting employment for students.

Survey method

The survey used both offline surveys and online surveys to collect data simultaneously.

1. Offline investigation

For college students: The student-oriented questionnaire was sent to the university by the “Following the Employment of Chinese University Students” series of public welfare activities.

For enterprises: The main target is the enterprise human resources practitioners. Using the rich offline training of China Net, the enterprise version of the questionnaire is distributed to the human resources practitioners participating in the training.

2. Online survey

In the China Human Resources Development Network, the main site of the “College Student Employment Needs Survey” was released, and the main website of the “College Student Employment Needs Survey” was published on the university's online network. At the same time, the website of China Youth Online, China Education Online, China Outsourcing Network and other websites released surveys. Site address.

Survey time: November-December 2005

Survey respondent

1. 06th college graduates and college students

2, enterprise hr practitioners or corporate middle and senior managers

Survey data

Student information: A total of 3,456 valid materials were collected, of which 1,836 were collected online, 1092 were in Beijing, and 528 were in Guangzhou.

Enterprise hr practitioner or enterprise middle and senior management information: 503

Second, the survey summary

For college students

basic situation

※ graduate

1. The 2006 graduates are not optimistic about the employment situation and lack sufficient confidence in finding suitable jobs.

The survey shows that the 2006 graduates are not optimistic about the employment situation and lack sufficient confidence in finding suitable jobs. Only 20.08% of the surveyed graduates said that “confidence can find a suitable job”; and up to 42.96% of graduates said “Work can be found through hard work”, which shows to some extent that graduates are not confident in finding a job that suits them.

2. The attitude of “first employment and then choosing a job” has become the first choice for most graduates.

The change in employment attitude can reflect the situation of talent supply in the market from one aspect. At present, when college students are more difficult to work, the attitude of “first employment and then choosing a job” has become the first choice for most graduates. 44.21% of the 06 graduates said they would first choose employment after employment. In this respect, the mentality of graduate employment has changed to a large extent. On the other hand, how to attract and retain talents has become an important issue for enterprises after introducing university graduates.

3. Foreign companies are still the most popular employment units in the minds of graduates.

The survey shows that foreign companies are still the most popular employment units in the minds of graduates. Up to 29.85% of graduates said they would use foreign companies as their first choice for employment. Secondly, state-owned enterprises, 25.80% of graduates use state-owned enterprises as their own employment. The preferred unit; government agencies ranked third, accounting for 15.20%. The proportion of graduates who choose the top three types of employment units is close to 70%.

4. The contradiction between supply and demand of regional talents is very serious.

The employment locations chosen by graduates are still concentrated in Beijing, Guangdong, Shanghai and other developed coastal areas. These areas are also the most economically developed areas, while the proportion of the central and western regions is very small. The contradiction between supply and demand of talents is very serious.

※ College students

1. College students show more distrust in employment.

Compared with the graduates of the 06th year, college students showed more self-confidence in their employment views, and said that the proportion of “employment situation is worrying, and they are worried about not finding a job” increases accordingly, which may indicate that college students are facing the future. Employment expectations are even less optimistic.

Because college students have not been pushed to employment immediately, there are still many time to choose to think, so the proportion of students who have a “car to the mountain” will increase rapidly, compared with the 2006 graduates. The proportion rose to 19.91%. The proportion of “confidence and coping with ease” decreased accordingly. Compared with the graduates of the 06th session, the proportion dropped to 8.01%.

2. Foreign companies are still the most popular employment units among college students.

Foreign companies are still the most popular employment units among college students. Compared with the 2006 graduates, the selection ratio has increased to 35.82%. The proportion of government agencies has exceeded that of state-owned enterprises, which indicates that the future "civil servant fever" may continue to heat up.

3. The college students’ first salary expectation is higher than the 06 graduates.

The college students' expectation for their first salary in the future is higher than that of the 2006 graduates. Compared with the 06 graduates, the salary expectation of 3000-4000 yuan has increased significantly, and the proportion of 4,000 yuan or more has increased accordingly. The expectations of college students for their own salary are still quite high.

Employment demand description

1. “Improving my own skills” is the most important way for the 06th graduates to solve the current employment difficulties.

According to statistics, the 2006 graduates believe that the most difficult way to solve the current employment difficulties is to “improve their skills”, followed by “improving their own professionalism”. The two selection factors are related to the college students themselves. This shows that graduates lack confidence in their knowledge and skills in colleges and universities, lack confidence in whether their careers can meet the requirements of the unit, and also indicate that graduates lack confidence in the educational content of colleges and universities.

