A Case Study of College Students' Employment Guidance

A Case Study of College Students' Employment Guidance

Case 1: high expectations

Xiao Wang, a 2008 graduate, comes from Luoping, Yunnan. Until March of that year, he had not implemented his work unit. The author attended the coordination meeting of the supply and demand meeting of the State Administration of Medicine, and brought his application materials to help him implement the unit. As it happens, Luoping has a pharmaceutical factory that wants him to be a professional counterpart, his hometown. However, his own career intention is that the location of the unit must be in Kunming, and it doesn't matter what unit he goes to and what job he does. Moreover, he doesn't consider any unit. In this state of mind, the result is naturally difficult to achieve.

Analysis: Xiao Wang's thought is representative in the process of graduates' job selection. Many graduates are too eager for economically developed areas, especially the central cities in coastal areas. The minimum expectation is to return to the central cities where their hometown is located. They only pay attention to the developed economy and culture and superior working environment, but ignore the abundant and relatively surplus talents. The expectation of job hunting remains high, even rising year by year, which leads to a huge gap between subjective desire and actual demand.

There are not a few graduates like Xiao Wang who pay too much attention to the position of the unit. According to the author's sampling questionnaire survey of the graduates of our school in 1998, when measuring whether the unit meets their own standards, 92% of the graduates should choose the unit with good benefits and high wages, more than 85% of the graduates require the unit to be located in large and medium-sized cities, and only 2% of the graduates are willing to go to remote areas and hard industries that urgently need talents.

Case 2: Poor self-employment ability

At the small job fair held by the school in March this year, the parents of Xiao Li, a graduate, went to the venue early to inquire about the company before the job fair began. Long after the job fair began, Xiao B arrived late, accompanied by his parents, and went to the employer's booth to talk. During the interview, Xiao Li didn't have as much time to talk as her parents. As a result, he talked about one house after another, and finally found nothing.

Analysis: Xiao Li's problem is that he relies too much on others in the process of choosing a job. In fact, it is difficult to choose a satisfactory job by relying on others. Nowadays, the proportion of only children among graduates is increasing, and life is smooth and has not experienced any twists and turns. Coupled with the excessive care of parents, objectively cultivated their dependence. Most of these graduates lack independent opinions and have vague self-awareness. They are often at a loss when choosing jobs, and their independent career decision-making ability is poor. As a result, in the talent market, it is not uncommon for parents to negotiate with employers instead of their children and relatives. No wonder some employers say to over-reliant graduates, "You have to rely on others to promote your products. Can companies still rely on you to promote products? "

Case 3: Lack of self-confidence and initiative.

Graduate Xiao Liu's academic performance and other conditions are good, and he is full of confidence in the early stage of employment. However, due to professional unpopularity and other reasons, I found several units that ran into a wall and felt inferior. Later, in the process of choosing a job, my grades got worse and worse, and I fell into a vicious circle, so that when I arrived at a new employer, I could only passively ask people, "Do you want to study a certain major?" I dare not say anything else, and finally failed to implement the employment unit.

Analysis: Xiao Liu's failure is due to inferiority complex. After being frustrated in choosing a job, I am devastated, have a low self-evaluation, lose my due self-confidence, lack psychological preparation to actively strive for and take advantage of opportunities when choosing a job, and dare not take the initiative to talk boldly with the employer, so I can't express myself well. The more evasive and timid, the less likely it is to win the favor of the employer. This kind of psychology seriously hinders the normal employment competition of some graduates, and makes those graduates who were excellent in some aspects fall into the confusion of "losing without fighting".

Case 4: Failure due to conceit

Graduate Xiao D has a good eloquence and feels good about himself when interviewing representatives of the employer. After talking a lot, when the other party asked him what his personal hobby was, he proudly declared that he was a "tourist" and was rejected by the employer without hesitation.

Analysis: D's failure is caused by typical conceit. Psychological conceit refers to overestimating an individual's ability and thus losing self-knowledge. Under the control of this kind of psychology, many graduates are always self-righteous in the process of job hunting and career selection; Conceited, self-righteous, omniscient, boastful, and careless, the employer was left with an impetuous and unpractical impression. Imagine, which unit is willing to have a little pride. What about graduates with low eyes and high skills?

Case 5: harsh requirements are unacceptable to the unit.

Graduates from a famous school and a group company finally entered the signing stage after double selection, interview and assessment. The agreement is first signed by the graduates themselves, and the students write down the following six requirements in the column of "Application Opinions": (1) Engaged in accounting work; (2) Working five days a week and eight hours a day; (3) solving the hukou and providing single housing; (4) Housing accumulation fund, labor insurance, endowment insurance and other related expenses shall be borne by the company; (5) Adjust the salary every six months; (6) The company does not restrict personal development (such as postgraduate entrance examination). ). In view of the fact that the above conditions cannot be completely agreed, the unit will return the agreement, and it is suggested to amend the double before signing. In the end, the student was not hired because he insisted on his own opinion.

