Transcript ·　文字實(shí)錄

馮欣：很多中國(guó)的大學(xué)畢業(yè)生經(jīng)常自嘲，自己的“畢業(yè)等于失業(yè)"， 但是人力資源和社會(huì)保障部最新的一份就業(yè)報(bào)告顯示，崗位空缺其實(shí)大于求職的人數(shù)。是什么造成了用人單位的“招工難"？又是什么讓求職者難以找到這些招工的雇主？在這個(gè)畢業(yè)季，《解析中國(guó)》將用兩期節(jié)目為您深度解析這些問(wèn)題。第一期關(guān)注“供"，提供工作的人，第二期關(guān)注“求"，尋求工作的人。首先讓我們聽(tīng)聽(tīng)招聘會(huì)上的雇主們都怎么說(shuō)

Feng Xin: Many college graduates often mock their graduation as a "ceremony of unemployment". But the latest job market report from the Ministry of Human Resources and Social Security shows the jobs available actually outnumber job seekers. What makes it difficult for employers to recruit enough workers? And what makes it difficult for job seekers to find such employers? This graduation season, Digest China will present a two-part series taking a close look at these questions. The first episode will focus on those who supply jobs, and the second part will look at those who demand jobs. First, let's go to a couple of job fairs to find out what employers have to say.

記者:從用人單位的角度來(lái)講，您認(rèn)為招工難嗎？

Respondent: From an employer's point of view, is it difficult to recruit workers?

受訪(fǎng)者：現(xiàn)在來(lái)說(shuō)，招到合適的人員確實(shí)是比較難的

Respondent: It is difficult to recruit the right people.

受訪(fǎng)者：我們今年尤其感覺(jué)比較難。坦率地講，高端的、研發(fā)類(lèi)的人才，包括工程技術(shù)人員比較難。

Respondent: We find this year particularly hard. High-end, research and development and engineering staff members are difficult to recruit.

記者：您能具體給我講一下難在哪里嗎？

Reporter: Can you tell me specifically what makes it difficult to recruit workers?

受訪(fǎng)者：現(xiàn)在學(xué)生一步入社會(huì)感覺(jué)特別迷茫，有的是不知道自己想找什么樣工作。

Respondent: Graduates are confused when they step into society. Some have no idea what kind of jobs they are looking for.

受訪(fǎng)者：最大困難就是跟所有的人講解，這是很大的困難，我覺(jué)得現(xiàn)在大學(xué)生大部分不去了解公司，對(duì)企業(yè)文化了解不是很深，他（們）是盲目地去投簡(jiǎn)歷。

Respondent: The biggest difficulty is explaining (the job) to everyone. I think most graduates don't spend time learning about the company. They know little about the company's entrepreneurial culture but blindly send their resumes.

受訪(fǎng)者：怎么講呢？比如說(shuō)他在我這工作大概兩三個(gè)月，或者說(shuō)時(shí)間不太長(zhǎng)，就可能發(fā)生離職這種現(xiàn)象。

Respondent：For example, some may work here for only two to three months before quitting the job.

受訪(fǎng)者：過(guò)去招工我們是一年招一次，現(xiàn)在變成常態(tài)化的了，幾乎可能兩三個(gè)月就得來(lái)招，人員變動(dòng)特別大。

Respondent: In the past, we recruited new employees once a year, but now we do it regularly. We almost have to recruit every two or three months. Employees flow quite frequently.

受訪(fǎng)者：應(yīng)聘者都是站在自己的角度去思考，就是說(shuō)這企業(yè)你能給我多少，給我多少錢(qián)，我才去你那里面試。

Respondent: Job seekers all think from their own stance. They only care about the salary offered even before attending a job interview.

受訪(fǎng)者：他們有時(shí)候可能把自己想得太高了，就是咱們通常說(shuō)的眼高手低。

Respondent: They sometimes think too highly of themselves.

受訪(fǎng)者：連他們自己都不知道去選擇什么行業(yè), 難就難在這了。

Respondent: The difficulty lies in the fact that they don't even know what job they want.

