Hunan University's "Three-Three Systems" do a good job in graduate employment

Hunan University has done a good job in the employment of graduates by building "three teams", promoting "three interactions" and coordinating "three-party linkage". In the past ten years, the initial employment rate of school graduates has remained stable at above 92%.

Build "three teams" and optimize employment services. We attach great importance to the role of alumni, counselors, and employment professionals in promoting the employment process of graduates. The first is to expand employment channels for graduates by visiting alumni, regularly sending graduate information to local alumni associations, and inviting alumni groups to come to the school for recruitment. The second is to focus on improving the theoretical knowledge structure of counselors' employment, and publish the "College Student Employment Guidance Newsletter" for graduating counselors to improve counselors' ability to interpret employment policies; allocate special funds to support counselors to participate in various types of employment guidance certification training at all levels. The third is to focus on improving the employment management and service level of full-time employment personnel, organize employment guidance "micro-classes" and other trainings every year, build a career development laboratory and an employment guidance center WeChat platform, revise the employment information network, and optimize employment management methods and processes.

Promote "three interactions" and smooth employment channels. Vigorously promote school-local interaction, school-enterprise interaction, and school-student interaction, and continuously open up employment channels. The first is “school-local interaction”. In 2014, the school participated in more than 20 industrial park exchange and cooperation meetings, and invited more than 30 provincial and municipal human resources and social departments and talent exchange centers to recruit at the school. The second is "school-enterprise interaction". Closely combined with the regional flow of graduates, we visit nearly a hundred companies every year to gain an in-depth understanding of their needs and promptly adjust their employment guidance programs. After nearly ten years of accumulation, the school has maintained long-term cooperation with 204 companies and more than 1,000 employment internship bases. The school receives about 3,000 recruitment units every year and provides graduates with more than 30,000 optional employment positions. The rate of contract signings through campus job fairs has remained stable at more than 70% every year. The third is "school-student interaction". Move the employment guidance and employment consulting rooms into the dormitories to facilitate student consultation; set up electronic display screens in the student dormitories to scroll through unit recruitment information and transmit employment information in a timely manner; during the period from March to May every year and on the eve of large-scale job fairs, full-time employment work Staff and graduating class counselors visited student dormitories in turn to understand the actual needs of students and help graduates from groups with financial difficulties and employment difficulties to find a smooth job.

Coordinate the "three-party linkage" and build a long-term mechanism. Focus on the construction of a three-party linkage mechanism of enrollment, training, and employment, and strive to improve the employment competitiveness of graduates. First, guided by employment and social needs, in recent years the school has adjusted and optimized its 30 colleges into 23 colleges, optimizing the disciplines and professional settings. The second is to use the employment rate of graduates as the main basis for determining the number of enrollments in each major, and reduce enrollment plans for majors with poor employment status. The third is to fully consider the effective connection between the enrollment plan and the talent training process, promote enrollment reform, and implement large-scale training. The fourth is to revise the undergraduate teaching plan and establish professional standards for the entire process of "enrollment-training-employment" for students.