Core Viewpoint - The article discusses the challenges faced by young students from less developed regions who pursue overseas education in countries like Mongolia and Southeast Asia, often referred to as "water master's degrees," in hopes of improving their job prospects and gaining entry into the civil service [4][5][14]. Group 1: Challenges of Overseas Education - Many students are misled by agents and face difficulties such as inability to graduate, mental health issues, and burdensome student loans upon returning home [5][12]. - The certification process for foreign degrees is complex and often leads to anxiety, with many students unable to meet the requirements due to various unforeseen circumstances [7][8][10]. - The experience of studying abroad is often starkly different from expectations, with students facing poor living conditions and cultural barriers [11][20]. Group 2: The Role of Education Agents - Education agents exploit the aspirations of students, promoting low-cost study options in less popular destinations without providing adequate support [20][21]. - Many students report being misled about the legitimacy of their programs and the ease of obtaining certifications, leading to significant financial losses [21][22]. - The article highlights the lack of accountability from agents, who often abandon students once they have received their fees [20][22]. Group 3: Socioeconomic Context - The students pursuing these degrees often come from small towns with limited educational resources, facing intense competition for civil service positions [15][16]. - The disparity in educational opportunities across regions leads to a sense of desperation among students, pushing them to take risks with their education [15][16]. - The article emphasizes the high competition for civil service roles, with an average ratio of applicants to positions being 77:1, making the pursuit of higher education seem like a necessary gamble [16][24].

Group 1 - The article discusses the challenges faced by individuals in the public sector, highlighting issues such as formalism, inefficiency, and a rigid hierarchical structure that leads to feelings of frustration and stagnation [1][2][3] - There is a growing trend among young people to pursue public sector jobs, particularly in police academies, which reflects a societal imbalance and increased public expenditure [2][3] - The article emphasizes that while public sector jobs may offer temporary stability, they may not provide long-term fulfillment or growth opportunities, especially as competition increases and the system becomes more crowded [2][3][4] Group 2 - The discussion includes the limitations of career guidance in higher education, where a focus on immediate job security can lead to a lack of foresight regarding future job market trends [4][5] - The impact of AI on job markets is addressed, suggesting that a narrow focus on job security may overlook the importance of creativity and individuality, which are essential in an AI-driven future [6][7] - The article argues that a passion-driven approach to career choices is crucial for long-term success and adaptability in a rapidly changing economic landscape [7][8]

以下文章来源于南风窗 ，作者赵靖含 南风窗 . 冷静地思考，热情地生活。 错配感。 作者 | 赵靖含 编辑 | 阿树 来源 | 南风窗 （ID：SouthReviews） 在35岁追上来之前，汤妍终于上岸了。 她心惊肉跳地回望过去的职业生涯，名校本硕毕业，从中小厂产品经理到阿里系P7，一 路过关斩将，在杭州置业买房，也目睹互联网从意气风发到"裁员广进"。 5年前，她觉得大厂能给她更多安全感，但30岁、35岁，年龄危机步步紧逼，心态发生 了逆转。 两会期间，全国人大代表郑功成表示，延迟退休后尽快遏制35岁就业歧视现象。 这给社会传递了一种信号：35岁危机背后的就业困境，的确到了该破除的紧迫时刻了， 老龄化趋势不可避免，就业市场需要对经验丰富的"大龄求职者"宽容一点，公平一点。 身在职场，35岁是一个临界点，职场晋升空间在萎缩，投简历被淘汰风险增加。因此， 这个非整数年龄的到来，被广泛称为"35岁危机"。 面对"35岁焦虑"，汤妍觉得，与其等着被"大环境"优化，不如主动出击——离开大厂， 考编。在她看来，除了前途相对稳定以外，更关键的是公平。 考公考编普遍适用双盲机制，即面试官和考生彼此都不知道对方的真实身份，面 ...

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].