Building "Three Teams" and Optimizing Employment Service. Attach great importance to the boosting role of alumni, counselors and employment professionals in the employment process of graduates. First, by paying a return visit to alumni, sending graduates' information to local alumni associations on a regular basis, and inviting alumni groups to come to the school for recruitment, we will broaden the employment channels for graduates. Second, pay attention to improving the knowledge structure of counselors' employment theory, distribute the College Students' Employment Guidance Newspaper to the counselors of graduating classes, and improve their ability to interpret employment policies; Allocate special funds to support counselors to participate in employment guidance and certification training at all levels. Third, pay attention to improving the employment management and service level of full-time staff, organize the "micro-course" training of employment guidance every year, build the WeChat platform of career development laboratory and employment guidance center, revise the employment information network, and optimize the employment management methods and processes.
Promote "three interactions" and smooth employment channels. Vigorously promote the interaction between schools and localities, schools and enterprises, schools and students, and continuously open employment channels. The first is "school-land interaction". In 20 14, the school participated in more than 20 exchange and cooperation meetings in industrial parks, and invited human resources departments and talent exchange centers in more than 30 provinces and cities for recruitment. The second is "school-enterprise interaction". Closely combined with the geographical flow of graduates, we visit nearly 100 enterprises every year in a targeted manner to deeply understand the needs of enterprises and adjust the employment guidance plan in time. After nearly ten years of accumulation, there are 204 enterprises that have maintained long-term cooperation with the school, and the number of employment practice bases exceeds 1000. The school receives about 3,000 recruitment units every year, providing more than 30,000 jobs for graduates. The signing rate of graduates through campus job fairs is stable at more than 70% every year. The third is "school-student interaction". Move the employment guidance consulting room into the dormitory to facilitate students' consultation; Set up an electronic display screen in the student dormitory to scroll the recruitment information of the unit and transmit the employment information in time; During the period from March to May every year and on the eve of large-scale job fairs, full-time employment staff and graduating class counselors take turns to visit student dormitories to understand the actual needs of students and help graduates with financial difficulties and employment difficulties to find jobs smoothly.
Coordinate the "tripartite linkage" and build a long-term mechanism. Pay attention to building a tripartite linkage mechanism of enrollment, training and employment, and strive to improve the employment competitiveness of graduates. First, guided by employment and social needs, in recent years, 30 colleges and universities have been adjusted and optimized to 23, optimizing disciplines and majors. Second, the employment rate of graduates is the main basis for determining the number of students enrolled in each major, and the enrollment plan of majors with poor employment status is reduced. The third is to fully consider the effective connection between the enrollment plan and the talent training process, promote the enrollment reform, and implement large-scale training. The fourth is to revise the undergraduate teaching plan and establish the professional standards for students in the whole process of "enrollment-training-employment".