The Changes in the Graduate Labor Market - Essay Example

The increase in the number of graduates applying for jobs has resulted in the development of new promises by the management. The labor market management has responded by defining the type of life that graduates should aspire to, dream of, be ready for and expect (Taylor 2012). By defining what job applicants should possess, management has embraced the subject of fast that mirrors the aspirations, inner promises, and desires present in every unemployed graduate (Costea 2012).

            Human resource management has therefore developed an ethos that outlines expected potential and values that should be possessed by a graduate, in order to feel the advertised job opportunity (Szcześniak 2013). The ability to tailor an individual into the desired person has had far-reaching consequences among job applicants. After critically reading job adverts, graduates tend to be displeased by the approach taken to describe the ideal candidate for a given job (Nura 2014). With terms such as intelligent, dynamic, and creative being used in most job advertisements, readers of the adverts are mostly developing an inner feeling of permanent unhappiness. To university graduates, the reality of the labor market turns out to be worse as compared to their expectations (Sciarra 2012). The optimism of being a special character waited by the graduate labor market turns out to be the opposite. The main reason leading to the fast subject is the need among human resource managers to reconcile conflicting demands in the graduate labor market.

            Managers have been forced to learn appropriate ways of managing the uncertain world, as it is changing very fast. The ethos set by managers has been considered to comprise aspiration benchmarks that students need to weigh their potential and future character (Lakshmi 2013). For instance, the ethos has been used by HRM to define the ideal customs, values and of a future employee (Costea 2012). The desired ethos has been incorporated in job advertisements. Thus, students and graduates have to transform themselves into the full human subject that meets the set job requirements.

            Graduates are mostly required to transform themselves into the desired person possessing almost the entire listed ethos (Tholen 2013). Although some of the sets seem to define an imaginary world, graduates have no alternative but to accept and demonstrate them at their workplaces (Cappelli 2012). For instance, students on internships have to work extra hard with an aim of securing future employment. Some interns have endangered their lives in a bid to embrace the management as well as to demonstrate their commitment and passion towards work (Chertkovskaya 2013). Many organizations have turned to using internships as a way of testing and gauging the potentiality of individuals to meet the set standards of future employment.

Despite the changes in the graduate labor market as a result of the fast subject, the human subject has demonstrated his or her ability to become more than what he/she is. For instance, students have abandoned their initial perception of being a special character needed by the world and embraced the fast subject. Graduates have been forced by circumstance to conform to the set ethos by HRM concerning particular job opportunities. For example, graduates have to read job advertisements carefully and respond to the advert by submitting an application letter providing specific information requested.