記者：招聘的過(guò)程中，應(yīng)聘者比較關(guān)注的問(wèn)題有哪些？

Reporter：What issues do job seekers care about most when looking for a job?

受訪(fǎng)者：薪金，主要就是薪金，還有未來(lái)的發(fā)展空間。

Respondent: Salary. Mainly salary. And also their future development.

記者：在招工的過(guò)程中，有哪些素質(zhì)是你們用人單位看重，而應(yīng)聘者卻普遍比較缺乏的？

Reporter：What qualities do you value and expect from job candidates but most of whom lack?

受訪(fǎng)者：態(tài)度吧，第一點(diǎn)。這個(gè)招聘會(huì)市場(chǎng)這么多人在招聘，甚至我們面試官比這些應(yīng)聘的都多，他們覺(jué)得無(wú)所謂，我可以再選擇下一個(gè)。

Respondent: First of all, attitude. There are many employers in this job market – even more than job seekers. They think it doesn't matter, because they can always choose the next (employer).

受訪(fǎng)者：對(duì)自己的一種規(guī)劃性，很多人是看不清自己的。

Respondent: Self-planning. Many people can't see themselves through.

受訪(fǎng)者：我最看中的是他的學(xué)習(xí)能力。

Respondent: I value most the ability to learn.

受訪(fǎng)者：就是對(duì)文化的認(rèn)同感吧。

Respondent: A sense of company identity.

記者：那如果讓您用一個(gè)詞來(lái)形容招工的過(guò)程，您會(huì)用什么詞呢？

Reporter：Which word would you choose to describe the process of recruitment?

受訪(fǎng)者：摸著石頭過(guò)河。

Respondent: Wade across the stream by feeling the way. (Chinese idiom)

受訪(fǎng)者：糾結(jié)吧。

Respondent: Struggling.

受訪(fǎng)者：磨練，我覺(jué)得這是對(duì)我自己（的）一個(gè)磨練。

Respondent: Exercise. I think it's an exercise for myself.

用人單位為什么招不到足夠的人？更重要的是，合適的人？在回答這個(gè)問(wèn)題之前，讓我們先看一下事情的全貌。

What makes it difficult for employers to recruit enough workers, and more importantly, ideal workers? Before answering this question, let's take a look at the big picture.

2011年，用人單位共招聘人員近2070萬(wàn)次，有1960萬(wàn)人求職。也就是說(shuō)，每100個(gè)求職者相對(duì)應(yīng)的崗位是106個(gè)。2012年第一季度，這一比例上升至100比108，這些數(shù)據(jù)來(lái)自人力資源和社會(huì)保障部對(duì)全國(guó)100多個(gè)城市勞動(dòng)市場(chǎng)的監(jiān)測(cè)。

In 2011, China provided nearly 20.7 million jobs for 19.6 million job seekers. This means for every 100 candidates there were 106 jobs available. The ratio went up to 100:108 in the first quarter of 2012. These numbers come from the Ministry of Human Resources and Social Security's job-market monitoring of about 100 Chinese cities.

2011年，中國(guó)的第三產(chǎn)業(yè)需要的人數(shù)最多，占總用人需求的59％。相比之下，第二產(chǎn)業(yè)約占40％，第一產(chǎn)業(yè)1.8％。但是從2001年到2011年，第三產(chǎn)業(yè)，如服務(wù)業(yè)和批發(fā)零售業(yè)需求的人數(shù)下降了13%。第二產(chǎn)業(yè)，如制造業(yè)和建筑業(yè)需求的人數(shù)增長(zhǎng)了13%。百分之八十八的用人單位對(duì)求職者的文化程度有要求，大部分（38.5%）要求求職者有高中文化程度，這38.5%中，有超過(guò)60％的用人單位要求中等職業(yè)技術(shù)學(xué)歷。在所有對(duì)文化程度有要求的用人單位中，只有8.5％要求求職者有大學(xué)學(xué)歷。

As of 2011, China's tertiary industry demanded the most employees, taking up to 59 percent of all job seekers, whereas the second industry took up around 40 percent and the primary industry, 1.8 percent. However, the tertiary industry, with fields like services and retail, needed 13 percent fewer employees between 2001 and 2011, whereas the second industry, which includes manufacturing and construction among others, needed 13 percent more. Eighty-eight percent of employers have specific education requirements for job candidates. Many require a high school education. Of that 38.5 percent, more than 60 percent require professional diplomas. Of employers who do have education requirements, only 8.5 percent require university diplomas or bachelor's degrees.

