"Two-way street" between fresh graduates and enterprise workplace

"Two-way street" between fresh graduates and enterprise workplace

Why is it difficult for college students to find jobs? Are fresh graduates out of touch with the actual needs of the market and enterprises when they apply for jobs? Where is the disconnect? The "2006 National Graduate Employment Survey Report" with a carefree future reveals the fact of the employment situation of college students.

Survey sample: This survey surveyed 58,665 fresh graduates from 40 national key universities in 27 provinces, municipalities and autonomous regions, and interviewed 5,800 enterprises that recruited fresh graduates in 2005, involving 33 major industries.

Job-seeking freshmen are heading for a "fork in the road"

The survey shows that when fresh graduates are looking for jobs, the job-seeking direction is seriously out of line with the actual needs of the market and enterprises, especially in the work industry, jobs and work fields.

[Work industry]

Graduates expect the top five: telecommunications, financial securities, computers, internet and trade.

Five industries: computer, electronic technology, fast-moving consumer goods, biopharmaceuticals and real estate.

The five industries that plan to recruit the most graduates are computer, electronic technology, fast-moving consumer goods, biopharmaceuticals and real estate, which need 38,600-39,500 people. Tsingtao Brewery Limited alone plans to recruit 1 0,000 graduates.

The top five industries that graduates are willing to devote themselves to are communications and telecommunications, financial securities, computers, the Internet and trade. However, according to "Worry-Free Future 2006 Salary Report", the proportion of traditional fixed-line operators in China's telecommunications industry is already high, and emerging technology talents such as 3G, NGN and IPTV are scarce, and recent graduates are mainly engaged in technology research and development in enterprises. Because at present, college graduates are studying basic knowledge at school, especially students majoring in electronics and communication are only exposed to some, and enterprises are more willing to recruit master's and doctoral graduates. Except ZTE, which has gained an advantage in 3G business, the recruitment scale and revenue growth of the whole industry are shrinking. According to the survey of graduates' employment, the demand for talents in the telecommunications industry ranks 13. Financial and securities talents have always been a hot spot in the talent market. With the gradual lowering of entry threshold and the gradual opening of sensitive fields after China's entry into WTO, the demand and treatment of talents in the financial industry are rising. However, "it is too difficult to get into the bank." The graduate employment survey shows that the demand for talents in the financial and securities industry ranks 29th. On the contrary, fast-moving consumer goods with strong demand rank 14 in "industries that graduates are willing to engage in" and 19 in biopharmaceutical industry.

In view of the above situation, the HR managers of more than 60% enterprises are "not optimistic" about whether they can find satisfactory graduates in 2006. If they can't find a suitable graduate, 35% of enterprises are "waiting for an empty position, and their position will be valid for a long time".

[post]

Graduates: Most students are unwilling to engage in sales.

Enterprise: Sales talents are the scarcest.

The survey found that enterprises are short of sales talents, followed by technology research and application, manufacturing and engineering, process design and marketing advertising. Nearly 82% of the enterprises surveyed intend to let graduates do sales work; Among them, enterprises with demand of 500 and 1000 mainly provide sales positions. Wholesale and retail, insurance, biopharmaceuticals and real estate industries are most short of sales talents.

However, the top five jobs that graduates are willing to engage in are technology research and development, marketing advertising, human resource management, trade procurement and administrative logistics. Although the number of people willing to engage in sales ranks eighth, it is far from the actual needs of enterprises.

According to the investigation and analysis, many graduates think that sales work depends on face. They just graduated without social relations and sales channels, and their sales performance is not good. They are often too tired to make money. Some students also think that sales technology is low, unstable and unseemly. Interestingly, many students are willing to engage in foreign trade, thinking that it is different from ordinary sales, which can not only increase income quickly, but also contact international companies, which is very beneficial to career development.

Zhen, president of Worry-Free Future, thinks, "In fact, nothing can cultivate people's will quality and communication skills better than sales work. Sales can make people mature quickly, accumulate their own interpersonal resources and cope with various changes. If he behaves well, the company will give him more important responsibilities. "

[work area]

Graduates: Job hunting "getting together" in Beijing, Shanghai and Guangdong

Enterprise: National recruitment is everywhere.

According to the survey, Shanghai, Beijing and Guangdong have become the most willing areas for new graduates in 2006. This result is consistent with the campus job fairs in Shanghai, Beijing and Guangdong. In 2005, seven or eight job fairs a day were not uncommon in famous universities in Shanghai and other cities. It is impossible for an enterprise to rent a venue one month in advance, but the students' reactions are quite different. At the job fairs held in Shanghai, Beijing and Guangdong, it is rare for foreign companies to have 50% "attendance". For example, a real estate company in the south held a campus job fair in a university in Wuhan. More than 2,000 graduates crowded into the venue of 1 1,000 people, while the venue of a 300-person university in Shanghai had only 1 1,000 audience. Many students heard that the company didn't offer job opportunities in Shanghai, so they turned around and left.

