The labor market of young specialists in the situation. State and Problems of the Labor Market for Young Professionals c. Youth labor market and its characteristics

Information about Career. ru From the start! Career. ru is the leading internet portal for young professionals seeking to build a career. At Career. ru available more than 18,000 current vacancies and more than 1,000 offers of internships for students and graduates. Career. ru - Laureate of the "Runet Prize 2009" in the nomination "State and Society". Attendance Career. ru - more than 1, 8 million unique users per month. The site is owned by Head. Hunter. 2

Information about the speaker Irina Svyatitskaya Head of the youth department Head. Hunter, founder of Grant Career. ru »e-mail: [email protected] ru In internet marketing for over 5 years. She worked as a development manager for 5 ballov. ru, brand manager of the online version of the women's glossy magazine. And also on the TV channels "First", NTV, Radio Mayak, etc. Since 2009 he has been working at Head. Hunter. She came to the position of Career brand manager. Common crawl en In 2010, she founded the annual competition Grant Career. ru ". Since September 2011, he has been managing the Head youth department. Hunter and the Career website. ru. 3

Information about the study The study was prepared on the basis of data from the database of resumes and vacancies of the career website. ru and hh. ru Time of the study: September 2013 Region: Moscow Analyzed period: January 1, 2008 - August 31, 2013. 4

Share of vacancies for students and young professionals of the total number of vacancies in the market (in%, 2008 -2013) 9% 8% 5% 4% 3% 2% 2008 2009 2010 2011 2012 1 half year 2013 7

Demand structure by type of employment for 88% of students and young professionals (in%, H1 2013) 7% Full employment 3% Internship 2% 0% Volunteering 8

Employment and jobseeking activity in the field of "Career start, students" Rating of the top 20 employers 'requests, January-August 2013 (in% of the total number of Top-20 jobseekers' requests, January-August 2013 (in% of the total number) inquiries) sales manager 4.5% sales assistant engineer trainee 3.2% secretary 2.1% call-center operator 1.2% courier 0.9% young specialist 0.8% 8.3% sales assistant 5 7% Sales Manager 1. 0% Sales Manager 8. 4% 5. 5% Administrator Correlation 14% 4. 9% Analyst 4. 9% Economist 4. 9% Specialist 4.7% Trainee 0 .5% consultant 0. 5% engineer 0. 4% lawyer 3. 7% analyst 0. 4% secretary 3. 6% specialist in the bank 0.3% account manager 3.4% legal assistant 4.2% courier cashier 0.3% waiter 0.3% accountant 0.3% assistant accountant sales representative 0.3% HR manager 1.9% assistant accountant 0.2% programmer 1.8% office manager 0.2% system administrator 1.6% economist 0.2 % assistant manager 1.6% assistant, assistant 0.2% sales representative 2.5% 2.1% 1.4% 9

Basic requirements for graduates What are the basic requirements for graduates in employment in your company? Personal qualities 85% Good knowledge in working with PC 49% Applied knowledge, experience 42% Broad outlook, knowledge in various fields 39% Excellent theoretical knowledge in their field 37% Knowledge of specialized programs in the profession 32% Availability of internships in the specialty 21% Knowledge of a foreign language 20% Studying at a leading university in the country 12% Availability of a red diploma 6% Availability of recommendations from teachers 6% 10

The main reasons for refusals to graduates What is the main reason for refusals to graduates in employment in your company? Excessive salary expectations 71% Inconsistency with the corporate culture (inconsistency of character, style, etc., accepted in the company) 42% Lack of required theoretical knowledge 28% Lack of work experience Other 13% 8% 11

Elevator to the Future Project "Elevator to the Future" to attract and support talented youth (schoolchildren of grades 7-11 and students) Today (October 2012) partners of the project are more than 20 large companies with a total of over 200,000 employees. HR directors and key managers become the guides and main agents of the project in these companies. To date, the project involved: more than 50 HR-directors of the companies included in AFK Sistema; 157 top and middle managers, 117 of whom work for AFK Sistema and its subsidiaries. more than 30,000 schoolchildren and students are involved in the project 13

Leaders STUDENT PROJECT "LEADERS". Management Leadership Cup The goal of the project is to educate a new generation of business leaders, prepare senior students for work and build a career in the country's largest financial institutions, as well as acquire practical skills in solving current business cases. The winner was the team from the Institute of Economics and Finance of the Kazan Federal University. Each of the members of the winning team was awarded with a bank card "Bank in Pocket" with 10,000 rubles on the account. 15

Growth from within 3 game applications were developed on the social network Facebook for the members of the P&G page. Each app is part of a cohesive concept - “Become a part of the P&G story”. The First P&G Online Career Fair in Eastern Europe was launched as part of a regional exhibition, in a process where private traders could communicate live with company representatives from the comfort of their homes and learn about career opportunities. An Eastern European Online Case Study was conducted, which allows participants to practice on real business problems and get detailed information about the work of each P&G department. In the aggregate of the above programs, we reached more than 26,000 representatives of the target audience, more than 7,500 people took part in online initiatives and candidates spent more than 3,000 hours on the company's recruiting website. 16