2, "Lack of understanding of professional knowledge of corporate positions" has become the primary factor plaguing graduates in job hunting

“Lack of understanding of professional job knowledge” has become the primary factor that plagues graduates in job hunting. This shows that graduates and employers lack effective and substantive communication, and there is no channel for mutual understanding between supply and demand.

3. Graduates of the 06th session: The employer is most concerned about the “comprehensive ability” of graduates.

In the eyes of the 2006 graduates, the employer is most concerned about the “comprehensive ability” of graduates, which is far ahead of other conditions; secondly, the employer’s “social experience” that cares most about graduates.

For employers

Status description

1. Most enterprises regard recruiting college students as an important way to enrich their human resources.

According to the survey, most enterprises regard recruiting college students as an important way to enrich their human resources. Most of the companies in which the respondents are located recruit university graduates every year, and occasionally do not recruit college students in one or two years, the proportion is 12.52%.

2. The overall rating of the college students who have already recruited tends to be conservative, and the satisfaction is generally

According to the survey, the ratings of the college students who have already recruited tend to be conservative, and the satisfaction is average. The ratio of “satisfied” to the recruited college students is 11.93%, and the proportion of “general satisfaction” is 47.91%, indicating “general”. The ratio is 29.93%.

3. In 2006, the number of college graduates recruited has a tendency to increase, but the increase is not obvious.

On the whole, the number of college graduates recruited in 2006 has a tendency to increase, but the increase is not obvious. According to the survey, 35.39% of the companies indicated that the number of university graduates recruited in 2006 has increased, 28.03% of the companies indicated that the number of college graduates recruited in 2006 has decreased, and 25.45% of the companies said that the number of college graduates recruited in 2006 is basically not change.

4. Students' requirements for corporate compensation and benefits are still in a high state.

In the view of enterprises, college students' demands for corporate compensation and benefits are still in a high state, and it is considered that the appropriate proportion of salary and benefits required by college students is only about 50%. This shows that there is still a gap between the expectations of college graduates for their first salary and the salary that the company can give to college students. This may cause the company to be unable to recruit people to a certain extent, and the college students will not be able to do business.

Description of Requirement

1. “Students adjust their employment mentality” is the most important way for enterprise human resource managers to solve the current employment difficulties.

Comparing the choices of college students and business people in "solving the current difficulties in the employment of college students", it is found that there is a big difference. In the eyes of business people, the most important thing is to "student adjusts the attitude of employment", while "students improve their professionalism" and "improve students' skills", and in the eyes of students, "improve skills" and "improve professionalism." "It is the most important thing. "Adjusting the mentality of employment" is not the main one.

2, human resources managers: "Lack of understanding of professional job knowledge" is the most important factor plaguing college students seeking employment

In the factors that plague college students' job hunting, corporate people and college students have certain similarities. They all think that "the lack of understanding of professional job knowledge" is the most important factor that plagues college students. Secondly, business people believe that "lack of understanding of society" and "insufficiency of ability" are also the main factors that plague college students' employment, which is different from the choice of college students. College students are more inclined to "lack of job-seeking skills and skills" and "not very familiar with the employment standards of enterprises" is the main factor that plagues them.

3. When recruiting university graduates, the most important things are: comprehensive ability, potential, and morality.

When recruiting university graduates, the most important thing is the “comprehensive ability” of graduates, followed by “potential” and the third is “character”. "Professional skills", "professional achievements", "social experience" and so on are relatively unimportant. This result is very different from what the college students think.

4. The requirements for graduates' abilities and qualifications are: adaptability, professionalism, and morality.

Among the requirements for graduates' abilities and abilities, the first is the “adaptation ability” of graduates, followed by the “professional standards” of graduates, and the third is the “character” of graduates. The biggest difference between this and the graduates' requirements for their own abilities and abilities is that the requirements of the graduates for their “character” are far higher than the graduates’ own requirements for “character”.

5, "first employment, then career choice" or "first choice of employment, after employment": This is a problem

Among the many suggestions for HR to college students, the most recommended is to adjust the employment mentality of graduates. In the suggestion of hr to college students, there are two opposite voices. One is to suggest that college students “first employment, then career choice”, and one is “first job choice, then employment”. The representative proposal is: first employment, then Career. Survival and re-development; the latter's most representative suggestion is: don't report the short-term behavior of first employment and then choose a job, the high turnover rate makes the employer discouraged; at the same time strengthen the professional knowledge and skills to learn and improve.

