Why Employees Need Attorneys To Decipher Employment Law Discrimination Regulations

Employment AutorneyDid you know that harassment in the workplace isn’t defined solely on how other employees treat you? Harassment can be carried out verbally, with employees telling dirty jokes and poking fun at you in malicious ways. If you have experienced any type of harassment, you have right to hire a harassment attorney, who can help you get company employees to stop their inappropriate comments, touching in inappropriate ways and other acts that go against company policies that taunting you, such as working off the clock and not being allowed to leave until a manager decides your work is completed satisfactorily.

Many companies struggle when a harassment attorney is hired, because dealing with an employee that has been discriminated against can cost the company. The cost could be cheaper for companies who train their employees against employment law discrimination, before harassment occurs in the work place, and someone finds a need to file a lawsuit.

For those who are in charge of hiring and dismissals, knowing what constitutes employee discrimination is beneficial. Company heads may also want to teach employees in their HR department what they can do under employment law discrimination regulations, when hiring or firing employees. However, it’s beneficial to teach all company employees what is considered harassment in the workplace, so it can be prevented before occurring.

Is having harassment training beneficial?

Employers may save their companies additional money in lawsuits if they adapt a no-tolerance policy toward harassment. This way, employees (who have been discriminated against under employment law discrimination statutes and also harassed) would not have to hire a harassment attorney to sort out unpleasant issues.

Having an attorney will definitely benefit an employee who thinks they have been discriminated against, based on employment law discrimination regulations. Employment law discrimination may be hard to prove, thus employees will need an experienced attorney (who is familiar with the complexity of employment law discrimination) to win their cases.

Will it hurt your opportunity to file a lawsuit for violating your rights under employment law discrimination regulations, if you are fired and later work for a competing retailer? It may, if you signed non compete contract or clause before starting work with a competitor. If you live in a right-to-work state, it may not matter if you sign the non-compete contract after before you started working for the employer you are suing. Depending on the circumstances, a former employer can have the stipulations in a non-compete contract upheld. This is why it may be best to consult your attorney before deciding to sue based on employment law discrimination regulations and a non-compete contract. Even if you plan to go into business for yourself (depending on the wording on any non-compete contract you signed before getting fired), you may not be able to open your business for a period of time, because you signed a non-compete contract. This is why employees need attorneys who are familiar with harassment and employment law discrimination regulations in the workplace. Harassment attorney can guide you as to how to document harassment, verify discrimination and harassment that has taken place, and advise you what you can and cannot do if you have signed a non-compete agreement.

Employment Law Advice That May Facilitate Your Business

Employment Law AdviceSeeking the advice of an employment law skilled may be a sensible idea if you are an employer in the UK. Employment law solicitors and advisors will help you to perceive the ever changing laws in the UK, which may, in turn, help keep you out of pricey lawsuits and other legal trouble that will arise.

Employers are legally accountable for his or her employee’s welfare and should abide by the typically complex employment laws of the UK. Invariably these laws modification throughout the course of the year and keeping latest should be a priority. Employment Law specialists will help to interpret the laws for you and apply them to your particular business. They can also offer regular training if you have got a department at intervals your company responsible for your employees.

There are many totally different laws governing personal leave, vacations, minimum wages, sick time, benefits, the grievance method, discrimination, harassment, and different workplace concerns that you would like to be familiar with and of course abide by. It can be troublesome for busy employers to stay track of all the laws and requirements also run their business.

You’ll find your business in trouble if you are doing not abide by all of these laws, even if the infraction is unintentional. Such an incidence will ruin the reputation of your business in addition to value large sums in legal fees, fines, and settlements. This is often where UK employment law advice from an employment solicitor is notably indispensable; to stay your business protected by keeping you recent and in compliance with the law.