這些年中國(guó)勞動(dòng)市場(chǎng)究竟有什么變化？我們?cè)谘莶ナ译娫?huà)采訪(fǎng)了中國(guó)就業(yè)促進(jìn)會(huì)副會(huì)長(zhǎng)陳宇。

How has China's job market changed over the years? We called Chen Yu from our studio. He is the vice-chairman of the China Association for Employment Promotion.

馮欣：陳副會(huì)長(zhǎng)，這幾年我們國(guó)家的就業(yè)形勢(shì)發(fā)生了什么變化？

Feng Xin: Mr Chen, how has China's job market changed in recent years?

陳宇：過(guò)去我們是兩頭，一頭是低素質(zhì)的、勞動(dòng)能力比較弱的群體就業(yè)有困難，主要是農(nóng)民工，也包括下崗再就業(yè)的人員；還有一組困難的群體，就是大學(xué)生。這幾年就出現(xiàn)一個(gè)新的情況，農(nóng)民工是越來(lái)越不困難了，大學(xué)生就業(yè)困難，而且越來(lái)越困難。

Chen Yu: In the past, two groups had difficulties (finding jobs). One consisted of people with limited education and capability, who were mainly migrant workers and laid-off workers. Another group was college graduates. (But) a new phenomenon emerged in recent years. It's getting less difficult for migrant workers to find jobs but even more difficult for college graduates.

馮欣：這個(gè)變化是從什么時(shí)候開(kāi)始的？

Feng Xin: Since when did this occur?

陳宇：大概應(yīng)該是從最近五年，可能是這樣兩個(gè)原因：農(nóng)民工這邊，農(nóng)民工的年齡結(jié)構(gòu)和訴求都發(fā)生變化，現(xiàn)在90后的農(nóng)民工，他們不會(huì)只滿(mǎn)足于有一個(gè)工作，掙一份工資，你用過(guò)去的廉價(jià)勞動(dòng)力的政策來(lái)吸引他們已經(jīng)是不可能了。大學(xué)生的問(wèn)題是這樣，我們國(guó)家的大學(xué)擴(kuò)招第一批畢業(yè)生應(yīng)該是在2003年，就是從2003到2012這十年內(nèi)，大學(xué)畢業(yè)生的人數(shù)從一百萬(wàn)增加到七百萬(wàn)，勞動(dòng)力市場(chǎng)上大學(xué)生的供給越來(lái)越多，但是中國(guó)的經(jīng)濟(jì)始終還是處在全球產(chǎn)業(yè)鏈的低端，它對(duì)高素質(zhì)、高技能勞動(dòng)者的需求是有限的。

Chen Yu: About five years ago. I think there were two reasons. In terms of migrant workers, their age and requests have changed significantly. Many migrant workers who were born in the 1990s are no longer satisfied with making a simple living. It's no longer possible to attract them with a cheap-labor policy. In terms of college graduates, the expansion of college admission has brought significant changes. The first batch of students (of the expansion) graduated in 2003. From 2003 to 2012, the number of college graduates increased from 1 million to 7 million. Although there are more college graduates in the labor market, China has limited needs toward qualified and high-skilled workers, because its economy is still at the bottom end of the global industrial chain.

雖然崗位空缺大于求職人數(shù)，但是要求大學(xué)學(xué)歷的用人單位卻很有限，那么中國(guó)大學(xué)生的就業(yè)情況究竟如何呢？

Although it seems China has more jobs available than job seekers, those jobs that require a college degree are quite limited. At what rate are China's college graduates finding employment?