However, among the 2,900 enterprises headquartered in Shanghai, Beijing and Guangdong, 1 1 enterprises intend to hire fresh graduates to work in other provinces and cities, accounting for 53.7%. Many mainland enterprises also want to recruit university graduates from Shanghai, Beijing and Guangdong.

The competition for job opportunities among college graduates from Shanghai, Beijing and Guangdong will be fierce. Many recent graduates from mainland universities have spent thousands of dollars on air tickets to find jobs in three places, and after finding jobs, they have to spend more money to survive, stay and adapt to local living habits. However, in mainland China, some work is often overlooked.

There are some "cracks" between applications and enterprises.

In the process of job hunting, all kinds of preparations before graduates apply for jobs have not been in vain. Their understanding of job hunting, resume selection and interview purpose are gradually consistent with the views of enterprises. However, there are still some cracks between them.

[Application route]

Tong: Everyone believes in campus job fairs.

Different: Graduates have different attitudes towards campus job fairs.

The survey of graduates' employment shows that attending campus job fairs, browsing work websites and looking for target enterprises are the three most commonly used channels for graduates to obtain recruitment information. However, graduates have different attitudes towards holding job fairs in schools. Even multinational and well-known large enterprises, students may not all support them.

From the survey of 40 key universities in China, it is found that the number of enterprises entering universities this year is generally higher than that of the previous one. Although many colleges and universities organize centralized booth-style job fairs, more enterprises are willing to hold their own singles job descriptions. Enterprises spend a lot of money and think of various ways to hold campus job fairs, but job fairs are still cold from time to time, including some Fortune 500 companies. Students said that the "show" component of job fair enterprises is obviously greater than the recruitment essence. In addition, because many enterprises have published relevant information through the website before the job fair, received students' resumes and drawn up written test or interview lists, some students feel that listening to the introduction of enterprises will not affect the job search effect. More importantly, job fairs are one after another, and the information is too late to digest. Many students listened for ten minutes this time and five minutes that time, so that there were few people at the beginning of the job fair and many people at the end of the resume. It shows that there are few people in the meeting, and most of the people in the written interview are upside down.

However, the survey also shows that graduates will give priority to "enterprises that hold job fairs on campus" when applying for jobs, and think that such enterprises usually have better treatment and graduates have better training and development opportunities. The result of this contradiction can be imagined, and more enterprises will hold campus job fairs in schools next year.

[resume screening]

Same: both attach importance to professional and internship experience.

Different: Graduates' resumes are generally lengthy.

Regarding the focus of resume screening and interview assessment, the answers of interviewed graduates and enterprises are almost the same. This result shows that graduates' job hunting is not a lack of resume and interview skills, at least it does not constitute the main reason for "difficulty in finding a job". The survey shows that enterprises mainly consider "whether the major is right", followed by "whether the internship experience is right" and "school popularity". The graduates' answers are completely consistent from content to importance.

Enterprises believe that students' resumes are generally lengthy and have more irrelevant information. Applying the current popular vocabulary, graduates' resumes must go through "sea election" first, and long resumes are very sad. In addition, if there are spelling, grammatical errors and improper words in the resume, the wrong company name, recipient and position will directly lead to the candidate losing the next round of opportunities.

[interview]

Both of them agree that it is necessary to examine the professional ability of candidates.

Difference: Graduates do not know enough about the authenticity of information.

The purpose of enterprise interview is firstly to "further understand and evaluate the professional ability of the candidate on the basis of resume", secondly to "confirm whether the information in the resume is true" and thirdly to "judge whether the candidate conforms to the corporate culture". The knowledge of graduates is roughly the same as that of enterprises.

The difference is that graduates don't know enough about the importance of information authenticity, and think that enterprises prefer to know the candidates' "skills and expertise beyond the resume description" in the interview. This view may explain why enterprises think that the biggest mistake of graduates in interviews is to exaggerate their abilities, which is inconsistent with the personal expertise and quality reflected in resumes. In addition, candidates who answer irrelevant questions, dress inappropriately and are late are also intolerable mistakes in the interview.

In fact, enterprises believe that graduates lack "the quality of responsibility and hard work", followed by "the ability to adapt to the hidden rules of enterprises" needs to be improved, and the third is the lack of "conscious self-discipline". 62.5% of the enterprises surveyed have a general evaluation of the performance of the 2005 graduates, and they are still in the adaptation period; 2 1.9% of enterprises are satisfied with graduates' abilities and work performance; 13.9% of enterprises are dissatisfied with students' performance, and their opinions focus on "work is not practical" and "only pay attention to income". 7.3% of enterprises have graduated from college.

