How Do College Students Make Career Planning?

The campus is in fashion now.

From the perspective of marketing, college students must find

Unfortunately, many college students do not understand this principle. They use the employer as a tool to match their personal career goals with a wishful thinking. They like to go in and stay away from them.

I once served as a judge in the finals of a province's career planning competition. I heard a college student talk about him, and I asked him a question: what do you do when your grand blueprint can not be successfully achieved in the unit? His answer is very simple: to pform them! I asked again: if they don't accept it, answer: leave them, and continue to look for the units that suit me.

Actually, there are quite a few people who share similar views with this university student.

According to the Ministry of labor's "first employment survey" report, more than 1/3 of college students regard their first job as a career springboard, while 16% of them do not choose too much to choose their first job. The result is that after a year of employment, the wastage rate of graduates is as high as 50%, and the loss rate within two years is nearly 3/4.

It should be said that college students begin to attach importance to personal career planning as a manifestation of social progress, because after all, they are responsible for their own lives and future.

But at the same time, we have noticed a new trend, that is, too much attention to personal development and neglect of the needs of society and employers, so as to choose whether or not employers meet or conform to their career plans as the criteria for selecting employers and continuing service employers.

This kind of career planning centered on individuals and pursuing the maximization of self value is not a real career plan advocated by social development. Real career planning should be a plan combining individual career goals with the needs of employers. It is a plan to achieve personal career goals on the premise of meeting the needs of employers.

So how should college students combine the needs of employers when doing career planning?

First of all, college students should clearly understand the recruitment needs of employers.

Before making an application, the university students should seriously analyze: why should the employing unit recruit employees, and what specific recruitment conditions they hope to achieve by recruiting these employees, and what is the employer's information consistent with their career development direction and strategy.

Do not embrace the mentality of "do whatever you want to do, or change it again."

Secondly, college students should understand the needs of the employer's stage development.

Employers have different needs in different stages of development. What college students should do is to think and find ways to meet these key needs, and try hard to practice them.

If you can make corresponding achievements to meet these key needs, you will have the opportunity to be appreciated and reused by employers.

At the same time, in different stages of development, employers' expectations for employees are different. In the beginning, more employees are required to do more work and less talk. In the period of rapid development, employees need to think while they are at maturity.

Finally, college students should study the strategic development needs of employers.

If you want to have a better development in this unit, you need to study the needs of the employer's strategic development, predict the future business priorities and job requirements of the employer, and make your own long-term plan accordingly.

In short, college students must realize that employing units is not a tool for self fulfillment, but an important platform for providing valuable labor. They should consider how to fulfill their career planning objectives on the premise of meeting the development needs of employers.