Analysis of the Status Quo between Graduates and Enterprise Human Resources Supply and Demand

From the comparison of the survey results of college students and enterprises, there are differences in many aspects. The existence of such differences will create a huge gap between graduates and enterprises, resulting in the rational and effective allocation of human resources. For the whole society, it will cause huge manpower waste. At the same time, due to the structural differences between manpower supply and demand, the internal consumption of resources will continue to increase, causing different degrees of loss to enterprises and graduates.

The specific differences can be seen from two aspects of hard and soft conditions.

Hard aspect

1. The number of graduates increases, and it is difficult for college students to find employment.

According to statistics, from 2000 to 2005, the number of college graduates in China was 1.07 million, 1.15 million, 1.45 million, 2.12 million, 2.8 million, and 3.38 million. In 2006, the number of college graduates will reach 4.1 million. The number of graduates is three times that of five years ago. From the number of college graduates surveyed in 2006, the number of college graduates is not in line with the growth of university graduates. Only 35.39% of the companies surveyed said 06 The number of university graduates recruited has increased, and 28.03% of the companies said that the number of college graduates recruited in 2006 has decreased. Therefore, from the perspective of employers, the number of college graduates recruited in 2006 has only slightly increased, far behind college students. The growth of the number of people.

2. The concentration of employment area selection has intensified the contradiction between supply and demand of regional talents.

Regardless of the selection of the employment area for the 2006 graduates, or the choice of the college students for the expected employment area, the same trend is observed: the college students favor the economically developed areas of eastern China such as Beijing, Shanghai and Guangdong. Directly led to the relative surplus of manpower supply in the eastern region; for the central and western regions, the supply of human resources is relatively small, the demand for manpower is relatively insufficient, and the contradiction of regional manpower supply is significant.

3, college students' foreign enterprises, state-owned enterprises, government agencies favor the formation of a new "single bridge" phenomenon

It can be seen from this survey that both college students and graduates of the 06th class are interested in three types of employers: foreign companies, state-owned enterprises, and government agencies, all of which account for nearly 70% of the total employment. The phenomenon of getting together is outstanding, and the foreseeable future is that the "civil servant fever" will continue to heat up.

4, college students' salary expectations still have gaps with enterprises

From the perspective of college students, most of the graduates' salary expectations have been adjusted to 1001-2000 yuan. The college students' salary expectations are slightly higher, and most of them are concentrated between 1001 and 3000 yuan. But what does this expectation look like for the company? From the survey data of enterprises, there are still great differences. Nearly 40% of companies still believe that graduates have higher requirements for corporate compensation.

Soft aspect

1. “Employing after employment” or “employment after employment” is not just a question that college students need to think about.

According to the survey data, whether it is a 06 graduate or a college student, the concept of “employing after employment” has become the mainstream. However, even if this is the case, is this concept appropriate? We can still hear another voice from the advice of the enterprise hr to the university students: "Do not report the short-term behavior of first employment and then choose a job. The high turnover rate makes the employer discouraged; at the same time, strengthen professional knowledge and skills to improve."

2, to solve the problem of employment difficulties, college students and human resources managers have huge differences in views

On the whole, it is difficult to solve college students, and the views of college students and enterprises are very different. College students are more concerned with improving themselves from the level of knowledge, thus having greater competitiveness and winning in the employment competition. However, enterprises have focused their attention on the “student adjustment of employment mentality” and believe that it should be more cognitively solve.

3. “Lack of understanding of the professional position knowledge of the enterprise” has become the primary factor for graduates, college students, and corporate consistency.

Judging from the survey results, college students and enterprises have great consistency in the choice of job-seeking factors for graduates. “Lack of understanding of professional job knowledge” has become a problem for graduates, college students, and corporate consistency. The primary factor in student job search. It can be seen that both students and businesses recognize that they lack effective ways of mutual contact and understanding.

4. What qualities and abilities should graduates have: “Quality” is the biggest difference between college students and enterprises.

The overall comparison between college students and enterprises on the choices of "who should have the qualities and abilities of graduates", the choice of "character" is the biggest difference between the two. Whether it is 06 graduates or college students, morality is ranked very late in them. In the 06 graduates' choice, “character” is the last one. Among the college students, “character” ranks second to last. For the enterprise, the choice of “character” is second only to “professional level” and “communication ability”. The formation of this kind of difference deserves our consideration: In the end, how should the value orientation of college students become talents?