Jump Summer Internship Program of the Petro Factory During the internship, interns acquire additional professional knowledge by participating in trainings and business games. In addition, the guys participate in entertainment activities aimed at team building (professional photo session, team building, meeting with participants in the program of previous years, graduation, etc.). At different stages of the program, interns are awarded certificates of professional training, master classes and internships in the company, which is appreciated by employers in the labor market. http: // www. jump-jti. ru / Over the past 3 years, 60 students from various universities in Russia have undergone training at the factory. They implemented 6 group and 60 individual projects, 11 trainees continued to work in the company. 17

What Career does. ru in addition to posting vacancies for young professionals? Labor market research Participation in events Excursions to the office Webinars Articles "Start a career". Nominated within the HR Brand Award http: // career. ru / start Career text http: // career. ru / pulemetov Grant Career. ru http: // grant. career. ru / and much more) 18

What is Grant Career. ru "? Career Grant. Common crawl en An annual competition organized by the leading youth job site Career. ru. Thousands of students and yesterday's graduates compete for prizes - educational programs in Russian and foreign educational institutions. Mission To identify "stars" among students and help them improve their qualifications. All prizes are educational. History On October 1, 2013, the 4th Annual Career Grant. ru ". 15,000 participants are planned. Number of participants last year - 13 899 Participating cities: Moscow; St. Petersburg; Kazan; Ekaterinburg; Rostov-on-Don; Nizhny Novgorod; Krasnoyarsk; Samara; Novosibirsk; Ufa; Voronezh; Irkutsk; Krasnodar; Minsk; Saratov; Tomsk; Volgograd; Omsk; Vladivostok; Permian; Yaroslavl; Kaliningrad; Chelyabinsk; Petrozavodsk; Tyumen; Stavropol; Tula; Ulyanovsk; Cheboksary; Barnaul; Kursk; Bryansk; Ivanovo; Tver; Khabarovsk; Almaty; Belgorod; Ulan-Ude; Saransk; Lipetsk; Astrakhan; Izhevsk; Vladimir; Kaluga; Orenburg; Tolyatti; Pyatigorsk; Ryazan and many others. And also: Bishkek, Kiev, Astana, Shymkent, Tashkent, Vilnius, Berlin, Ashgabat, Brussels, Baku, Warsaw, Yerevan, London, Prague, Riga, Shanghai.

Grant Career. ru 2013 »Free education for talented young professionals Grant. career. Common crawl en Two-week language study program in Cambridge from EF Four-week study program at INTO University of Gloucestershire from the British Council Training in Public Relations or International Business Protocol at MGIMO School of Business and International Competencies Training in Public Relations, Human Resources Management or Mini MBA at Russian Friendship University Peoples Education at the Graduate School of Brand Management under the Mini MBA program. Education at the Business School "Development of Interactive Communications" under the programs: team lead: development management, fundamental marketing, sales and accounting in a digital agency, PR and marketing on the Internet. Two-week master class on learning English from Mikhail Shestov Training at the Moscow School of Radio under the program “Radio Presenter. Main course »Education at the online high technology school Skill. Factory on the course "Oracle Certified Associate, Java SE 7 Programmer" Subscription "PRO entry into the PRO profession", from the PROekt company. PRO, which entitles you to 6 career guidance excursions and individual career advice Annual subscription to seminars and master classes of the Profi-Career Business Development Center Self-development books from the publishing house Mann, Ivanov and Ferber and other prizes

SCIENTIFIC DEBUT

Labor and Occupation Market E.Ya. KUZMIN, postgraduate student for young professionals:

F;: u: in:? 2tglt problems and ways

their decisions

The article examines the impact of economic crises on the market of labor and professions for young specialists who have just graduated from universities. The necessity of social support for employment of the still not professionally strengthened category of citizens is noted. The problems of unemployment among young specialists and the imbalance between the needs of the economy and the current education system are shown. Measures are proposed to overcome unemployment among university graduates.

Key words: labor market, professions market, social group, young specialists, economic crisis, unemployment.

By the end of 2012, our country faces a real prospect of a second wave of the crisis, which worries workers who still remember mass layoffs in

2008 If the economic situation worsens, it will be difficult to avoid layoffs and find a job. At the same time, according to the Nobel laureate in economics Paul Krugman, in the context of the deteriorating economic situation, it is the youth labor market that suffers the most. Young professionals are the first applicants for dismissal due to their short stay in the organization. For both graduates and young professionals, the inability to get a new job turns into serious personal and professional crises. Students who graduate during a bad economic period almost never fully recover. Their incomes tend to remain low for life.

In this regard, the results of the study of the labor market in the conditions of the crisis of 2008-2009 are interesting. in Moscow, conducted by job search sites: hh.ru, joblist.ru and career.ru. The Internet penetration rate among young people aged 18-24 is very high - 83%, and

it is with the help of it that yesterday's graduates are looking for work. The study of specialized websites was prepared on the basis of a statistical analysis of 48,032 vacancies and 218,364 resumes. The main conclusions of the study are that young professionals have suffered the most from the crisis: in the 1st quarter of 2009, the demand for them decreased by 79% compared to the 1st quarter of 2008. Only by 2011, that is, over three years , the number of vacancies for young professionals has almost doubled. Most of all young specialists are in demand in such professional fields as Sales (21% of vacancies), Administrative personnel (18%) and Information technologies (12%). The easiest way to get a job is young specialists in engineering professions, especially those working in the field of 1T and programming. At the same time, “the decline in demand for economic specialists” is a very generalized statement. Marketers, accountants, financiers with even a little practical experience remain in demand by employers. The most desirable for the employer are young specialists with diplomas from Moscow State University. M.V. Lomonosov and MSTU them. N.E. Bauma-

Scientific debut

on. The level of salaries of young specialists is largely related to changes in the economy. For example, the salary of a department assistant in the 1st quarter of 2008 amounted to almost 33 thousand rubles, in the 1st quarter of 2009 - about 28 thousand rubles, and in the 1st quarter of 2010 - only 26 thousand. . rub. In 2011, the income of this specialist reached 30 thousand rubles.

