Core Viewpoint - The article discusses the challenges and dynamics of the job market for the 12.22 million college graduates of the 2025 cohort, emphasizing the increasing competition and the need for effective employment strategies to ensure high-quality job placements [1][19]. Group 1: Employment Trends and Challenges - The number of college graduates in 2025 is expected to reach 12.22 million, an increase of 430,000 from 2024, creating significant pressure on the job market [1][8]. - The employment situation is characterized by structural contradictions, with some industries experiencing a shortage of talent while others, like the internet and real estate sectors, are seeing a decline in demand [8][9]. - The trend of "slow employment" is emerging, where graduates delay entering the job market to pursue further education or better job opportunities, influenced by high expectations from parents and society [14][15]. Group 2: Job Search Experiences - Graduates are increasingly facing challenges in securing job offers, with many submitting numerous applications and attending multiple interviews without success [4][5]. - The job application process has become more competitive, with the use of AI in initial screening and an increase in the number of interview rounds [5][9]. - Graduates are advised to broaden their job search beyond traditional sectors and consider opportunities in emerging industries, which may offer better prospects [8][9]. Group 3: Skills and Employment Readiness - The rapid advancement of technology, particularly AI, is reshaping job requirements, necessitating higher skill levels and adaptability among graduates [24][25]. - Graduates are encouraged to enhance their skill sets, including digital literacy and soft skills, to remain competitive in a changing job landscape [25][26]. - The article highlights the importance of early career planning and skill development during university to align with market demands [25][26]. Group 4: Policy and Support Measures - The Chinese government has initiated a "100-day sprint" action plan to improve employment outcomes for graduates, focusing on expanding job opportunities and providing targeted employment guidance [19][20]. - Policies are being developed to support graduates in securing positions in various sectors, including public service and small to medium enterprises [19][21]. - There is a call for a diversified approach to employment policies to attract and retain talent, particularly in less developed regions [18][19].

Core Viewpoint - The changing employment perspectives of the post-2000 generation reflect a shift from traditional job-seeking motivations to a focus on personal values and interests, leading to a rise in "home-staying" phenomena among graduates [1][5]. Group 1: Changes in Employment Perspectives - The post-2000 generation prioritizes self-fulfillment over mere survival needs, emphasizing career interest, work significance, and personal growth rather than just salary and stability [2][5]. - There is a notable rejection of the "grit" culture, where young people prefer to engage in work that aligns with their passions rather than forcing themselves into undesirable jobs [2][3]. - The generational conflict in values is evident, with older generations often lacking clarity on their career desires, while younger individuals seek meaningful work [2][3]. Group 2: Acceptance of Diverse Employment Forms - The acceptance of flexible employment, freelance work, and side jobs has significantly increased among the post-2000 generation, with many students already earning substantial income through hobbies or part-time jobs [3][5]. - New job categories have emerged, reflecting the changing landscape of employment, including roles like cross-border e-commerce operators and sleep health managers, which cater to personalized consumer demands [3][5]. Group 3: Comprehensive Evaluation of Job Choices - The post-2000 generation evaluates job opportunities based on a balance of salary, work environment, development potential, social value, and quality of life, moving away from a singular focus on stability [4][5]. - Trends such as the popularity of civil service exams and the pursuit of a balanced lifestyle in smaller cities indicate a rational and diversified approach to career choices among young people [4][5]. Group 4: Structural Employment Challenges - The employment landscape is characterized by a structural mismatch, with an aging population and declining birth rates leading to a paradox of job vacancies and unfilled positions [5]. - Recent government initiatives emphasize the importance of high-quality employment services for graduates, urging educational institutions to align talent training with market needs [5].

Core Viewpoint - The article discusses the "35-year crisis" in the job market, highlighting the increasing employment difficulties faced by individuals as they approach this age, particularly in the context of the changing dynamics of the labor market and the impact of educational attainment on job readiness [5][11][14]. Group 1: Employment Challenges - The "35-year crisis" is characterized by shrinking promotion opportunities and increased risks of being eliminated from job applications as individuals reach this age [5][12]. - Many individuals, like Tang Yan, are opting to leave large companies for more stable government jobs, which offer a fairer recruitment process due to the double-blind interview mechanism [6][25]. - Recent changes in recruitment policies in various provinces are signaling a potential easing of age restrictions for public sector jobs, which could alleviate some of the pressures associated with the "35-year crisis" [6][9]. Group 2: Educational Trends and Job Market - The average educational attainment of the labor force has increased, leading to a delay in the age at which individuals enter the job market, thus compressing the time available to navigate the "35-year crisis" [14][15]. - The competition for jobs is intensifying, with over 1.2 million fresh graduates entering the job market each year, making it challenging for older candidates to secure positions [15][26]. Group 3: Changing Job Preferences - There is a noticeable trend of older candidates participating in civil service examinations, with a significant increase in the number of candidates over 30 years old [26][27]. - The desire for stable government jobs is rising, as many individuals seek to escape the pressures of the private sector, which has become increasingly competitive and less forgiving [20][25]. Group 4: Personal Experiences and Adaptations - Individuals like Cheng Ze and Li Lu have shared their experiences of navigating the job market at 35, highlighting the emotional and psychological challenges associated with age discrimination [28][39]. - Many are turning to side jobs or alternative career paths to maintain financial stability and reduce anxiety related to age and employment [38][40]. Group 5: Policy Recommendations - Experts suggest that legislative measures should be implemented to combat age discrimination in employment, similar to laws in other countries that protect older workers [50][51]. - There is a call for increased investment in education and training for older workers to better integrate them into the labor market and address the skills mismatch [51][52].