5, "the combination of ability and political integrity" is the permanent standard of enterprise employment

Comparing the choices of college students and enterprises, we can find that, in addition to the "comprehensive ability", the views of enterprises and college students are the same, and there is no agreement in other aspects. In the choice of the difference between the two, if the college students do not have a clear understanding, they may have some distortions in the direction in which the university students develop their own time in school, and finally make themselves not meet the requirements of the employer. There are two aspects worth mentioning: First, when companies choose graduates, the ratio of choosing a school with a degree in graduate education is very small. However, the reality seems to be that enterprises are very concerned about the conditions of graduates. This is a very interesting contradiction. Second, enterprises pay more attention to the “character” of graduates than graduates pay more attention to their “character”. It can be seen from the above that the criteria for selecting a company is actually very simple: both ability and political integrity are available; and graduates are more inclined to show the aspect of “caliber”, while the emphasis on “de” is insufficient. [The first paradigm § network to organize the article, the copyright belongs to the original author, the original source. 】

III. Conclusions and recommendations

The purpose of this survey is mainly to understand the current employment situation of college students and the status quo of recruiting college students by employers, and then compare the similarities and differences between the two, to find the main factors affecting the employment difficulties of college students and to solve the employment difficulties of college students, so that to some extent To help college students understand themselves more realistically, and to clarify the direction in which they need to work hard to promote the employment of college students.

1. Conclusion

1.1 The graduates of the 06th year have insufficient confidence in employment and are not optimistic about the employment situation. The employment confidence of college students is relatively insufficient, indicating that the proportion of employment situation is relatively high.

1.2 The employment of college students in employment areas, the nature of employment units on the choice of structural contradictions, the expected salary is still higher than the company's expectations.

1.3 “Employing after employment” has become the mainstream concept of college students, which may lead to employers recruiting college students to become “marriage for others”. Employers may tend to be more conservative when recruiting college students.

1.4 There is a lack of long-term and effective communication between college students and employers. The college students have great differences with the enterprises themselves in terms of the selection criteria of the recruiting units and the job knowledge of the employer's recruitment positions.

1.5 College students pay more attention to the improvement of knowledge and ability. “Morality” is the corner for college students to forget. For employers, “the combination of virtue and talent” has always been an important criterion for recruiting talents. In these respects, there are serious differences between college students and employers.

2, suggestions

After investigation, it is found that the difficulty of college students' employment is not caused by one aspect or two aspects. From the survey, it can be seen that the society, employers, universities, government and college students themselves have caused different degrees of impact on the employment difficulties of college students. .

2.1 University Enrollment: Rational use of this double-edged sword

The rapid expansion of college students directly caused a sharp increase in the number of graduates. The main unit that originally accommodated college students’ employment could not expand jobs as much as colleges and universities, and their growth was disproportionate. How to coordinate the relationship between the two is still a problem to be solved. From the results of the survey, this seems to be a superficial phenomenon. The deep reason is that the society has not yet guided the employment of college students.

2.2 Solving the problem of structural employment is the key

More people think that the problem of solving the difficulty of college students' employment is to adjust the employment mentality of college students. From the survey results of college students, college students have similarities in the choice of employment areas and the nature of employment units. High pay, foreign companies or government agencies are still the first of most graduates, but the reality is that the proportion of college students who can achieve this desire is actually very small, so many college students are vying for few positions and neglecting Other positions, which may be a very important reason for college students' employment difficulties, and the rapid growth of education costs may be one of the real reasons behind this phenomenon.

Just as the same company recommends college students, since you can't change the established reality, you can only adjust your employment mentality first. Don't focus too much on choosing employment areas, the nature of employment units, salary expectations, etc. It is best to expand your employment choices appropriately. .

2.3 The change of employment concept should be cautious and morality should not be left out

Comparing the understanding of college students and enterprises on the employment concept of college students, it can be seen that if college students simply choose to “employ after employment” and “employment after employment”, it is not necessarily a very suitable employment concept. There has been a reaction there. And what kind of employment concept to establish is still a question worth exploring.

However, when college students are employed, the coldness of morality is even more obvious. Under the background of today's society, the great change of the value orientation of college students is worthy of deep thought and should attract considerable attention.

2.4 Establish a smoother and more effective communication channel between college students and employers

A prominent phenomenon in the survey is that college students do not understand the employer, and the talent requirements of the employer cannot be smooth and effective for the students to understand. This lacks communication. It seems that we see such a phenomenon: colleges and universities have their own system in cultivating college students, and this system has little contact with the units that recruit college students. Colleges and universities to train college students according to their own ideas and requirements, in fact, there is a lack of understanding of how to train college students to help them better employment. The establishment of a talent-based training system based on demand is the fundamental solution to the difficulty of college students' employment.