三月，一家獨(dú)立研究機(jī)構(gòu)，麥可思研究院對(duì)中國(guó)2000多所大學(xué)的25萬(wàn)名大學(xué)畢業(yè)生進(jìn)行了問(wèn)卷調(diào)查。根據(jù)麥可思的研究報(bào)告，2011年，中國(guó)有600多萬(wàn)名大學(xué)畢業(yè)生，其中，90.2％在畢業(yè)后6個(gè)月找到了工作。這家機(jī)構(gòu)還發(fā)現(xiàn)，2008屆大學(xué)畢業(yè)生畢業(yè)三年內(nèi)，平均為2.3個(gè)雇主工作過(guò)。

In March, My China Occupational Skills, or MyCOS, an independent research institute, conducted a survey of more than 250,000 college graduates from more than 2,000 Chinese universities and colleges. According to MyCOS, China had 6 million college graduates in 2011, and 90.2 percent of them found jobs six months after they graduated. The institute also found that on average college graduates of 2008 worked for 2.3 employers in three years.

我們?cè)鯓永斫膺@些數(shù)字？我們采訪(fǎng)了麥可思的研究總監(jiān)郭嬌。

What do these numbers mean? We directed our questions to Guo Jiao, MyCOS' chief research officer.

馮欣：有人說(shuō)現(xiàn)在大學(xué)生的競(jìng)爭(zhēng)力還不如農(nóng)民工，對(duì)于這種觀點(diǎn)，您怎么看？

Feng Xin: Some say nowadays college students are not even as competitive as migrant workers. What do you think of this opinion?

郭嬌：首先，我覺(jué)得中國(guó)大學(xué)生的競(jìng)爭(zhēng)對(duì)手不是民工，也不是中職畢業(yè)生，因?yàn)樗麄兯鶑氖碌模ㄐ袠I(yè)）還是比較高端的，不管是技術(shù)型、應(yīng)用型，還是研究型的這樣一些工作是民工無(wú)法完成的。而且很多社會(huì)上的這種比較，是把一個(gè)剛剛踏上職場(chǎng)的、新鮮的大學(xué)畢業(yè)生，跟一個(gè)可能已經(jīng)有很多年經(jīng)驗(yàn)的民工來(lái)比較，而且只是他們?cè)诋?dāng)時(shí)的收入水平。如果你把一個(gè)同樣沒(méi)有經(jīng)驗(yàn)的大學(xué)生和民工比較、如果你可以同時(shí)跟蹤他們?nèi)甑轿迥昕此麄円院笫杖氲脑鲩L(zhǎng)情況，他們?cè)谟萌藛挝焕锩媛毼坏臅x升情況，我相信剛才那個(gè)結(jié)論可能會(huì)被改寫(xiě)。

Guo Jiao: First, I don't think migrant workers or vocational school graduates are competing with college graduates, because the latter are still engaged in more intellectually oriented jobs. There are certain jobs that migrant workers are not able to do, like those related to research, technology and application. Nowadays there are a lot of such comparisons, which compares a fresh college graduate with possibly a very experienced migrant worker as well as their current income levels. But if you compare a fresh college graduate with a novice migrant worker, and look at their income levels and promotion in three or five years, I believe it would be a different scenario.

馮欣：所以就是說(shuō)，看三年到五年長(zhǎng)期的情況其實(shí)更重要。

Feng Xin: So, it's more important to look at the question with a long-term perspective.

郭嬌：對(duì)，而且要看他們?cè)瓉?lái)有沒(méi)有相關(guān)的、從事這個(gè)行業(yè)的經(jīng)驗(yàn)。

Guo Jiao: Yes, and we also need to see if they have any relevant experience.

馮欣：在我們的街訪(fǎng)中，很多用人單位的雇主反映他們招的很多大學(xué)生，有的甚至在三個(gè)月就換了工作，就離職了，然后他們的流動(dòng)性很大，您怎么樣看待這種現(xiàn)象？

Feng Xin: In our street interviews, many employers said a lot of college graduates quit their jobs within three months. Their mobility is very high. What do you think of this?

