First, the challenges faced by the 2009 graduates in employment
With the advent of the financial crisis, the employment problem of college students, which was difficult to return, has become more serious: on the one hand, the number of college graduates nationwide in 2009 exceeded 665,438+million, and these fresh graduates urgently need employment; On the other hand, many employers cut or even cancel campus recruitment plans, resulting in a serious imbalance between supply and demand of human resources, and graduates' employment faces the coldest "winter", mainly in:
1, from the national macro perspective:
(1) The number of graduates reached a record high in 2009. Due to the continuous enrollment expansion of the country, the number of graduates has been growing rapidly, and the number of graduates to be employed is huge. Today, when the financial wave is sweeping and the economy continues to slump, the employment task of college students in 2009 is very arduous; (2) The growth of the national economy has slowed down, and the demand for new labor has been greatly reduced. Affected by the global financial crisis, it is predicted that China may face economic slowdown, export reduction, fiscal contraction, shrinking foreign exchange reserves and increasing unemployment in the next few months or even a long time. (3) The introduction of the labor contract law and other relevant employment security policies will not only further improve the norms of labor relations in China and protect the legitimate rights and interests of employees, but also lead employers to be more cautious in hiring employees.
2. From the perspective of the employer:
(1) The global economic depression caused by the global financial crisis has led to a decline in consumer demand and investment demand, resulting in a sharp drop in the demand for new labor, which has led to many companies cutting or even canceling their recruitment plans. Some colleges and universities that focus on economic management will be hit harder because of the limitation of their majors. (2) Many employers have more or less misunderstandings when choosing college students, mainly including: First, higher academic requirements. Today, with the emphasis on ability determining the future, education is still regarded as a stepping stone to finding a job. From the talent supply and demand exchange meetings held in various places in the second half of this year, as well as the autumn campus job fairs and special job fairs held by our school, we can see that despite the economic downturn, some well-known employers have provided certain employment plans for the purpose of "talent reserve", but the threshold for enterprises has increased and the treatment has decreased, but the changes can still be clearly felt. Second, there is gender discrimination. Female college students are obviously at a disadvantage. Because of physiological factors, marriage factors, achievement motivation, maternity insurance premium, labor protection expenses of female employees and other factors, the future work cost of female college students is higher than that of male college students. Therefore, when recruiting some positions, employers are more inclined to men. Third, the geographical discrimination of students. Considering the close relationship between their business and the local area, many employers hope to recruit college students who are familiar with local dialects, customs and even have a certain interpersonal network. When selecting talents, local talents are given priority. Fourth, pay too much attention to work experience. The impact of the financial crisis makes it difficult for employers to give new employees long-term internships and training as before. From the perspective of cost, they are more willing to hire candidates who have relevant work experience and can work directly; (3) The promulgation of the Labor Contract Law and the Employment Promotion Law has increased the cost of employers and protected the legitimate rights and interests of vulnerable employees. This means that employers are more cautious in recruitment, and generally rarely or not consider increasing recruitment plans when the situation is unclear and the demand is not urgent.
3. From the students' point of view:
(1) hardware is missing. With the impact of the financial crisis, graduates must have enough "hardware" to find their favorite jobs. That is, education, grades, knowledge level, practical experience, practical ability, etc. At present, a considerable number of students lack sufficient understanding of professional knowledge, low theoretical literacy, weak practical ability and lack of necessary social practice; (2) Lack of "software". Besides the necessary "hardware", graduates also need some "software". For example, adaptability, interpersonal skills, emotional control, time management, employability and so on. These abilities play a very important role in finding a job; (3) Graduates' employment concept lags behind, and they are blindly optimistic or pessimistic, and there are still deviations in job selection, values and outlook on life. This not only affects the employment rate of our graduates to a certain extent, but also makes some graduates miss the "best" employment opportunities; (4) The impact of the financial crisis makes some graduates plan to delay employment, expecting to find a good job after the crisis. As we all know, on the one hand, not getting employment in time makes the immediate investment lose all its blood, on the other hand, it also wastes its advantages as a fresh student.