Thus, in the context of the economic crisis, the main problem of the Russian higher education system is especially acute - the existing imbalance of specialties for which young specialists are graduated and their demand on the labor market and professions. So, in 2010, 1,358 thousand students graduated from universities. 39% received a diploma in economics, and only 1.6% of graduates of Russian universities received specialties in the field of physical, mathematical and natural sciences - the qualifications necessary for the formation of the engineering corps.

The state is pursuing a policy of reducing the number of budget-funded places in economic specialties in Russian universities. So, over five years (2006-2011), the reduction was about 50%, at the same time, admission to budget places in technical specialties (metallurgy, marine engineering, geology and mining) was increased. At the same time, a policy of consolidation (unification) of universities is being pursued to reduce their number. But, despite all these innovations, university graduates every year face the same problem - the inability to get a job, and they inevitably face the question: did it take 4-6 years to study in order to become unemployed?

Currently, only about 30% of university graduates are employed in their specialty. Such data are cited both by representatives of state authorities and by Internet sites for searching for vacancies (for example, according to company data).

nii Headhunter, - about 35%). However, the numbers may differ depending on the profile of education: 75% of medical graduates work in the received or related specialty, while among graduates of pedagogical universities - only 15%. Similar data were reported by the mayor of Moscow S. Sobyanin, according to whom only a third of graduates are employed in their specialty. Does this mean that the remaining 70% of university graduates are out of work? Does it mean that government money is gone? How much is easy to calculate. According to the Ministry of Education of the Russian Federation, the state allocates 80-90 thousand rubles annually for the education of one budget student. On average, 380 thousand students are graduated per year, studying on a budgetary basis. For five years of study, about 161.5 billion rubles are spent on graduates. Does this mean that only a third of the funds (about 50 billion rubles) are returned to the state as a result of the activities of the “necessary specialists”?

Of course, it is impossible to say that the state does not know how to count money or has withdrawn itself from solving this issue. Considering the crisis consequences in 2008-

2009, it tried to support young professionals and graduates. According to the Federal Service for Labor and Employment, over three years (2009-2011), about 400 thousand young specialists took part in special state programs. Almost 80% of those who completed internships at enterprises as part of additional programs to promote employment in the Russian Federation continued to work there. But this, as they say, is a drop in the ocean.

Best of all, the situation with the employment of university graduates is in Moscow. According to the state labor and employment authorities, there is currently no unemployment among graduates of Moscow universities (March 2012). According to the head of the Department of Family and Youth Policy

140 Higher education in Russia № 12, 2012

tiki Moscow L. Guseva, all 45-year students are already employed, at least temporarily. Only 1,365 people remain unemployed, but they have good reasons. But again the question arises: "The main task of the state is simply to find jobs, or is it still advisable to arrange for university graduates to work in their specialty?"

The main role in the adaptation of graduates to the labor market and professions should be assumed by the state, given that, despite market mechanisms, it continues to play an essential role in the economy. The problem of employment of young specialists can be solved only with the active support of the state, which should, on the one hand, make education more focused on the demands of the labor market, and, on the other hand, oblige all market participants to work not only for themselves, but also for society, creating jobs. and providing social guarantees, including for young professionals.

First, the state should develop long-term forecasts of the needs of the economy in various specialties. As Deputy Minister of Education and Science Igor Remorenko noted, such a forecast until 2030 exists and is posted on the ministry's website. According to this forecast, the economy will be in need of specialists in the timber, chemical, energy, and shipbuilding industries. But has any of the current high school graduates heard of him? And why doesn't the forecast take into account creative and humanitarian specialties? Doesn't the state need them? In our opinion, it is not enough just to develop a forecast; you need to convey its data to everyone who is just choosing their own path.

Secondly, the state can introduce mandatory quotas for the admission of young specialists both in state and private organizations and companies, but it is imperative to legislate their co-

special guarantees. In this case, it makes sense to refer to the experience of foreign countries, so as not to repeat their mistakes. For example, in France in 2006, the Law on Equality of Opportunities was passed, according to which all companies must annually recruit employees under 25 years of age and without work experience. However, when these employees turned 26, they could have been fired without explanation. The state wanted to encourage young people to look for work, and employers to hire young professionals. However, all this resulted in riots of dissatisfied people.

Thirdly, it is necessary to return to the system of compulsory distribution of those who studied at budgetary places, and control the return to jobs of those who studied in target areas from various ministries and departments.

Another market mechanism that can facilitate the employment of young specialists (in the event of a possible crisis) is Russia's accession to the WTO, as this will lead to increased competition not only between producers of goods and services, but also between participants in labor relations. Foreign companies will open their representative offices and will inevitably face a shortage of personnel, which they will compensate for at the expense of young specialists. But this is a matter for the future. It is necessary to solve the problems of young specialists in the labor market and professions today.