郭嬌：這種離職率都是由畢業(yè)生主動(dòng)提出的，主要原因我們當(dāng)時(shí)追問(wèn)了，就是不符合他的期待，可能福利、收入方面偏低。所以，一方面我會(huì)覺(jué)得這不一定是一件壞的事情，因?yàn)檎f(shuō)明現(xiàn)在勞動(dòng)力市場(chǎng)提供了一些空間，讓畢業(yè)生可以自由地選擇；但是另一方面，不管是對(duì)用人單位，還是對(duì)畢業(yè)生來(lái)說(shuō)，這是對(duì)他們的一個(gè)（損失），不管是他投入的時(shí)間，接受的培訓(xùn)，都是一種損失。所以從一開(kāi)始應(yīng)聘的過(guò)程，到進(jìn)入用人單位對(duì)他入職的培訓(xùn)、對(duì)他以后發(fā)展空間的規(guī)劃，我覺(jué)得這是需要用人單位和畢業(yè)生雙方一起來(lái)解決的問(wèn)題。

Guo Jiao: Such resignation is brought up by college graduates themselves. We asked about the reasons. It's mainly because the salary and welfare are lower than their expectations. Therefore, on the one hand, I don't necessarily think it's a bad thing, because it shows the labor market provides college graduates with some free options. But on the other hand, it's a loss for both employers and college graduates in terms of the time and effort they invested. Therefore, I think employers and graduates should work problems out together from the very beginning of recruitment, to training and to the employee's future development.

如果大學(xué)畢業(yè)生和用人單位能一起解決問(wèn)題，那是再好不過(guò)的了，但是在我們的采訪(fǎng)中，雇主們似乎對(duì)大學(xué)生有很多指控，所以，我們?cè)俅伟褑?wèn)題提給了陳宇。

It would be ideal if employers and college graduates could work problems out together, but from our interviews with employers, it seems they have quite a few complaints about college graduates. So again, we spoke to Chen Yu.

馮欣：陳副會(huì)長(zhǎng)，我們看到用人單位經(jīng)常說(shuō)招人并不難，但是招到合適的人特別難，這是什么原因呢?

Feng Xin: Mr Chen, we often hear employers say it's not difficult to recruit people but very difficult to recruit the right people. Why is that?

陳宇：?jiǎn)栴}的實(shí)質(zhì)就在這個(gè)地方。每一個(gè)企業(yè)都需要能人，都需要有經(jīng)驗(yàn)、有專(zhuān)業(yè)知識(shí)、創(chuàng)造性、能動(dòng)性的人。但是實(shí)際上，在職場(chǎng)上你會(huì)看到，真正敬業(yè)的員工在整個(gè)職工隊(duì)伍中只占一個(gè)很小的比例，美國(guó)的統(tǒng)計(jì)是20％到30％，50％以上的員工是當(dāng)一天和尚撞一天鐘，就是你讓我干什么我就干什么，還有20％的人根本不適應(yīng)職場(chǎng)，來(lái)上班就很痛苦，這是美國(guó)的情況，我認(rèn)為全世界的職場(chǎng)都是這樣。

Chen Yu: That's the core of the problem. Every company needs capable people with experience, professional skills, creativity and motivation. But you will see those really dedicated employees only take up a small proportion of all workers. A US survey found the percentage lies between 20 percent and 30 percent. More than 50 percent of employees drift through each day and only do whatever they are asked to do. Another 20 percent don't fit into the workplace and feel pained to go to work. This is in the US, but I think it applies to workplaces worldwide.

馮欣：我們采訪(fǎng)的一些雇主還告訴我們，他們認(rèn)為現(xiàn)在的大學(xué)生普遍存在一個(gè)問(wèn)題，就是自己不想著為企業(yè)創(chuàng)造價(jià)值，反而對(duì)自己定位不準(zhǔn)，高估自己的價(jià)值，向企業(yè)索要高薪、高職、高福利。您怎么看待企業(yè)對(duì)大學(xué)生的這種指控？

Feng Xin: Some employers told us they believe there is a wide problem existing among college graduates. They think many graduates never try to create value for their companies but think too highly of themselves by asking for higher salaries, positions and welfare. What do you think of such complaints?