Salary expectation encounters "cold winter"

Faced with the reality that it is difficult for graduates to find jobs in the market, their expectations of salary have dropped again and again, becoming more and more realistic, but there is still a certain distance from the salary actually provided by enterprises.

Freshman: 2000 yuan is the sensitive point of income.

Nationwide, the income expectation of graduates is mostly 100 1 yuan -2000 yuan, accounting for 35. 1% of the total number of students participating in the survey, and 2000 yuan is the sensitive point of graduates' income. 60.5% of college graduates in Shanghai, Beijing and Guangzhou said they would not consider jobs with a monthly salary below 1500 yuan. Most graduates from other regions set the minimum income for job hunting at 1000 yuan, below which they would rather stay at home.

The survey shows that graduates' attitudes towards salary and benefits are also more rational. When applying for a job, they first focus on the rapidly developing industries and enterprises, thinking that "there will be more vacant positions to provide more room for individuals to play", and it is relatively easy to apply for a job.

Salary and welfare are the second, while the consideration of enterprise popularity and influence that graduates valued in the past is placed in the fifth place.

1 1.7% of the graduates hope to earn more than 5,000 yuan in their first job after graduation. Graduates from Shanghai, Beijing, Guangdong and Jiangsu have a monthly salary of 2001-5,000 yuan, especially in Beijing and Guangdong. The number of graduates who want to earn more than 3,000 yuan and less than 5,000 yuan exceeds the number who choose to earn more than 2001-3,000 yuan. According to the survey, there is still a big gap between college students' expectations and corporate payment, and most of the expectations of graduates with a monthly salary of more than 5,000 yuan in 2006 cannot be realized.

Enterprise: RMB 5,000 or more 1.8%.

According to the survey, 55.2% of enterprises give the average monthly salary of fresh graduates as1.001-2,000 yuan, while nearly one-third of enterprises give the salary as 2001-3,000 yuan. Only 2.4% of enterprises give the monthly income of graduates as above 5,000 yuan, but there are great differences among cities. More than 40% of graduates from Shanghai, Beijing and Guangzhou earn 2001-3,000 yuan, with Beijing having the highest income and Shenzhen having the largest income gap. The biggest contradiction between the expected income of graduates and the salary offered by enterprises lies in the subdivision of monthly income above 5000 yuan.

The survey also found that the salary level of technical, production and design functions with high correlation with graduates' professional knowledge is relatively high, mainly at 2001-3,000 yuan.

In Shanghai, Beijing, Guangzhou, Shenzhen and other places, the income of marketing functions exceeds that of administrative personnel functions, and there is no case where the monthly salary of administrative personnel functions exceeds 5,000 yuan.

The salary comparison between foreign-funded enterprises (including joint ventures) and private enterprises shows that there is no obvious difference in the salary they provide for graduates. The income difference caused by different industries and functions is far greater than the difference of capital attributes. In the fields of science and technology, biomedicine and real estate where the private economy is active, the salary provided by private enterprises even exceeds the salary level of foreign-funded enterprises.

The development of training depends on oneself.

Enterprises: induction training and corporate culture training are the most.

82.3% of enterprises gave a positive answer to the directional training that graduates attach great importance to, and some enterprises provided long-term and short-term overseas training for college students. Less than 507 companies said that "there is no specific plan for graduates to work and accumulate experience in their work".

Judging from the content of training, the most common enterprises are induction training and corporate culture training (such as outdoor development). For example, Yuanda Air Conditioning has its own professional management college, and the training content is corporate culture, product knowledge and social etiquette. Graduates receive paid training and can only take up their posts after training defense. Job skills training is also very common, with 17% of enterprises requiring graduates to receive training in production, technology and management, including full-time lecturers, front-line production and tutors. For example, Praxair China Investment Co., Ltd. provides general 6sigma management training for graduates; Zhuhai Tyco Electronics Co., Ltd. has set up a "specialist training" project.

Graduates: Self-development depends on oneself.

The survey found that the training provided by enterprises is limited to the most basic requirements of enterprise management and positions. After the fresh graduates enter the enterprise, the adaptation to the environment and the renewal of professional knowledge depend more on the graduates' own efforts.

The long-term direction of the future talent market is that talents with new knowledge, high skills and good quality will be favored by employers, not as "college students". College students need to plan their career as soon as possible with this understanding, and let themselves mature in the workplace through continuous learning, so as to improve and maintain their competitive advantage in the workplace.

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