Let's look at such a set of data, 200 1 year,1140,000; In 2002, 654.38+0.45 million; 265,438+200,000 in 2003; In 2004, 2.8 million; In 2005, 3.38 million; 4 1.3 million in 2006; In 2007, 4.95 million; In 2008, it was 5.59 million ... until 20 12, 6.8 million, which is the statistics of the number of college graduates in China. The current recruitment market can be summed up in four words-"a drop in the bucket". For many undergraduates who compete with masters and returnees, it is tantamount to taking charcoal from the fire and naturally causing social problems. Employment difficulty is not a new topic. According to relevant data, nearly 50% of people are forced to change careers because they can't find jobs every year, and what's more, they are unemployed at home. Let alone the lagging development brought by the idle national talent resources, it is also a big test for the psychological endurance of college students who are not deeply involved in the world, which not only affects their employment enthusiasm, but also causes "useless learning", and the harm to social harmony cannot be underestimated.
Does the oversupply of human resources mean that the recruiter has absolute initiative? Small and medium-sized enterprises have said that they can't recruit people if there are vacancies. Such enterprises often have the following characteristics: low basic salary, limited development prospects, and internal management needs to be standardized. At various job fairs, it is not surprising that it is difficult for enterprises to attract job seekers because of their lack of competitiveness, but many large enterprises also say that candidates who spend a lot of energy and material resources often attract worthless employees and become a burden for enterprises.
On the one hand, the company wants to spend the least money, hire the best people and do the most work, on the other hand, the applicants want to find jobs with good pay, good environment, less working hours and less pressure, so the contradiction between the recruiting unit and the employees becomes public.
So, what causes the current situation of China recruitment market to be so embarrassing and passive? Simply put, there are four points:
1. There are disadvantages in the higher education system.
At present, most enterprises also attach great importance to the mastery of knowledge. The more ordinary employees pay attention to knowledge ability-in addition to professional knowledge, there are language ability, numerical ability, analytical and statistical ability and learning.
Learning ability and so on. However, the school's investigation only stays in the mastery of book knowledge, and tends to be a formal internship, but it is often ignored by students.
Facing the all-round talents needed by enterprises under the influence of market economy, higher education must reform teaching concepts and specialty settings; We should clearly realize that we can't run schools according to our own ideas and ignore social needs; It is necessary to completely change the mode of only instilling knowledge, ignoring talent training, paying attention to students' grades and ignoring comprehensive quality. For unqualified talents, it is necessary to communicate with major enterprises, find and solve problems in time, and then export talents.
2. Undergraduates' career expectations are too high. The cost of higher education for college students' families is higher. The ideal of most students with higher education is to find a job with decent environment and high income. However, such jobs are few after all, and the speed of promotion is far less than that of fresh graduates exported by major universities every year.
Moreover, the ranking thought that has permeated for more than ten years is also reflected in the process of college students' employment. They habitually compare with each other, thus raising the expectation of job hunting again. In fact, it is not difficult for college students to find jobs now. The difficulty lies in refusing low salaries. Nowadays, college students are the apple of their family's eye, and their living expenses are sufficient. When they are employed, their basic salary and living expenses are almost the same, they will find it hard to accept. Therefore, various reasons, such as low mentality, impetuous employment mentality, blind pursuit of big cities and large enterprises, have caused the dilemma of preferring unemployment or postgraduate entrance examination to low positions, and also caused the hoarding and waste of talents and labor.
Third, the recruitment method is difficult to comprehensively evaluate the quality of talents.
First of all, when selecting talents, enterprises attach the most importance to past work experience, and regard past experience as an important factor to evaluate whether job seekers are qualified for new jobs. I have to say that this is very unfair to college graduates who have just left society. After studying hard for four years, the employment conditions are not as good as those of a high school diploma but have four years of work experience.
Secondly, the assessment method is too simple, and the short interview process can't reflect a person's comprehensive quality at all. In other words, excellent presentation skills do not necessarily mean that candidates have the required skills. Not all positions are marketing, especially some technical departments that are not open to the outside world. It is impossible to complete the work well by relying on excellent presentation skills.
In addition, at present, enterprises in China pay more attention to employees' professional knowledge and less attention to psychological tests. In the selection of management, less than one-third of candidates will take psychological tests, and only 18.09% of ordinary employees will take psychological tests. The consequence of this is often to apply for three kinds of people: their
One, a nerd with high scores and low energy. Excellent academic performance, various academic medals are fruitful, but unfortunately, work and book knowledge learning are completely different models, and the result is naturally disappointing. Second, a boastful speaker. Such people are often good at persuading others, but lack real talents. Third, impetuous people who lack the ability to adapt. It often takes three minutes to do things, so you can't keep your initial passion for work for a long time, and you are easy to retreat when you encounter difficulties. Fourth, full of the concept of superiority. Maybe he is excellent, but such people are often self-centered, have no team spirit, can't listen to other people's suggestions and criticisms, and it is difficult to work with others. Enterprises do not have a complete testing system when selecting candidates, which is a common problem in enterprise recruitment at present.
Fourth, the supply and demand sides of talents failed to build a good platform.
Recruitment and employment is a dynamic process, and the government is the backbone to maintain a dynamic balance. In order to solve the platform problem between the supply and demand sides of talents, the state should establish a more efficient and pragmatic talent intermediary organization instead of a formal file repository, and advocate the use of modern network technology to open official perennial talent recruitment fairs to provide a better platform for talent exchange. In addition, the state should adopt policies such as publishing urban employment rankings to encourage major cities to create smooth employment channels.
Of course, the analysis of everything has its two sides, and the contradiction between employers and job seekers is both harmful and beneficial. Obviously, because the success rate of docking between enterprises and talents is too low, social resources are wasted and economic losses are caused. But from another perspective, it is also the embodiment of social progress. It is precisely because of the mutual accusation between enterprises and talents that both recruiters need to change themselves, improve themselves and adapt to each other, instead of being demanding and demanding blindly. Both enterprises and individuals need to consider problems from each other's standpoint and look at problems from the perspective of the industry. Only in this way can you find your own problems and correct them in time. Imagine that if one of the enterprises or individuals is in an absolute dominant position, then it is difficult for enterprises to develop and talents will not grow. The reason is simple: survival of the fittest, survival of the fittest. Although cruel, we have to admit that adversity often has a qualitative leap. Only when employers and job seekers are making progress can society develop.