中国大学生就业

本研究从用人单位的“需求侧”视角出发，探究招聘者对高校毕业生就业能力评价的核心要素及内涵特征。通过对53家用人单位招聘负责人的深度访谈，结合主题编码分析发现，用人单位对高校毕业生就业能力的筛选流程遵循“显性门槛筛选—隐性素养决胜”的逻辑，学历层次、院校背景、专业证书等“显性资质”是进入招聘程序的必要门槛，而最终决定录用与否的“隐性素养”则包括团队协作、学习适应、问题解决能力以及思想道德素质等，且思想道德素质是最核心、最深层的要素，研究据此构建了高校毕业生的就业胜任力模型。基于研究发现，为助力大学生成功就业，高校要进一步提升人才培养质量，夯实大学生专业知识基础，做好大学生思想道德教育和就业指导；大学生个人则要内外兼修，不仅要有针对性地提升就业能力，练好内功，更要努力增加自己的人力资本，放大外部信号优势。

This study adopts "demand-side" perspective from recruiting organizations to explore the core elements and intrinsic characteristics that employers prioritize when evaluating the employability of college graduates.Through in-depth interviews with recruitment managers from 53 employers,combined with thematic coding analysis,the findings reveal that the screening process for graduate employability follows a logic of "explicit threshold filtering—implicit competency finalization".Explicit qualifications,such as educational level,institutional prestige,and professional certifications,serve as necessary thresholds to enter the recruitment process.However,the final hiring decision hinges on implicit competencies,including teamwork,learning adaptability,problem-solving skills,and ideological and moral quality — with the latter emerging as the most fundamental and deeply embedded factor.Based on these findings,the study constructs an "iceberg model" of employability competence for college graduates.To facilitate successful employment,the study suggests that higher education institutions should further enhance the quality of talent cultivation,strengthen students' professional knowledge foundation,and reinforce ideological and moral education.Meanwhile,students should pursue holistic self-improvement by not only targeted enhancement of employability skills but also actively accumulating human capital to amplify external signaling advantages.