With over one hundred employment laws introduced every year for the last four years in the UK, keeping track of all of your responsibilities as an employer can be challenging. More than 100,000 individuals took their employer to court last year alone over varied violations of those laws. With one third of employment disputes resulting in dismissal and compensation limits currently over ?sixty,000, businesses stand to loose a considerable amount from these disputes. Added to the actual fact that ninety eight% of employers who win their cases are unable to recover their legal fees, being incompliant with employment laws can be pricey and even devastating to a business.

UK employment law solicitors will facilitate your to remain abreast of revisions to employment laws and new ones that can have an effect on your business. They can help you to compile your employment handbooks, training materials, and workplace policies and ensure that they follow the laws. If you want to protect yourself as an employer and your business, consider a specialist employment law solicitor to help you create sense of it all.

Pre-employment Screening Of Doctors

Employment 2Verification Of Professional Degrees

Among other things, doctors as a profession and Healthcare as an industry share a common need a good reputation. For doctors their good name is as important as their medical skills and abilities. For hospitals, an excellent reputation is as desirable as modern equipment and the best facilities.

A good name, like good will, is got by many actions and lost by one.. Lord Jeffery

When the good name is brought into disrepute it is the hardest of tasks to remedy. That is precisely the predicament in which Delhi hospitals find themselves.

Over the last few months there has been a spate of reports in various media about unscrupulous people practicing medicine and masquerading as doctors. They have been carrying on their wicked work without the education, training or qualifications to do so. These quacks have even infiltrated the sanctums of private hospitals and are no more confined to the narrow lanes and backstreets of crowded slums and unauthorized colonies.

Reports reveal that the problem is rather large and widespread. Large enough to be alarming. The, now dissolved, Medical Council of India had estimated that the number of quacks operating in the Delhi region would be about 40,000! Now compare that number with 45,000 (DMC database), which is the number of genuine registered doctors.

The erstwhile Medical Council of India (MCI) and the Delhi Medical Council (DMC) have been working hard to get a grip on the problem and clean out the Augean stables. As a result of their efforts some 25 fake doctors were discovered working in respected private hospitals. These quacks have been suspended – with police cases filed against them – and are now enmeshed in the judicial process.

The lesson to be taken from these findings is that hospitals should wake up quickly to the vital necessity of verifying the educational and medical qualifications and antecedents of the medical staff they hire. They cannot afford being tarnished by the bad reputation that comes with hiring quacks and other unqualified medical personnel.

Background Screening and authentication of education qualifications should be rigorously carried out along with checks of professional degrees and references. These checks are especially crucial in an industry such as healthcare where the price of wrong hiring could be the loss of a life.
In a recent AuthBridge study, Background Screening Trends: October 08 July 09 it was found that 69% of discrepant cases relating to education were due to fake/forged documents. The bigger picture is even more disquieting. They show that 30% of all the cases we handled were discrepant – for a variety of reasons. Of these the majority pertained to false and fake qualifications. While these statistics do not directly relate to the medical profession, it is a pointer to what could be the magnitude of the problem facing it.

While hospitals of all hues and sizes need to be alive to the seriousness of the problem, it is also important for the various medical governing bodies to conduct checks of their own. They too have to retain their good name and integrity of their associations. The reconstituted Medical Council of India has to work, now and in its future avatar, to safeguard its international reputation too.

Resume Primes Stand On Todays Employment Debacle

Employment 1Gone are the days when all people have to do to secure their future is to study hard and get good grades. Whoever tells you that the key to success is getting into graduate school and staying steady must be living in a world that doesnt exist anymore. Here, we are talking about GenYers the generation we so often pity for having less and less to rely on. With the current employment mess we are into now, Resume Prime recommends the following to be the Generation Ys credo:

1. Specialization is no more

Job security is dead. Most Gen-Yers are taught by the Gen-X to specialize because the more narrow your field is, the higher paid and the more indispensable youll get. But lo and behold, people in graduate studies seldom find a job that fits them, and if theyre lucky to have one, only a few have kept it for long because of the fast-changing technology and industrial trends. In this age where everybody gets a specialization, its safe to say that employers are now demanding more of people who can work with flexibility. Heed this advice: most companies will hire you because you can handle multiple types of tasks, not because you can do great in a single not-so-worth-the-payroll task.