陳宇：因?yàn)槠髽I(yè)、職場(chǎng)是硬約束，它不是慈善機(jī)構(gòu)，也不是義務(wù)教育。它用人的目標(biāo)就是為本企業(yè)創(chuàng)造價(jià)值、創(chuàng)造利潤(rùn)，所以我就說(shuō)這個(gè)叫“硬約束"。只有你服從它，沒(méi)有它服從你的。

Chen Yu: Companies and employers exercise hard constraints. They are neither charity organizations nor schools offering compulsory education. Their primary goal is to make a profit. That's why I call it "hard constraints", meaning employees are the ones to follow rules, not the other way round.

招工者也許對(duì)大學(xué)畢業(yè)生有諸多抱怨，但后者是否就應(yīng)該付全部責(zé)任呢？我們電話(huà)采訪(fǎng)了21世紀(jì)教育研究院副院長(zhǎng)熊丙奇。

While employers might have complaints about college graduates, are the latter the only party to be blamed? We also called Xiong Bingqi, the vice-president at the 21 Century Education Research Institute.

熊丙奇：用人單位肯定選擇企業(yè)利益的最大化，但是有的時(shí)候也要考慮到學(xué)生的薪資待遇的要求，因?yàn)橹豢紤]到單方面的利益沒(méi)有一個(gè)雙贏的態(tài)勢(shì)，其實(shí)也很難形成長(zhǎng)久的合作關(guān)系。我們注意到，現(xiàn)在在求職應(yīng)聘過(guò)程中間有很多霸王條款，還有很多單位還是以低廉的勞動(dòng)力來(lái)對(duì)待大學(xué)生，這個(gè)實(shí)際上是不符合企業(yè)的長(zhǎng)年戰(zhàn)略的，也不可能讓這個(gè)企業(yè)變成一個(gè)非常強(qiáng)大的公司。

Xiong Bingqi: It's natural for employers to maximize profits, but they also need to think about graduates' request on salaries. Without a win-win attitude, between employers and employees, it would be difficult to establish long-term cooperation. We can find there are a lot of unfair conditions for employees during recruitment. Many employers still treat college students as cheap laborers. This is in fact not helpful for the company's long-term development. Nor will it make the company grow bigger.

馮欣：熊博士，一些雇主還告訴我們他們面臨的一個(gè)問(wèn)題，也是造成他們招工難的一個(gè)原因，就是大學(xué)生在短期內(nèi)跳槽、離職的現(xiàn)象比較嚴(yán)重。我們獲得的一個(gè)數(shù)據(jù)顯示40%多的大學(xué)生，在畢業(yè)三年內(nèi)換了工作，那么您怎么看待這種現(xiàn)象呢？

Feng Xin: Dr Xiong, some employers told us another problem they are facing, which also contributes to the difficulty in recruiting employees. That is, it's quite common for college graduates to quit their jobs after a short period. We learned that more than 40 percent of college graduates have changed jobs within three years of their graduation. What do you think of this?

熊丙奇：我覺(jué)得兩個(gè)關(guān)鍵的問(wèn)題：一個(gè)問(wèn)題是企業(yè)的問(wèn)題，就是我們的企業(yè)是不是有能力留住我們的大學(xué)生，這是一個(gè)很關(guān)鍵的，你不能去把責(zé)任全部推給學(xué)生。我們可以注意到，現(xiàn)在很多企業(yè)其實(shí)已經(jīng)形成很?chē)?yán)重的惡性循環(huán)了，就是它招來(lái)學(xué)生就想派上用場(chǎng)，馬上就給公司創(chuàng)造價(jià)值，不愿給新進(jìn)來(lái)的大學(xué)生進(jìn)行培訓(xùn)，因?yàn)樗麄円矘?lè)于去在其他的單位挖那些畢業(yè)一兩年的學(xué)生過(guò)來(lái)工作。所以說(shuō)，那些學(xué)生怎么跳槽的？就這樣跳槽的，就是我們很多企業(yè)急功近利，短期的行為導(dǎo)致了這種短期跳槽越來(lái)越嚴(yán)重。每一個(gè)企業(yè)也應(yīng)該承擔(dān)這個(gè)學(xué)生社會(huì)化的過(guò)程、職業(yè)化的過(guò)程，如果企業(yè)都不愿意承擔(dān)培養(yǎng)成本，結(jié)果就是大家都助長(zhǎng)了短期跳槽的風(fēng)氣。

