技术在指数级加速，但岗位机会没有同步增长。 为什么会这样？机会流向了哪里？在这个转折点上，什么样的人能抓住新机会？ 这篇文章，我们从这堂课出发，回答四个问题： 第一节 | 不是岗位少了，是方向变了 2025 年的毕业生，正面对一个规则变了的求职市场。 2025 年 11 月，美国失业率升至 4.6 %，创近四年新高；中国城镇失业率为5.1%，青年失业率（16-24 岁，不含在校生）持续高位。同时，应届毕业生规模创纪录：2025 届 1222 万，2026 届预计 1270 万。 但与过去不同，这次不是岗位总量在减少，而是机会的流向变了。 就在昨天（12月17日），吴恩达一个月前在斯坦福的内部讲座视频才公开。11 月 18 日的 AI 课堂上， 他用两组数据解释了这个变化： 2025年，AI 让写程序变得前所未有地快。但这并不意味着工程师更吃香了，恰恰相反，许多人的工作 变得更容易被替代。 吴恩达在课堂上说了一句话： 模型可以帮你写出正确的代码，但它不会告诉你，这段代码要去解决什么问题。 这句话点出了关键：现在大多数岗位的分工逻辑已经变了。 不是谁更懂技术，而是谁先把问题定义清楚。 以往，一个产品从想法落地，需 ...

炒股就看金麒麟分析师研报，权威，专业，及时，全面，助您挖掘潜力主题机会！ 文/新浪财经上海站 十里 近期，一则自称署名为好利科技（维权）（002729.SZ）前董秘助理的求职帖在社交平台被多次转发。 该求职帖因包含大量第一人称工作描述而受到市场从业者关注，其中呈现的内容涉及项目介绍、机构接 触以及非正式场景中的沟通方式。 根据其自述，其是法学生专业，在好利科技任职期间主要负责在各类会面与餐叙中向机构介绍公司业 务，包括IDC机房、上海超硅、T3出行等项目。她写道："开局通常是我先简要介绍公司项目，方便大 家后续交流。" 自己本人有三个优点：能独立对接会面并介绍公司项目；能在高频社交场景中承担沟通任务；情绪稳 定、反应快、对管理层时间要求高度配合。 在描述机构接触方式时，她列举道："饭局上见到的大多是上海一二级市场的基金经理、券商和其他公 司的董秘或高管。"并提到："一开始是董秘带我去认识人，后来基本都是别人主动邀约我去饭局。" 求职帖中的部分细节因表述直接而被反复引用，如她写道： "一般八人饭局，开始由我先打圈，后面依次跟领导层喝，最后还能再来一圈。可以二场。" "茅台六两以上，没有失态过。红酒能喝，但没计过 ...

For job seekers, standing out in this super-tight job market is tough. Could the #OpenToWork badge on your LinkedIn profile help your chances of gaining the interest of a hiring manager? It’s a provocative subject. You can display the green #OpenToWork banner on your profile photo, which cues your network and recruiters that you’re seeking new opportunities. You can also opt for the more cautious approach, showing you’re open to work solely with recruiters using LinkedIn Recruiter. The question I wond ...

Core Insights - The trend of early internships among university students is increasing, with a significant rise in the number of students starting internships in their first or second year of college [1][9][22] - Companies are increasingly looking for candidates with relevant internship experience, often prioritizing practical skills over academic performance [11][12][22] - The competitive job market is pushing students to gain multiple internships early in their academic careers to enhance their employability [9][20][22] Group 1: Internship Trends - A survey indicated that 41.1% of graduates from prestigious universities and 59.5% from regular universities began internships in their first or second year [1] - The percentage of students from top universities who interned in lower grades rose from 21% in 2019 to current levels [1] - 78.4% of graduates have at least one internship experience, with 32.7% having two or more, reflecting an upward trend from the previous year [9] Group 2: Student Experiences - Students are increasingly proactive in seeking internships, with some starting as early as their first year to avoid competition with upperclassmen [3][7] - Many students view internships as a "snowball effect," where each experience builds on the last, leading to better opportunities [9] - The pressure to secure internships is leading students to balance multiple commitments, including competitions and academic performance [9][22] Group 3: Employer Expectations - Employers are beginning to favor candidates who can demonstrate immediate productivity, often requiring relevant internship experience before hiring [11][12] - Companies are cautious about hiring first- and second-year students due to their limited availability and the short duration of internships [22] - The demand for candidates who can quickly adapt and contribute to the company is reshaping the expectations for internship candidates [11][22] Group 4: Educational Institutions and Policies - There is a growing recognition of the need for educational institutions to align their training with industry requirements, leading to initiatives that connect students with real-world experiences [22][26] - Some universities are implementing programs to enhance the practical skills of students, ensuring they are better prepared for the job market [22][26] - The Ministry of Education has issued guidelines to protect students' rights during internships, emphasizing fair compensation and reasonable working hours [26]

Group 1 - The article highlights the importance of alumni networks in the job market, emphasizing that many companies have preferences for graduates from certain universities due to shared characteristics and specialized skills [2][4][5] - It points out that not all top universities in China maintain strong alumni connections, with many graduates losing touch with their peers shortly after leaving school [2][4] - The article suggests that in a challenging employment environment, leveraging alumni resources can provide unexpected information and opportunities [2][4] Group 2 - The article discusses the differences in alumni activities between Chinese and Western universities, noting that Western alumni events are often more diverse and engaging [5][10] - It mentions that the demand for talent in sectors like e-commerce, new energy, and smart manufacturing is increasing, particularly with the rise of localized operations in overseas markets [10][18] - The article emphasizes the need for professionals to actively explore and innovate in their job search, especially in competitive fields like cross-border business [18][19] Group 3 - The article provides insights from a headhunter's perspective, indicating that companies are increasingly looking for candidates with language skills and cultural understanding as they expand internationally [7][10] - It highlights the importance of understanding local markets and compliance when companies venture abroad, particularly in regions like Southeast Asia [10][18] - The article concludes with a focus on the necessity for job seekers to take control of their career paths and adapt to the evolving job landscape [19][20]