By this autumn, the first batch of post-95 college students who entered the society had been working for exactly one year. However, compared with their predecessors, the post-90s job hopping is more frequent. In just one year, many people have started to work in their second or even third jobs. According to the "First Job Trend Insight" released by LinkedIn, the post-95 generation quit their first job in an average of seven months, while the post-90 generation, who are only a few years older than them, quit their first job in 19 months. The majority of the post-80s generation, who have entered their 30s, have been in their 30s for three and a half years, while the post-70 generation, whose first job is changed after an average of more than four years.

Many human resource managers in enterprises attribute the love of job hopping after 1995 to "unswerving". However, employees of the post-95 generation are full of complaints about their jobs. If the jobs they like are suitable and have promotion expectations, who will change jobs frequently? You should know that the employment market is also about the relationship between supply and demand. The frequent job hopping of new employees shows that the job market can provide new people with many conditions, including posts, benefits, etc., which is far from the expectations of college graduates.

In fact, there is a big gap between the post-95 generation and the post-70 and post-80 generation in terms of employment market and professional education. Born in 1980, the college entrance examination was held in 1998, and 1.08 million candidates were admitted in that year. In 2013, the first batch of post-95 college entrance examination candidates were 6.94 million. But the problem is that the teaching level of new colleges and universities and new majors is uneven after the expansion of college enrollment, and the quality of students also drops, which naturally affects the actual business ability of students after graduation, or the ability is difficult to meet the market demand. In addition, there are not so many middle and high-end jobs in the market that can meet the professional needs of graduates, and some graduates have to engage in jobs that are not consistent with their professional background and educational level, which naturally leads to such a situation: on the one hand, after 1995, they felt that the jobs were not as expected, so they decided to leave, but after several job hopping, they still did so; on the other hand, employers felt that new employees have high vision and low skill, The actual capacity is insufficient.

In addition, some enterprises in emerging industries excessively advocate the so-called "overtime culture" and the "996" working system, but do not give employees corresponding overtime pay. The total overtime hours also far exceed the national ceiling, making employees lose their personal living space. And these new industries are just the "big families" that absorb college students' employment. Not to mention the post-95s who pay more attention to their personal life, even if we put the post-70s and post-80s generation in today's working environment, I'm afraid that the time for changing their first job will no longer be "more than four years" or "three and a half years".

In fact, any enterprise with a long-term plan will also have a corresponding training plan for its employees. The training direction is consistent with the long-term goal of the enterprise. Frequent job hopping will not only make employees lose career promotion opportunities, but also make enterprises lose talent reserves. To solve the problem of post 95 employees' love of job hopping, on the one hand, we should encourage colleges and universities to cooperate with enterprises to enhance graduates' professional and technical capabilities to meet market demand; on the other hand, relevant parties should also take various measures to improve the working environment of employees in emerging industries so that employees can work with ease, which not only helps new employees to promote their careers, It also contributes to the long-term development of the enterprise.

(The article in this column was originally published by China Industrial Network. If it is reproduced by online media, the source must be indicated as "China Industrial Network". If it is reproduced by print media, it must be authorized by China Industrial Network.)