Literature

1. Krugman P. Wasting Our Minds. URL: http: //

www.nytimes.com/ 2012/04/30 / opinion / krugman-wasting-our-minds.html

2. Headhunter. The labor market for young specialists

3. FOM. Internet in Russia. Spring 2011. Issue. 33, p. 12.

4. Labor and Employment in Russia - 2011: Stat.

Sat. / Rosstat. M., 2011.637 p.

Scientific debut

5. RIA Novosti. Admission to the budget in the economy

In the course of 5 years, the Russian Federation's higher educational institutions decreased by half. March 2011. URL: http://ria.ru/ edu_priem / 20110310 / 344498759.html

6. Headhunter. The labor market for young specialists

socialists in the 3rd quarter of 2011. URL: http://hh.ru/article.xml? ArticleId = 978

7.S. Sobyanin advocates the creation of

kovskoe universities of centers for the employment of young professionals. URL: http: // www.labor.ru/?id=1506

8. Internships give 80% of young specialists a chance

socialists to stay at the enterprises. URL: http://www.labor.ru/index.php?id = 1716

9. Young people are dear everywhere in Moscow. URL: http: //

www.rusnovosti.ru/ print.aspx? id = 194615

10. We will be kicked out of exams for mobile phones. Interview with Deputy Minister of Education and Science Igor Remorenko. URL: http://www.kommersant.ru/doc/ 1917215? ThemeID = 285

KUZMINE. LABOR AND PROFESSIONS MARKET FOR YOUNG PROFESSIONALS IN THE FACE OF ECONOMIC CRISIS: CHALLENGES AND SOLUTIONS.

The author analyzes the impact of the economic crisis on the labor market for young professionals, which have j ust graduated from universities. The article asserts the need for state support of this category in job placing. The problem of unemployment among young professionals and the imbalance between the economy needs and the current education system is discussed.

Key words: labor market, profession market, social group, young professionals, economic crisis, unemployment.

G.V. NIKITINA, postgraduate student, Tobolsk State Social and Pedagogical Academy

Social Practice Potential

The article raises the question of the search for modern means of training students of pedagogical universities for professional and pedagogical activities. As such, it is proposed to use social practice - a socially significant and pedagogically oriented activity based on the interaction of students with social educational institutions and organizations using elements of social design technology. The potential of social practice for preparing students for professional and pedagogical activity is determined.

Key words: preparation for professional pedagogical activity, social practice, potential internship sites for social practices of students of pedagogical universities.

Carrying out professional activities, the teacher is actively involved in social interaction not only with students, but also with students' parents, colleagues, and social partners. Therefore, today an urgent task for pedagogical universities is the formation and development of socially significant qualities of the personality of a future teacher with a high level of competence of social interaction.

In the training system, most of the

Dagogical universities to solve this problem, as a rule, use educational and industrial practices, as well as various forms of extracurricular and educational work. However, how effective are these forms of work of universities from the point of view of preparing modern students for professional and pedagogical activity?

To answer this and other questions of interest to us, we organized a survey of students, teachers

To calculate expert assessments, let us assign the following rank coefficients to the respondents' answer options (Table 8.1).

Table 8.1. Ranking scores of respondents' answer options

It is advisable to calculate the level of demand according to our empirical formula (11.1):

Where: U- The level of demand for young

specialists;

a d

a 2- Frequency of choice of answer 1 (%);

a 3- Frequency of choice of answer 1 (%);

a 4- Frequency of choice of answer 1 (%);

a 5- Frequency of choice of answer 1 (%);

R t- The rank of the i-answer option (-2

The level of demand for young specialists by type of activity has the following values ​​(Table 8.2 and Figure 8.1).

Table 8.3. The level of demand for young specialistsby scale of activity __

by type of activity

Table 8.2. The level of demand for young specialists

Rice. 8.1.

The level of demand for young specialists in terms of the scale of their activities is presented in Table. 8.3 and figure 8.2.

Rice. 8.2.

Data in tables 8.2, 8.3 and Fig. 8.1, 8.2 clearly show that the level of demand for young specialists in the labor market of the city of Moscow is relatively low. The greatest interest in their involvement in labor activity is experienced by institutions from the sphere of "Public Service" and, partly, "Medicine and Health Care".

In terms of the scale of the respondents' activity, a relatively high level of interest in the employment of young specialists is experienced by respondents from the “Other” category, which mainly included those from the fields of activity “State service” and “Medicine and health care”.

The most difficult for young specialists to find a job is such a type of activity as the category "Other" and "Science and Education".

In terms of the scale of the respondents' activities, it is “Medium and Large Business”.

According to forecasts of the former Department of Labor and Employment of the City of Moscow, the need for specialists is constantly growing (Table 8.4). However, getting a job for a young specialist is sometimes very difficult.