2. Dont Expect the Pension

Heres reality to Gen-Yers: your retirement is in big trouble. So dont bother expecting your social security to come back to you. Its just the most sensible thing to happen, as the previous generations are retiring later than the rest, which means that well be paying for their pensions. So most of the twenty-somethings will expect more of their 401(k) in the future, which is troublesome by the way, because jobs are wobbling and you cant make an effective investment without a steady paycheck. The idea is to never let your months vacant without at least a freelance job or a side gig. Then dont chicken out and play safe with your 401(K) learn of better investing strategies as early as possible.

3. The Rise of Startups

During the previous decades, A-students go to Fortune 1000 Companies. Now, A-students are creating their own companies. Some take advantage of it – seeing the rise of startups as an employment opportunity. However, beware that only a very few of those small mushrooms will be there for the next five years. So our advice: if youre working for a startup, better assume as default that the job wont be forever. Resume Prime advises to take advantage of them by getting as much knowledge and experience you can get- smaller organizations means wider range of hands-on activities. Being part of a startup is really a great experience, but keep your eyes wide open for better and more stable opportunities.

General Counsel Employment

Employment 3Getting employed as a general counsel can be an elongated process taking a lot of hard work and pain. It can also be easy if you are ready. If you are not, prepare yourself.

Everyone knows how difficult the job scenario is due to extreme competition today. If you are going to secure your jobs, you must work very hard for it. General counsel job requires qualifications that vary from company to company as these have varying legal and business obligations and requirements. Be ready for this. You must accumulate as many qualifications and developments and skills that are needed in and around your job as possible.

Flexibility is very important. Be armed with all the usually required qualifications and legal and business knowledge and skills. Be widely knowledgeable about legal and commercial issues. Be ready for changes as you are seeking to be a counsel general a big leap in the law sector. Be the jack-of-all-trades to do successful general counsel work.

While choosing companies you are going to apply in for the job, make sure the company fulfils your requirements as you are preparing to fulfil theirs. You job should be of mutual benefits for both parties and you should have job satisfaction. Research the company well beforehand. Wait till the final selection to ask questions that the company can best answer.

Think about if you want to do this job and what your expectations are and if you think this company will fulfil them. Find out what your role will be as legal advisor in the company and think about if that is satisfactory to you. What is the history of the company?

Spend time on reading the literature of the company. Try to talk to most employees who will be involved with you if you get the job and get the feel of the work environment. What is the pay structure for the legal department of the company?

Compare it with other departments of that company and with legal departments of other companies as well. This should give you an idea of your position and of the possible scopes in the company in future. What is the companys relationship with other similar companies? What kind of reputation does it have for these other companies?

If you are set about applying and doing the job, prepare yourself to the demands of the companies. Generally general counsel careers do pay a lot. Interviews and CV distributions are processes through which you will sell your skills and knowledge. Sell yourself well when you are doing it.

Remember you will be paid in exchange of your skills and services. Also, if you are not selected, do not plead or argue. Maintain your dignity as an applicant of counsel general employment and a senior legal advisor. If you are selected, be ready to prepare for more changes and flexibility. General counsel employment are mostly available in areas with tremendous business and legal and commercial activities. Prospective states are California, Texas, Florida and Pennsylvania.

What Is Hearing Loss at Workplaces – Causes and Prevention

There are many ways in which hearing problems can occur, other factors such as age or an underlying medical condition can also cause this. However, the Health and Safety Executive (HSE) shows that an LFS survey carried out between the years of 2009/10 to 2011/12 the average number of hearing loss cases either caused or made worse by working conditions was at 19,000.