Analysis: The student was not employed by the above-mentioned units, and the fundamental reason was that the requirements were too harsh. The author contacted the head of the personnel department of the group to understand why the above conditions could not be fully agreed. The person in charge said that we can meet some of the six requirements put forward by this classmate, such as arranging professional counterparts, working eight hours, solving household registration and providing various benefits. But some money can't be promised, such as adjusting wages every six months, which I'm afraid no unit can promise. Another example is "the company does not restrict personal development". From the perspective of graduates, it is understandable to make such a request. But from the perspective of employers, we encourage individuals to improve their own quality without affecting their normal work. However, if they want to take the postgraduate entrance examination during the service period and are not bound by any unit, the unit will definitely not allow it. Although this student has good conditions in all aspects, such harsh conditions are unacceptable to us.

Case 6: The employment agreement is binding and should be signed carefully.

As a graduate student of a famous university in the north, Xiaofeng stood out from the fierce competition and was admitted to a well-known company in 2006. At this time, Xiaofeng found that another company with better development prospects was also recruiting, so he signed an employment agreement with this company in a hurry, and then applied for the company with better prospects. He believes that the employment agreement is not a labor contract anyway and is not binding on himself.

When Xiaofeng rushed to the company that originally signed the employment agreement and asked to terminate the employment agreement, the company informed Xiaofeng that it was ok to terminate the employment agreement, but Xiaofeng must pay the company liquidated damages according to the agreement in the employment agreement. Faced with expensive liquidated damages, Xiaofeng, who just left school, really regrets his lack of legal awareness.

Comments:

The employment agreement for graduates is really different from the labor contract. When signing the employment agreement for graduates, students still belong to the status of students at school. The relationship between students and employers is not a labor relationship in the sense of labor law, but this does not mean that the employment agreement is not binding. In fact, as a general civil agreement, the graduate employment agreement is not subject to the adjustment of the Labor Law, but it belongs to the adjustment scope of the General Principles of the Civil Law. The employment agreement for graduates established on the basis of equality and voluntariness is protected by law. Any party who violates it without justifiable reasons will bear corresponding liabilities for breach of contract. Therefore, before deciding to sign an employment agreement, college students should take seriously the terms of the employment agreement, especially the breach of contract, so as not to cause losses to themselves.

At the same time, as one of the three parties to the student employment agreement, the school should correctly treat students' breach of contract. In the current employment practice of graduates, some colleges and universities generally don't want students to break the contract after signing the tripartite agreement because of the reputation of the school. Some schools even stipulate that they should not break the contract or not give students a new tripartite agreement after breaking the contract. This practice of the school, in the current severe employment situation, should be said to have some truth. But the free flow of talents is the normal state of market economy, and it is also what a student should do as a citizen.

One of human rights. For the employment problem related to students' career development, schools should give students more relaxed choice space. Of course, advocating schools to give students more relaxed employment choices does not mean encouraging students to violate the tripartite agreement at will. After all, breach of contract is to bear corresponding responsibilities. Therefore, graduates should think twice before signing a tripartite agreement.

In addition, the employer's practice of forcibly retaining talents in disguised form with excessive liquidated damages cannot be supported by law. The liquidated damages agreed by the three parties may have different provisions, but there is no objection to the upper limit, and the provisions of liquidated damages should be within a reasonable range.

Case 7: Employees' academic qualifications are falsified and labor relations are terminated.

In March 2006, Zhang applied for the position of administrative assistant of a catalyst company in Shanghai as a graduate of a university in Henan Province majoring in business administration. After interview and examination, Zhang was hired by the company. In the same month, Zhang received a notice from the company to exercise at the operating post of the production technology department. The company is basically satisfied with Zhang's performance in the company. At this stage, Zhang thinks that he has achieved his goal of becoming a company employee.

Zhang's academic resume shows that he studied business administration in "a university in Henan" and obtained a bachelor's degree, a degree certificate and a CET-6 certificate. However, according to the resume, the company made an online inquiry designated by the Ministry of Education, and did not find what Zhang called "a university in Henan". There is something wrong with the education provided by Zhang! The company immediately contacted Zhang, who argued that his resume was wrong and should be from another organization. Upon inquiry, the graduation school provided by Zhang once again exists, but when the company went to the school to inquire about Zhang's situation, it was found that the school did not have what Zhang called the business administration major, nor did it have the graduation certificate number provided by Zhang. Check that there is no such person among the graduates of this school. It turns out that it is a fact that Zhang Shen took a leave of absence. Although Zhang claimed to be competent for his current job, the company did not hesitate to terminate the labor relationship with Zhang. Zhang, who violated his integrity, failed to realize his dream of Shanghai in the end.

Comments:

In recent years, with the expansion of university enrollment, the number of college students has increased year by year. Compared with the brutal competition of "thousands of troops rushing to grab a wooden bridge", the university popularization rate has been greatly improved. Accordingly, the rapid growth of the number of college graduates makes college students face a severe employment situation. At the same time, society and parents often give higher expectations to college students, so the pressure that college students are facing now is enormous. But despite the great pressure, honesty is still the foundation of being a man. If you try to get a job opportunity through some unfair and dishonest means, such as making up your high education and diploma that do not meet some necessary requirements of the employer, it will violate the basic principle of good faith, not only can you not realize your employment desire, but also it is difficult to get legal protection in case of disputes.

;