Table 8.4. Forecast of the need for the city of Moscow in specialists of different levels and areas of education for the period up to 2020

of the year _

		Forecast (people)
Higher professional education (HPE)
	Physics and mathematics
	Natural Sciences
	Humanitarian sciences
	Social sciencies
	Education and pedagogy
	Health care
	Culture and art
	Economics and Management
	Information Security
	Service sector
	Agriculture and Fisheries
	Geodesy and land management
	Geology, exploration and development of minerals
	Weapons and weapon systems
	Marine engineering
	Vehicles

Education level and the OKSO Code	Enlarged groups of specialties	Forecast (people)
	Instrument making and optical engineering
	Automation and control
	Chemical and biotechnology
	Architecture and construction
Secondary vocational education (SVE)
	Physics and mathematics
	Natural Sciences
	Humanitarian sciences
	Social sciencies
	Education and pedagogy
	Health care
	Culture and art
	Economics and Management
	Information Security
	Service sector
	Agriculture and Fisheries
	Geodesy and land management
	Energy, power engineering and electrical engineering

Education Level and OKCO Code	Enlarged groups of specialties	Forecast (people)
	Metallurgy, mechanical engineering and material processing
	Aviation and rocket and space technology
	Weapons and weapon systems
	Marine engineering
	Vehicles
	Instrument making and optical engineering
	Electronic engineering, radio engineering and communication
	Automation and control
	Informatics and computer engineering
	Chemical and biotechnology
	Reproduction and processing of forest resources
	Food and consumer goods technology
	Architecture and construction
	Life safety, nature management and environmental protection

One of the main problems of youth employment is the discrepancy between requests and professional skills. Graduates prefer office jobs to blue-collar jobs, and their expectations are clearly too high. In addition to high salaries, they make high demands on comfortable living conditions. So, according to our data, obtained on the basis of surveys of students of the Federal State Budgetary Educational Institution of Higher Education “Russian University of Economics. GV Plekhanov ”more than half of the youth who came to study in Moscow from small towns and villages do not want to leave. Even a high-paying job in the place of his birth. For most graduates, it is more important to live in the city, for them the leisure component is more attractive than a high salary. In addition, graduates are poorly guided by the labor market, yesterday's students do not know how to properly present themselves to employers, whose requirements are growing every year.

Polls of PRUE students G.V. Plekhanov showed other "curious" results:

47.5% of the surveyed students highly appreciate the possibility of employment in their specialty;

at the same time, more than 50% of them consider the education received at the university to be inappropriate to the demands of the labor market, or found it difficult to answer the question posed;

^ graduates began to more adequately assess the level of wages to which they can apply. The bulk of students determines the desired salary for the initial period in the range of 25,000-30,000 rubles;

the main problem that hinders employment in their specialty, students consider lack of experience and seniority, this was stated by 80% of respondents;

S the level of labor mobility of graduates is low, they are not ready to move to remote rural areas, even if there are vacancies in their specialty;

some graduates are rather passive in employment, do not make any efforts to find a job on their own and hope for the help of a university or specialized structures;

most enterprises in the city of Moscow do not have the concept of a “young specialist”: the same requirements and norms for hiring are applied to graduates as to other candidates for a vacant position;

the presence of social and psychological problems among graduates: young people's unpreparedness for work routines, orientation towards office work, inability to work in a team, infantilism, excessive ambition and, at the same time, self-doubt. In this connection, according to employers, higher education should be more practice-oriented.

At most of the city's enterprises, there are signs of a personnel shortage; in the labor market, the competition of workers for a job is replaced by the competition of employers for a labor force that meets the requirements. At the same time, employers themselves, speaking on this issue, often note that the level of training in educational institutions does not always suit them. Complaints are also expressed against the nomenclature of specialists trained by educational institutions. In this connection, many graduates today are forced to work not in their specialties.

However, we note, in our opinion, that today enterprises are faced with the problem of personnel shortage, not at all because of a shortage of specialists, but because today only a very small part of companies are pursuing a deliberate policy of forming a personnel reserve. It is necessary to predict the needs of your enterprise, correctly assess the existing potential and opportunities for its development, invest in the training of specialists, based on strategic goals.

With the introduction of new technologies, the requirements not only for professional, but also for the psychological, social and personal readiness of personnel are increasing. Therefore, one of the most significant problems of the labor market, undoubtedly, can be considered the problem of structural imbalance. Among the reasons that do not allow to ensure the efficiency of employment of graduates of vocational education institutions: the lack of mechanisms that ensure the relationship between the labor market and the market of educational services;

low interest of the institutions of the vocational education system in the employment of graduates, the organization of vocational guidance work with applicants and students, monitoring changes in the requirements for the qualifications of specialists in the labor market, the capacity and development of the market itself in specific professions and specialties of workers;

the personnel policy of the majority of Russian organizations, focused more on the achievement of current results, and not on long-term development;

the majority of graduates lack the necessary skills for self-determination in the labor market, development of a work career, negotiating with employers on employment issues;

S overestimated self-esteem of their professional qualification level among a significant part of graduates of vocational education institutions.

The more successfully the characteristics (competencies) of graduates' employment efficiency are formed, the more successful they will be in demand by employers and employed. At the same time, the labor market determines and changes the criteria for vocational training in accordance with the pace of development of science and economics. In this context, there is a need to develop a list of criteria for assessing the competitiveness of a young specialist that meets the promising requirements of the labor market, which determines the effectiveness of a graduate's employment.

It seems that many problems and mistakes in the employment of young specialists in the labor market of the city of Moscow can be avoided by a set of the following measures.