Causes

There are many different ways in which deafness and hearing impairment can occur such as age, exposure to constant excessive loud noise and a medical condition which may have occurred since birth. There are two main types of hearing loss, the first of which is conductive hearing loss and the other is sensorineural
hearing loss.

Conductive hearing loss- this type of hearing loss most commonly occurs when there is a blockage within the ear as a result of a hold-up of a wax, fluid in the middle layer, an ear infection, perforation eardrum drum are many different forms of ear infections. The most common cause way people noticed that they suffer from this type of hearing loss is that they hear sounds to be muffled and quieter than usual. If the cause is due to ear wax, fluid or an ear infection then these are often temporary and can be resolved with medical treatment. If the condition is more serious, such as a perforated eardrum or a condition which affects any of the small middle ear bones,then this cansometimes lead to deafness and a more permanent hearing impairment.

Sensorineural hearing loss- this type of hearing loss is when there is a problem within the inner ear. This is the most common type of hearing loss and people who suffer from sensorineural deafness and hearing impairment will quite often require hearing aids in order to assist them with their day-to-day life. The most common causes of this type of hearing loss are: age, circulation issues within the inner ear, various diseases, genetics and exposure to excessive noise.

If you are working have been working in an employment is where you are exposed to excessively loud noise that may be possible that you are suffering from sensorineural hearing loss. However, if you have noticed any symptoms of deafness and hearing impairments than it is important that you consult with your
GP or a trained audiologist as soon as possible so that you can get your hearing assessed.

Prevention

Prevention is always better than the cure, although deafness and hearing impairment cannot always be prevented, for example when there is an underlying condition which affects your inner ear. It is important to ensure that any prevention methods which can be taken are used where relevant. For example, it is best to ensure that you avoid a constant exposure to excessively loud noise such as music or machinery with in a workplace so that your hearing is not damaged over time.

If exposure to excessive loud noise is something which is unavoidable for you, such as working in a noisy environment for your job, then it is advisable that you take any relevant steps in order to protect your hearing and therefore reduce the risks of deafness and hearing impairment. This can be done simply by wearing the relevant hearing protection which may be available to you within your employment such as earplugs or ear defenders. The Health and Safety at Work Act 1978 states that your employer will have a duty of care towards you and if the levels of noise within your workplace exceed the recommended limit then they should provide you with any protection which is recommended and take any preventative steps to best protect your health and safety at work.

What to do if you already suffer from deafness and hearing impairment.

Hearing problems can go undiagnosed for many years as people ignore the symptoms that have or they may simply not realise that they have a hearing impairment. The most common symptoms include:

• Constantly asking people to repeat themselves as bit louder.
• Having to turn your television up rather than you would normally have to.
• Having an intermittent or constant ringing in your ears, known as tinnitus.
• You speak louder in general to people as you struggle to hear your own voice.
These are just a few simple ways in which people will notice that they are suffering from a form of deafness and hearing impairment. If you have noticed that you suffer from any of the symptoms above or that people simply make the comment that you have not heard them on a regular basis then the best course of action is for you to seek medical advice from your GP who can refer you to a specialist audiologist for hearing tests.

Following a hearing test you will then be placed on a scale usually between 1% and 100% and shown a graph which dictates your level of hearing loss. From these results the medical adviser will then be able to make a professional decision on what course of action is best for you such as providing you with hearing aids or any other treatment which may help you.

If you believe that you have suffered any form of hearing problems as a result of your work within a noisy environment or any work you have carried out in the past, then you may be eligible to make a compensation claim against the employer. It is important to do this as soon as possible to ensure that you do not miss out on any deadline which could stop you from making a claim. It is highly advisable that you consult with a specialist industrial disease compensation claim solicitors who work on a no win no fee basis as this will ensure that, should your claim for compensation be unsuccessful, you are not then required to pay any large solicitors fees.

