Getting a Job After College
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Getting a job for many of the graduates has become a challenge in the present day world (Mcgee, 2015). Each and every student who goes to school to study has an ambition of becoming some important personality someday. Some do dream of becoming doctors, Accountants, Pilots, Engineers, Teachers, Environmentalist and much more. For some, these dreams have not been realized because of the struggles that do come with the job search. Many students have ended up doing other odd jobs to earn a living other than what they studied in school (Zhao & Ping, 2015). The essay, therefore, seeks to illustrate the struggles that come with the process of job search after school.
After school, with the entire new dreams ready to be realized, graduates start enormous job applications. Most of the job applications that they do are online while a few are done through delivering of hard copies of Curriculum Vitae to different companies and organization. Even then, some undergo curriculum training session to try and learn the ways of writing their resumes to align themselves with their designated dream jobs. Others do interview training session to learn how to answer the question appropriately in case they are summoned for an interview.
They also try to learn the appropriate dressing mode for the interview in the case it comes their way. All this is just as a result of the limited opportunities that graduates are scrambling for as chance may only come once in the many years to come (Mcgee, 2015). Graduates are not ready to lose an opportunity that presents itself, and that is the simple most reason why they do all this.
From our universities and colleges, many graduates are released to the job market. The number of people leaving school looking for the jobs supersedes the amount of jobs presented by any government in the world (Zhao & Ping, 2015). Most governments try to find ways of absolving all the graduates to the job that are in place, but it has never been possible. Even the most developed countries in the world like the US and Britain have been unable to solve this crisis (Mcgee, 2015). The unemployment rates are very high and therefore for someone leaving school, she or he must have top-notch skills to land a job in the present saturated job market.
Employers too are looking for graduates with the best skills in the market (Lopez et al. 2013). They put the high expectation of delivery for the fresh graduates from school and this shuts their dreams. Some employers sometimes in their job adverts list that they only need experienced employees in their firms, and this leaves the newly graduated individuals out of the picture.
Experience has been the most used excuse to deny graduates the jobs. Some graduates can deliver without the specifically needed experience but just because of the passion they have for the job and the skills learned in school. Other graduates also have the ability to deliver in their jobs as they are only looking for a one-lifetime opportunity to showcase their talent and skills to the world on how fit they are for the task. But all this has never been realized for some as employers just stick to the expected amount of experience thereby making it hard for the graduates to realize and land on their dream jobs. With these, many dreams have been shattered.
Some parastatals and other companies to have made it difficult for the graduates to secure jobs within their system. Such parastatals do recycle employees over and over again (Faberman & Kudlyak, 2016). They sometimes do recall the retired employees in the workforce thereby limiting the chances of the fresh graduates from securing jobs. Some companies do claim that the older employees have a lot of experience within the company system than some new coming employees.
In most cases we have seen companies being led by the most experienced people on the planet and at times, they do get it wrong from the start. For example the current Kenya Airways crisis, whereby the company has plunged into greater depths and lost billions of dollars due to bad decision making, yet it had the most experienced top brass leading the company (Faberman & Kudlyak, 2016). Recycling of employees denies the new graduates from school an opportunity to bring onboard their talent, therefore, making it hard for them to secure opportunities.
Graduates move from one office to another looking for a job opportunity. Employment opportunities never come easy mostly when one is new in the marketplace. Graduates themselves have a problem in the job search (Da Motta & Gabriel, 2016). Some do not know where to start the search while others do not know which companies do offer the jobs they are looking to grasp. Perfect organization when one is a job seeker is paramount. Organization is key to everything and every opportunity that comes your way. Disorganization causes job seekers immense opportunities which they would have otherwise secured (Faberman & Kudlyak, 2016).
Creating a job network is another thing that brings its challenges. For one to secure a job, He or she must create a network of people who can inform him/her of an opportunity when it arises. Most job seekers can only create an opportunity to the people of their age limit and in most cases, those that they were in school with. Such people have a petite ability to note a job opportunity and in case they note, they too themselves are eager to snatch the opportunity thereby creating a crisis (Lopez et al. 2013).
Job seekers are supposed to create networks with people of an upper social class who can give them substantial information regarding an opportunity. Even though it is a problem getting to associate and socialize with people who are of higher caliber than oneself although it does help sometimes. It is the responsibility of the job seeker to learn how to socialize with others easily to snatch job opportunities (Faberman & Kudlyak, 2016). Some job seekers have very bad socializing skills and therefore end up losing opportunities due to it.
Job search is a tiresome activity (Da Motta & Gabriel, 2016). There can be opportunities in some companies for a job seeker to grasp but the company management may be preferring working with particular people either the male species or female species. This has led to a crisis as, some male company officials may deny their male counterparts a chance while preferring their female counterparts and vice versa. Most qualified job seekers have found themselves in these scenarios thereby losing opportunities that they would have otherwise grasped.
References
Da Motta Veiga, S. P., & Gabriel, A. S. (2016). The Role of Self-Determined Motivation In Job Search: A Dynamic Approach. Journal of Applied Psychology, 101(3), 350-361.
Faberman, R. J., & Kudlyak, M. (2016). What Does Online Job Search Tell Us About The Labor Market?. Economic Perspectives, 40(1), 1-15.
Lopez-Kidwell, V., Grosser, T. J., Dineen, B. R., & Borgatti, S. P. (2013). What Matters When: A Multistage Model and Empirical Examination of Job Search Effort. Academy Of Management Journal, 56(6), 1655-1678.
Mcgee, A. D. (2015). How The Perception Of Control Influences Unemployed Job Search. Industrial & Labor Relations Review, 68(1), 184-211.
Zhao, B., & Ping, L. (2015). How College Students' Job Search Self-Efficacy and Clarity Affect Job Search Activities. Social Behavior & Personality: An International Journal, 43(1), 39-51.
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