S development of a vocational guidance system for the younger generation, starting from school. Graduates and students of universities themselves, as well as teachers, specialists from university employment agencies, employees of the Center for Labor and Employment and employers can help in this.

introduction of a system of social and professional adaptation of students. Not only the school needs to help graduates in realizing their opportunities in choosing a profession, but also professional educational institutions should deal with the social and professional adaptation of students, focusing on the real needs of the labor market. Today, assistance in the employment of graduates is an important area of ​​activity of vocational education institutions, becoming one of the indicators of the competitiveness and demand for educational institutions. In a number of universities, the educational process includes special classes on job search technology, successful adaptation of graduates to the labor market, and master classes on job search technologies are held. Optional courses “Skills for effective job search” and employment workshops have been introduced, training seminars on the formation of self-presentation skills have been conducted.

the formation of a system for monitoring the labor market and the market of educational services, constant analysis of the correspondence of demand and supply of labor by the profile and level of qualifications in the context of specialties (professions), industries, municipalities of the region, as well as analysis of the reasons for the imbalance of supply and demand in the labor market and the reasons for not employment of graduates in the received specialty. Monitoring the problems of employment of young specialists and other participants in this process, taking into account their needs and interests, today should act as a socio-cultural norm for the design of the educational process in a higher educational institution.

In our opinion, the indicator "the level of employment of university graduates" should today become one of the main criteria for the effectiveness of the functioning of not only the higher education system itself, but also the labor market and the economy as a whole, which largely depends on the productivity of the process of training and adaptation of graduates. universities to enter the labor market.

Currently, the employer's assessment of the professional training of a graduate is considered as a factor influencing his employment. However, depending on the nature of the work, each enterprise and organization sets its own selection requirements. At the same time, a completed higher education is perceived as a minimum basis for employment and a kind of guarantee of a cultural level.

Today the labor market needs qualification competencies that do not depend on a specific labor process. The requirements of “the ability to learn”, “the ability to generate ideas and self-development”, “the presence of an analytical mindset” and personal qualities of applicants, which increase employment opportunities, facilitate vertical and horizontal mobility of workers both in the labor market and in the labor market, are gaining more and more importance. sphere.

Considering the requirements of the labor market for young specialists and the proposals on the part of education, it should be recognized that education lags behind the requirements of employers. Therefore, among the urgent problems facing education, the problem of training young specialists who are able to competently navigate and achieve success in life in the new market conditions stands out. However, it is impossible to solve the problem of interaction between the labor market and the market of educational services without taking into account the interests of the consumer of educational services, which has its own goals, objectives, motivation for mastering a profession and choosing a sphere of labor activity.

An analysis of domestic experience shows that a significant number of graduates experience serious difficulties in the transition from school to work, find themselves employed in unskilled jobs or remain unemployed. Currently, separate functions of monitoring the employment of university graduates are carried out by all institutions of the education system of the city of Moscow, while Job Centers or Career Centers have been established and operate in each university, job fairs and meetings with employers are held.

The development of a system for forecasting the qualitative and quantitative needs of the regional economy in specialists, taking into account the level and profile of training, the territorial specifics of the economy, would also be of great importance for the employment of young specialists. This would allow the vocational education system of the city of Moscow to produce competitive specialists in demand on the labor market with the necessary qualifications, competencies and level of education.

• See http://trud.mos.ru/statistika_i_analitika/prognozirovanie/prognoz_sostoyaniya/

The problem of employment of young specialists in a market economy is very relevant, which is confirmed by the materials below from one of the most popular job portals - www.hh.ru.

It is difficult at the present time to be a young or “start-up” specialist looking for an attractive job in the real sector of the economy. After all, who is a “young specialist”? First of all, this is a person with a certain baggage of theoretical knowledge who has just received a diploma. Unfortunately, no more than 30% of graduates today can boast of practical experience in their specialty by the time they receive their diploma. Faced with the challenge of finding a job, the remaining 70% see the following in their job descriptions: "Required work experience from 1-1.5 years"... A reasonable question arises: where can I get this experience if I am a young specialist? In recent years, there has been an active discussion (both within the universities themselves and among employers) how to evaluate a student candidate who combines work
and study. And there cannot be one correct answer. There are those who successfully combine study with work, strengthening their professional knowledge, and there are those who, on the contrary, completely devote themselves to the process. "Earning" money, putting your training in the background. This is a conscious choice of everyone and it can consist of the following important stages .

First, you need to determine what is the main goal - gaining practical experience in your specialty or "Making" money... The first option, most likely, will lead to a large company, where even in a crisis period there is still the possibility of internships or work in a position "Department Assistant"... Using a large company as an example, it is easier to describe a career path for a young specialist. For example, it can be as follows: Division Assistant -> Division Specialist -> Leading Specialist -> Group Leader -> Division Leader -> Department Leader... The second option is more likely to lead to a small company, where, due to the expanded functionality, there will be a real opportunity to earn money, but, unfortunately, it is difficult to predict a career path, since in the presence of related functionality there is an opportunity to gain practical experience in a completely different specialization.

Secondly, you should evaluate the real level of your knowledge and skills in order to determine which companies it makes sense to pay attention to. Unfortunately, many graduates ignore the requirements specified in the job descriptions, such as the level of knowledge of a foreign language, various specialized programs, although this is critical when hiring. Thus, they cut off their path to this company. In this case, it will be more correct, but also more difficult, to acquire these skills. For example, a resume should include the following: "The level of knowledge of English is pre-intermediate
(in the process of studying) ".