The Employment Prospects With Forensic Anthropology

Forensic anthropology is pairing the technology of human osteology and bodily anthropology usually, within legal setting. Osteology describes the study regarding a persons skeleton. Forensic anthropology is most often found in criminal investigations usually once the victim’s remains already are within the advanced stages of decomposition

For making forensic anthropology a job, you will need to specialize in two areas of forensics training: physical anthropology and archeology. In physical anthropology, the main focus should be on skeletal biology. An actual anthropologist is in charge of identifying if the bone tissues are human or otherwise, and if they are, to create a biological profile of the bones that will help in identifying the person. This biological summary generally includes identifying the sex, ancestry, age at the moment of dying, trauma, or even stature. On the other hand, by being a professional in archeology, the forensic anthropologist will be able to help out with looking for and excavating skeletal remains.

The reason why forensic anthropology specialists exist is is to enable them to narrate the reality in addition to offer proof with their hypothesis. A forensic anthropologist gives us the right angle from the scenario by supplying data that what individuals claim to have took place in fact didn’t happen.

With the frequency of crimes today, all the more does the requirement for forensics training in anthropology experts increase. Therefore you will discover them in police force agencies including the FBI where they behave as private consultants in the the academics in addition to clinical setting, in research, and inside the medical examiner or coroner divisions.

However, forensic anthropologists are not only seen needed in criminal investigations. Forensic anthropology also works in various archaeological research. Learning and learning about past customs like burial practices, offers us with a better knowledge of the cultural organization and sex differentiations quite a while ago. Another feature where forensic anthropology could be employed is at learning the overall health and diet of a culture. There are particular conditions that actually changes the skeletal structure, therefore forensic anthropology will come in to determine the complexities for which these were caused.

The advance created in science is consistently improving the various tools that forensic anthropologists use. Even though forensic anthropology dates back to as long as the mid 16th century, the modern changes in the industry, particularly the equipment and types of research, have propelled this science in to a totally new level.

Reasons Hiring Managers Fear Pre-employment Tests

Like many fears, the FEAR that hiring managers have about using pre-employment tests is nothing more than False Experiences Appearing Real. In this column I respond to the top 10 fears I consistently hear from HR managers, executives and business owners. A few of the fears are real. Some are merely exaggerations. And others – they are simply not true. Beginning with number 10:

10. We don’t have a budget for testing. Fortunately the ROI on pre-employment tests is many-fold when you consider the cost of a bad hire, estimated to be 1 to 2 times annual salary for lower-wage employees and upwards of 10 times annual salary for managers, professionals and executive. In low-wage, high turnover industries like hospitality, studies indicate it costs roughly 300 to 700 times an hourly worker’s rate each time you have to fire and replace them when you take the effect of a bad hire on a guest’s first experience. Ranging in costs from as little as $25 for screening tools to several hundred for job fit assessments, the cost of the pre-employment tests will be a fraction of the cost spent on trying to save a bad hire. Pre-employment tests are an investment in productivity and innovation, not an HR line item.

9. I read my report and don’t agree with what it says about me. Face validity is very important. That means when you read the report it describes your to a “t.” But face validity isn’t a very good predictor of job fit. If it was every candidate who says he’d be a great fit would become your next super-performer. Tools like DISC and Myers-Briggs have very strong face validity but other psychometric tools that are normed against the population and used for job fit and potential are more sophisticated. Selection tests measure innate personality traits, or your core personality. With experience and training, you may have learned new skills that cover up potential shortcomings. That’s why it is very important to use both the pre-employment test and interview to discover the natural fit, learned fit, and potential for growth. If you don’t agree with a result, just ask your consultant for an interpretation. I can count on one hand how many times a candidate or employee doesn’t agree after they understand how to use the results properly.

8. We’re just a small business. We’re not sure why many managers feel they shouldn’t have the same tools at their fingertips as large companies. Online technology has leveled the playing field. Now small business owners as well as mid-managers have the same tools as senior level executives at Fortune 50 companies. And the best news is that technology has lowered the cost to a level affordable to any size business in any industry.

