employment contractGoing into the final third of July, the job hunts of graduating students are coming to an end. According to the Mycos Research Institute’s newest publication, Class of 2013 University Graduation Employment Contract Analysis Report, the so-called “job seeking hardship” comes mainly from structural conflicts, with a mismatch between available posts and the students’ ideal positions. Now, departments handling graduating student employment are “artificially inflating” employment rate statistics, causing much concern.

This report uses statistics from internet surveys from October of 2012 to the end of June of 2013. The number of valid responses received totaled 59,409.


Hard to find a job suitable for the major

Among the students graduating in the 2013 who were surveyed, the most often cited reason for not having signed an employment contract was “difficulty in finding a job that matches my major” (42%). This is related to requirements of various positions, and also reflects a discrepancy between the training received by students and the needs of society.

Among graduating students surveyed, MA students had an 85% match rate between major and job, while undergraduates matched 73% of the time, and technical school students matched 67% of the time. The higher the level of education, the higher the match rate between major and job. This is particularly connected to the training received by the different types of graduates, with a higher level of education meaning the area of work is more specialized.


Artificially inflated employment rates

Links accompanying the report pointed out an issue worth our attention, that of “fake employment” inflating graduate employment rates. A few universities require students to sign employment contracts or else prohibit them from defending their graduation thesis and receiving their diplomas. In order to deal with the schools, some students produced fake stamped “employment agreement” documents on their own, going on Taobao and spending hundreds to buy such documents, then paying grocery store bosses a few kuai to stamp the document. And in the end, these employment contracts are calculated as part of this year’s graduate employment rate by the employment-related offices at the school.

Xiong Bingqi, the Vice-Chancellor of the 21st Century Education Research Institute, explained that graduate employment rates have already become a “governance track record project” in various locations. As for higher education, employment rates can mean not only life or death for a major, but also a shift in the school’s image and new student recruitment. Since it has become entangled with these interests, it’s not surprising to see fraud in the graduate employment rate. Xiong suggests that the method of calculation for employment rates needs to change, entrusting their calculation to a publicly accountable third party organizations, and avoiding schools looking for a quick boost by falsifying data.

Original publication date: 7/21/2013

Source: http://edu.qq.com/a/20130721/001952.htm

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high score
Announcer: The curtain falls on another year’s gaokao, and the top scorers on this year’s test are soon to emerge. Facing attention from the media and pressure from society, what path should this special group of individuals take to success? On May 14th, the China University Alumni Association website published its newest China Gaokao Top Score Achiever Survey, an investigation of more than 1,100 gaokao top scorers over a 30 year period, finding that these individuals do not often excel at work, and that their professional accomplishments are not up to societal expectations.

The conclusion that gaokao top scorers are not highly successful professionally has caused much discussion. Joining us today on 新闻会客厅 (program name) is Professor Cai Yanhou, the expert in charge of the working group that produced the survey, to give a deeper analysis of the phenomenon in question. Let’s turn our attention to him.


Li Xiaomeng (interviewer): Welcome to 新闻会客厅. The nationwide gaokao has just ended this year, with more than 10 million students finishing up their exams, and I believe there will soon be a small portion of them attracting the media’s attention, those being the top scorers. What kind of a path will the top scorers take, what will their college lives be like, and what kind of careers will they have? What kind of reflection and reference do the paths of previous top scorers offer them? Today we invite an expert with serious authority on the issue, let’s introduce him, Professor at the Higher Education Research Institute of Central South University, Cai Yanhou. Why does Professor Cai have such authority on the issue? Because for three consecutive years in 2007, 2008, and 2009, his working group published the China Gaokao Top Score Achiever Survey, which I’ve found has attracted attention especially because none of the top scorers surveyed are really outstanding in their professional lives, as people expect them to be. Could you first describe for us what the careers of the top scorers you are familiar with are actually like?

Cai Yanhou: We do our work “backwards” since we’re a university evaluation working group. The work we do when evaluating the production of talent involves the student’s situation and the training of talent. We use outstanding alumni to describe the situations in which student talent can be cultivated.

Li Xiaomeng: So you’ve found that there isn’t much intersection between the outstanding alumni of a university and the top scorers on the gaokao. And you have come to a conclusion about that.

Cai Yanhou: Right, these things go together well. According to our work, the outstanding alumni from a school are talents trained from the among the top ranks of the students. We looked back and thought about if we want to make the comparison, and it’s a hot topic for everyone, so we just got the info on the top gaokao scorers, and looked at what the ratio of them among outstanding alumni was at a given school.

Li Xiaomeng: If you look solely at how the two groups match up and come to the conclusion that the top scorers don’t perform as people would expect, isn’t it a little unscientific? Shouldn’t we get to know the specific work situation of each top scorer to come to a conclusion?

Cai Yanhou: For one thing, now, it’s not necessary. For another, it’s not possible.

Li Xiaomeng: Why isn’t it necessary?

Cai Yanhou: Think about it, how can you investigate all those people? This is pretty difficult work, and it’s already pretty popular with the media paying a lot of attention. We’re analyzing the data we have now, which is all good information. Coming in, the top scorers are the leaders of their classes. Coming out, we still have a few, a Fellow at the Chinese Academy of Sciences and Chinese Academy of Engineering, as well as a Cheung Kong Scholar, who are outstanding young teachers. To have that Fellowship is the honor of a lifetime, everyone knows that and it’s publicly acknowledged. So when we compare two things without any discrepancy between them, we can see the problem that exists with our entire higher education system.

Li Xiaomeng: Also, for those top scorers, there seems to be a prerequisite set up for them, that is, they should be especially outstanding in their later work, just like on their tests, they should be number one. Is this a necessary conclusion?

Cai Yanhou: No, this is people’s expectation, what parents say and what society says, that good performance while young means you hopefully should do well after you grow up, and always be ahead of others, set a good example. It’s that kind of expectation. But we’ve found through comparison that within the group of outstanding alumni, there wasn’t a top scorer among the many famous names.

Li Xiaomeng: Can you tell us, from your analysis, what kind of performance outstanding alumni had on the gaokao?

Cai Yanhou: Generally, according to our calculations, a lot of people have looked at it and we’re just verifying them, it’s from that sort of perspective… outstanding alumni are around #10. That is to say, the 10th spot after #1 within one class, after the #10 spot and before the #30 spot, since there are about 50 to 60 people in that range, the probability of finding a talented individual within the group is a bit higher.


Original publication date: 6/14/2013

Source: http://edu.163.com/13/0614/14/91BB3NCA00294JD0.html


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Study Abroad Returnee Hides Cambridge Education to Find Job

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