Third, it is important to define a list of resources for your job search. These can be leading recruiting agencies that are engaged in the employment of young professionals, key Internet portals, etc.

Fourthly, do not forget about one more, very important factor - the factor of "burning eyes"... Employers have been talking about him more and more often. The employer expects to see not only 100% compliance with the requirements of the vacant position, but
and a sincere interest in working in this particular company. This can be demonstrated in an elementary way: prepare for an interview in advance by looking at Internet sources and collecting recommendations.
about the company from acquaintances working in it, etc.

In addition, to prevent problems with employment
and getting any attractive job with formal employment must be very clear about the following.

Firstly, due to which you can constantly bring profit to the future employer, since in a market economy:

- making a profit is the main goal of any off-budget business entities (OJSC, CJSC, LLC, etc.);

- any non-budgetary organization or individual entrepreneur can pay you wages only at the expense of the profit received as a result of your activities (as a rule,
as a result of ensuring the sale of any goods and services), since they do not have other sources for self-financing, and your salary will necessarily be much less than the volume of sales (especially if any tangible product is sold, and not computer programs, an Internet connection or cable TV, etc. etc.), since large financial costs are required to ensure the economic activity of this legal entity, pay salaries to other employees and make a profit by the owner.

Secondly, how can you convince any employer in the real sector of the economy that if you are hired, he will quickly begin to receive financial benefits and will not have any problems, that is, you are already prepared for a successful job or you can quickly enter business course and make a profit. This is especially important for the official employment of girls and women in any non-budgetary organizations, since in accordance with the current legislation of the Russian Federation, pregnant women and those with children under a certain age are protected from dismissal, so if they do not work out their salaries, the employer will still have to pay her or have further problems.

Thirdly, it is advisable to decide by the time of employment, so as not to waste time, what kind of job you want to get, since only two options are really possible:

- work in which you are directly involved in the sale of goods and services and as a result receive your percentage of sales as wages (when selling real goods, it is usually several times less than when selling services, since in the latter case the costs and risks any employer much lower);

- work in budgetary or non-budgetary organizations, not related to the direct sale by you of any goods and services.

The main requirement that employers place on potential employees is the presence of successful work experience in similar positions. But where does he come from if the young specialist has just graduated from the university ?!

Some students start working from their first years. It is very difficult for a full-time student to find a job, because most employers prefer to hire not only established specialists, but also those who are able to work full time.
and, if necessary, stay in excess of the set time.
Nevertheless, all interested students can find a job related to obtaining skills and work experience in their specialty.

One of the options for such work can be described in the training work under construction contracts in the created TSPU named after LN Tolstoy in accordance with the Federal Law of 02.08.2009 No. 217-FZ to an innovative company - LLC Innovative and innovative educational and production enterprise "Energy saving, life safety, economy" (abbreviated - LLC IVUPP "EBZhE").

When looking for a job, it should be borne in mind that companies have different attitudes towards the prospect of hiring specialists without work experience. Some still consider this a waste of time, while others, on the contrary, see an undeniable advantage in the hiring, training and subsequent development of yesterday's graduates. In any case, the employment of some graduates is hindered by the fact that, as noted on the www.hh.ru portal, the situation is already becoming a trend in which:

- students often cannot adequately assess themselves, overestimating their attractiveness to employers in the labor market;

- students and young professionals without work experience, at best, having only a higher education, are trying to impose their conditions on the employer. Excessive ambition and the desire to get everything at once are not the key to success in finding a job. Therefore, experts advise, when looking for a job, it is better to be guided by real knowledge and skills, and not by the desire to earn as much as possible, and not to overestimate your financial expectations.

Graduates who started working in their student years, as a rule, achieve more career success than those who start.
to search for work only after receiving a diploma. It is easier for them to make a career, because by the time they receive their diploma, they are already laying a solid foundation for the future. The ideal option is when a senior student joins the company and, working part-time, gets his first professional experience. There is such an opportunity for all interested students.

conditions of the global crisis

The situation that has developed on the Russian youth labor market in recent years is quite tense and is characterized by tendencies towards deterioration. The scale of registered and hidden unemployment among young people is growing, and its duration is increasing. The struggle for the survival of Russian enterprises leads to tougher conditions for young people to enter the labor market. Meanwhile, the opportunities of young people are already limited due to their lower competitiveness in comparison with other categories of the population.

Russian official statistics classify persons aged 16 to 29 as young people - all the main indicators of the youth labor market are focused on the specified age interval. But it is obvious that the age group of 16-29 years old is not homogeneous in terms of lifestyle, level of education, and attitudes. It clearly distinguishes three different categories: from 16 to 18 years old, from 18 to 25 years old and from 25 to 29 years old.

The behavior of young people in the labor market has a certain specificity. This must be taken into account when developing an employment policy, since young people are a rather pronounced “risk group” due to the oversaturation of the labor market with other, more competitive categories of the population. The state policy of promoting youth employment can and should be implemented through special state programs, such as, for example, "Youth of Russia", "Adaptation of youth entering the labor market", "Subsidizing youth employment".