7. We don’t have the time to get certified. Online hiring assessments make this an easy one to overcome. Certifications and training are not required for most programs. Our reports are written so that even the most inexperienced manager can understand the results. And to make the report even more manager-friendly, all our pre-employment tests come with personalized behavior interview question guides based on responses given by the candidates. We can’t make it any easier. (Of course, for any managers wanting to become more skilled at reading the reports, we are always happy to oblige – and many managers take us up on the offer!)

6. It takes too long to get the results. This is the easiest fear to overcome. Results can be real-time. We can set up a client account at no cost to the business, many times at no charge. Reports can then be accessed in real time. In other words, as soon as a candidate hits the submit button, a manager can log into the system and retrieve the report. Unlike many of our competitors who require a 2 or 3 day (or more) delay in receiving results and then even longer to speak with a consultant, we are available when you need us the most. In today’s job market, when you have the good candidate waiting for a job offer, you can ill afford any delays.

5. We don’t want to upset the candidates. Our clients gave us the answer to this fear. “If a candidate balks at completing our hiring process and this is the time when he is supposed to be on his best behavior, what will happen the first time we ask him to do something he doesn’t think is part of his job?” It’s important to look at the assessment as equal to the interview and background checks. That’s how the EEOC looks at pre-employment testing. Resumes, application, interviews and even general observations are all on equal footing. If a candidate refused to submit his resume or give permission to check references, you certainly wouldn’t forego these steps. The pre-employment test is just another part of the employee selection process. So what more can I add except that when a candidate refuses to complete an assessment, it won’t cost you a dime for the assessment but think about the thousands of dollars and hours of aggravation you’ll save if you had hired him!

4. We heard candidates can fake the tests. Again, this fear is real – and true. Just like during the interview, people are more and more skilled at playing a role that can’t be delivered after they are hired. The advantage of our pre-employment tests is that each assessment has a “fake-ability” scale. Questions embedded in the assessments help managers assess how reliable the information is and if the candidate attempted to manipulate his responses. Unless you are a highly skilled interviewer, gut instinct is the only tool you have to determine if a candidate is the real thing.

3. We spoke with our attorney and he said stay away from testing. Another variation of this fear is: I heard that companies have gotten sued because a test was used. It is true that organizations that have used tests have been sued. But it’s also true that more businesses have been sued because they didn’t. Every hiring decision carries a risk. But you need to know the facts. The EEOC in 2007 heard 77,000 discrimination complaints. Of those 77,000 only 304 involved assessments. And of those 304 the decisions that ruled in favor of the employee were related to the improper use of the assessment, not the validity of the assessment itself. As long as the test is valid, reliable, non-discriminatory AND job-related, the use of pre-employment tests is a best practice that meets EEOC guidelines. If your attorney can’t substantiate why he/she believes pre-employment tests should be avoided with anything more than it’s his/her opinion, get a second opinion. We will be happy to refer you to employment law attorneys who support the use of employee testing as a best practice and view the decision to use testing as good business practice.

2. We can’t afford to turn away good candidates. The time is long-gone when you can afford to hire employees who can barely fog a mirror. For the same reason you wouldn’t accept an order from a vendor with the wrong parts, why would you hire an employee that doesn’t have the right skills or fit in your culture? But the big benefit for using assessments is that organizations actually expand their talent pool. Yes, you read that correctly. You can expand, not shrink, your talent pool with assessments. How is that possible? For the very same reason that managers make hiring mistakes based on the interview alone, they also miss high-potential candidates because they might interview poorly but have all the skills and attitude you need, if not more. Pre-employment tests can help find the diamonds in the rough. You can ill-afford to turn away a gifted employee when he presents. And let’s have a drum roll please. The number one reason why managers fear pre-employment tests is:

1. We don’t have the time to test candidates. It’s true. It does take time to test candidates (but not as much as you think). The irrefutable data however confirms the time it takes to test a candidate is a drop in the bucket compared to the time you will spend training, counseling and eventually terminating the wrong hire. With online hiring assessments, most of the time invested in the process is candidate time. All a manager needs to do is send out the instructions to the candidate and process the report. That’s it. And for businesses too short-staffed to manage even the administration of these functions, we can do all the “grunt” work. All we need is a name and email – and voila! The next time you hear from us you’ll have the candidate’s completed report sitting in your inbox. The time saved using online hiring assessments will be much better used recruiting for hard-to-fill positions and retaining the employees you have.

Choosing the Best Method for Employment Criminal Background Checks

Ordering employment criminal background checks before making an offer to a prospective employee has become more and more necessary in today’s society. Rising crime rates make it imperative that you always perform employment criminal background checks before making a final hiring decision. Using background screening services is the only way to protect both you and your business from the potential harm that a criminal can do. Background screening services ensure that no matter the industry, you don’t hire someone that could cause problems. Hiring a drug addict to work at a pharmacy is never a good idea, or a thief to work at a bank. Make sure that anyone you hire is ready and able to do the job. If you need to order employment criminal background checks there are several things to remember before you decide on background screening services.

Research is Your Friend/b>

Choosing the right background screening services company is important. You need to ensure that the company you retain provides comprehensive and accurate background checks, in a timely fashion. When you are performing employment criminal background checks you can’t afford to wait weeks while information is gathered, you need to hire someone immediately. Background screening services that offer instant employment criminal background checks are a great way to get all the needed information, as quickly as possible.

Instant Background Checks are Available Online

There are tons of websites that offer free employment criminal background checks available in moments, but the information provided for free is usually simple address verification. If you are looking for more in-depth information paid background screening services are your best bet. The old saw, -You get what you pay for,- is still as true today as ever.

Find the Right Website

A paid service online is the best method for getting employment criminal background checks completed timely. The trick is choosing the best website for your needs. First, make sure they offer all the information you are looking for, and then take a look at the pricing. Setting up an account with a reputable agency is the best bet, since once you start for business reasons you will quickly discover how much you will come to depend on the service to make decisions about both business partners and social friends. The fact is that many people have something to hide, and often that information can impact how you would choose to interact.

Don’t let yourself be fooled by a good lie, instant online employment criminal background checks can keep your life safe and secure from the criminal element.

The Strategies of Obtaining Employment

According to the information released by China Ministry of Personnel, Ministry of Education, and some other authorities, it is about eight million people waiting for employment in 2011. This year’s employment situation is much more severe than last year’s. It’s not a fact any more for every undergraduate getting a job successfully. Why is it so difficult for undergraduate getting a job? By survey, it may has some reasons as the following. Firstly, the major courses set in colleges and universities are inconformity with requirements of enterprises. It has been showed that the difficulty for undergraduate getting a job is not simply because the posts offered by enterprises are less than undergraduate amount. But because the market demand is changing rapidly. The professionals of some hot majors enterprises need is much more than colleges and universities can offer. At the same time, professionals of some cold majors enterprises need is much less than colleges and universities have. Secondly, the utility ratio of knowledge by undergraduates is weak. One of the standards of measuring undergraduates’ comprehensive quality is how much they learned, how much they grasped and the ability of applying the knowledge they grasped. However, about 60 percent of the companies reflected that it is difficult for undergraduates practice the knowledge they learned. Thirdly, many job hunters do not have clear and definite goal. Majority job hunters attend career fair like draw a lottery or raffle. No targets, no preparations and no ideas finally effect their success of hunting jobs to a certain degree. Undergraduates are lack of employment training opportunities. Almost every post demand work experience. But companies do not want to undertake the costs of training undergraduates. To reach this demand, undergraduates and their families have to assume this because colleges and universities do not want to undertake the costs, too.

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