Xiong Bignqi: I think there are two key problems. One lies with employers: Are they capable of keeping college graduates? This is essential. You can't blame the graduates for everything. You may notice many companies have already created a vicious cycle. They want to put fresh college graduates in immediate use and create profit. They hesitate to train these graduates, because they are more willing to steal employees who have a couple of years of experiences from other companies. That's how frequent job-hopping happens. Many employers are very shortsighted and seek quick success. They've made the problem worse. Every employer should take the responsibility of helping graduates become socialized and professional. If employers are all unwilling to do so, they would just help foster an environment for frequent job-hopping.

馮欣：好的，謝謝您

Feng Xin: All right, thank you.

馮欣：在這一期節(jié)目中，我們重點(diǎn)關(guān)注招工者，專(zhuān)家們?cè)诓稍L(fǎng)中說(shuō)，中國(guó)的產(chǎn)業(yè)結(jié)構(gòu)和勞動(dòng)力市場(chǎng)的變化、中國(guó)高校的擴(kuò)招，以及招工者和求職者對(duì)彼此不同的預(yù)期都是造成招工難的原因。但是求職者呢？是什么讓大學(xué)生求職困難呢？請(qǐng)鎖定我們的下一期節(jié)目

Feng Xin: In this episode, we focused on those who supply jobs. The experts we interviewed said the changes in China's economic structure and work force, the expansion of China's higher education and the dissymmetry in the expectations between employers and college graduates all make it difficult for employers to recruit enough workers. But what about the job seekers? What makes it difficult for college graduates to find jobs? Please be sure to join us in our next episode.

Archive · 往期

Watching China’s budget
解析中國(guó)預(yù)算

How can ordinary people make sense of China's budget?
普通人如何能弄懂中國(guó)的預(yù)算？

What makes it difficult for graduates to find jobs?
大學(xué)生就業(yè)難，難在哪？

Why do we often hear stories about college graduates unable to find jobs? -- 為什么我們經(jīng)常聽(tīng)到畢業(yè)生找不到工作的事？

Does China have enough jobs for college graduates?招工難，難在哪？

What makes it difficult for employers to recruit enough workers? And what makes it difficult for job seekers to find such employers? 是什么造成了用人單位的“招工難”？又是什么讓求職者難以找到這些雇主？

Does China have enough money to fund its pensioners?
中國(guó)有沒(méi)有足夠的養(yǎng)老錢(qián)？

How much money can we receive after we retire? At what age should we start planning our retirement? 退休后我們到底能領(lǐng)多少錢(qián)？到什么年齡應(yīng)該計(jì)劃養(yǎng)老問(wèn)題？

Should Chinese people retire later?
中國(guó)人是否應(yīng)該晚退休？

In what social context is the government’s proposal to push back China's retirement age rooted? 6月5日，人力資源和社會(huì)保障部提出，未來(lái)會(huì)逐步將退休年齡推遲五年。這樣做有什么深層的社會(huì)原因？

Illegal immigrants: China's rise as a land of opportunity?
“三非”外國(guó)人：中國(guó)成為機(jī)會(huì)之地？

Is the increase of incidents involving illegal immigrants a symbol of China's rise as a land of opportunity? -- "三非"外國(guó)人日益增多，是否意味著中國(guó)成為機(jī)會(huì)的土壤？

Legislating domestic violence in China: Concepts - 中國(guó)反家庭暴力立法：概念

Digest China explores the concept of domestic violence and the difficulty in proving it. 本期探討“家庭暴力”這個(gè)概念的本身和取證的困難。

Legislating domestic violence in China: Obstacles - 中國(guó)反家庭暴力立法：難點(diǎn)

Digest China explores some decade-long obstacles and difficulties in the process. 本期《解析中國(guó)》探討中國(guó)反家庭暴力立法進(jìn)程中長(zhǎng)期存在的阻力和分歧。