The state budget deficit and the fatal shortage of money for the social sphere have become commonplace for a long time. However, in some regions, within the framework of these programs, certain positive experience has already been accumulated in solving the problems of youth employment through the use of various forms of employment that do not require excessive funding. It should be borne in mind that the formation of the Russian labor market is characterized by regionalization, territorial differences in the set and severity of problems. This gives rise to a variety of approaches to their solution, as well as to funding programs. What is good, for example, for Moscow, may not be suitable at all for other regions of the country.

One of the ways to solve the problem around youth unemployment is the emergence of new forms of employment.

It is known that the labor market for young specialists is very "fearful" and is sensitive to negative trends in the economy. In a crisis, few people want to hire anyone at all, and even more so young specialists who still need to be trained. And there is no one to teach them - a large number of staff have been fired, and those who stayed work for two, or even for three dismissed employees. Work for students and youth is now a very vulnerable place, the positions of which are changing from day to day, and not for the better.

It is necessary to understand and analyze what is happening now with the labor market of young specialists.

The global financial crisis has had a very strong impact on the labor market, and the labor market for young specialists has had an extremely negative impact and continues to influence.

The first signs of an impending storm in the personnel market began to be recorded back in May 2008. Then the personnel policy towards young people began to deform for the worse among the major players in this market. Some companies began to recruit young personnel, more declared than real. Most of the staff were recruited verbally, while the stated quotas were clearly not chosen. There were also budget cuts for recruitment for the second half of 2008. The costs of companies for advertising and image projects in the labor market for young specialists have decreased.

The worst thing is that the crisis continues to influence, and the depth of this negative influence is only growing - i.e. as of the end of 2008, the youth labor market has not yet reached the bottom. Thus, the market will decline until March-April 2009. Then there will be a long-awaited “bottom”. And already in May-July 2009 the market will "dig" lower, in this connection, the graduates of 2009 will have a very difficult time. The first signs of the beginning of a steady recovery in demand for youth in the market are expected not earlier than September-October 2009.

It is difficult to predict that there will be no work for students and youth at all. There will be work, and no one canceled vacancies. It is possible that some kind of internships for students will be preserved, with the exception of courses for advanced training and personnel training - employers will not bear these costs. Currently, entrepreneurs are partially closing their offices, cutting staff, transferring some employees to other positions, limiting the working day, some firms dismiss part of the staff on low-paid vacations. But workflows and tasks remain. It's just that what the companies used to do with the help of "expensive" employees, now they are doing with the hands of cheaper interns, assistants and trainees. Just from among the "cheap" youth. Thus, it can be said that employers are recruiting young professionals. The only question is, under what conditions? As a rule, these are extremely shaky, disenfranchised conditions - with less than the youth would like, wages, irregular working hours, without properly drawn up labor contracts.

Thus, there are still vacancies in the labor market for young specialists, but mostly not those that one would like and which employers offer.

On this wave, students also changed their priorities in relation to work. A survey of students and alumni in 2007 showed that 35% in their work are only interested in the level of wages - i.e. she dominated the choice of vacancy and work in a particular company. The employer's brand and its reliability were not particularly worried about the students at that time. It was always possible to leave and continue career growth (which was announced by 29% of respondents) in a competing company or in a related field.

Diagram 2.1.

Now the situation is somewhat different. Moving from company to company is very difficult. Therefore, the share of those for whom the stability and reliability of the employer has become the dominant factor in their work has increased. At the same time, a survey conducted in September 2008 also confirmed that the requirements for the level of salary remained at a high level, the same 36% of young applicants want to idolize it.

market labor employment unemployment tourism

Diagram 2.2.

Due to the crisis, the number of vacancies decreased by almost 4 times.

Table 2.1. Number of vacancies and resumes from May to November 2008

The indicator is calculated as the ratio of the number of resumes to the number of vacancies. If the ratio is greater than 1, then the supply of the resume exceeds the demand. If the ratio is less than 1, then demand (number of vacancies) exceeds supply (number of resumes).

The need for students has not disappeared, there are vacancies. But most employers are now unable to provide young employees with 100 percent workload and salaries. The employer does his best to reduce personnel costs, he does with the old set. Some of the employees are subject to layoffs and salary cuts. New recruits, and even more so, young specialists without work experience are the last to think about. As for salaries, they also dropped sharply. This affected almost all professional industries. Except, perhaps, the sphere of sales. This is the only area in which there has not yet been an increase or decrease in the level of wages, both on the part of job seekers and on the part of employers.

More than 50,000 resumes and vacancies were analyzed.

Table 2.2. Salary expectations of job seekers in November 2008 compared to May 2008.

As can be seen from the table, young jobseekers also reacted to the crisis and lowered their wage requirements.

Table 2.3. Salary expectations of employers in November 2008 compared to May 2008.

Employers have reduced the level of offered income even more - by an average of 20%. This affected the areas of marketing, finance and administrative personnel especially sharply.

As for the demand for young specialists in various industries, the crisis had practically no effect on it.

Diagram 2.3 Distribution of vacancies by industry (05.2008)

Diagram 2.4. Distribution of vacancies by industry (11.2008)

The most in-demand specialists are still sales managers, administrative staff and IT specialists. In November, compared to May, the demand for HR specialists decreased. The demand for marketers, builders, lawyers has remained unchanged. The number of vacancies in the manufacturing sector decreased by 4%.