畢業後的國際學生何處去? For hire: Foreign students
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April 15, 2012 by HelloUS.com
畢業後的國際學生何處去? For hire: Foreign students




Melissa Korn

越來越多的商學院招生大量的國際研究生希望可以增加學生國際化的程度,並且平衡美國學生數下降的問題。不過,國際學生畢業後的就業問題卻成了學校職涯中心的煩惱。

政府對於簽證的管制和繁雜的文件準備讓國際學生留美工作變成了一大麻煩。因為國內人才充足,公司對於外聘外籍學生動機不大,在加上文化差異和高額訓練費用,這讓許多外國學生的就業率遠低於本國學生。許多學校為了解決就業問題,決定和公司合作,尋找外國學生的就業機會;有些學校則直接警告入學新生國內就業的困難和可能性。

以范德堡大學歐文管理學院(Vanderbilt University Owen Graduate School of Management)的MBA新生來說,有四分之一的學生是國際生,包含中國、印度和南韓等。學校方面說:「我們如果招收新生,卻無法協助就業,這不符合學校的做法;因此,不管學生的GMAT有多高,我們招生時就將未來就業問題考量進去,當成入學的標準之一。」

在過去的兩年中,學校新增對國際學生就業的協助方案,聘用更多的就業服務專家來協助這些國際學生,包含亞洲獵才之旅、舉辦網路研討會降低公司對於學生的疑惑或是協助尋找有能力雇用外國學生的公司。統計下來,歐文商學院畢業學生中,75%的國際畢業生都能在畢業三個月內找到工作,而本國學生則略高為85%。

以2010智利畢業生Juan Jose Thorne為例,他就讀美國學校的目的就是希望可以在美國找到合意工作─在中大型的顧問公司上班,幾個月後,他終於在一間專門做定價策略的公司Tractor Supply Co. 上班。幾個月後,由於公司不願幫他辦理簽證,他轉到另外一間軟體公司就職。最後,他提出警告:「並不是所有的學生都像我一樣幸運,可以在這裡找到工作。」

羅徹斯特大學西門商學院(University of Rochester Simon Graduate School of Business)則是帶學生參觀位於中國的高盛銀行Goldman Sachs Group Inc.和埃森哲管顧Accenture PLC,了解市場所需的人才特質,並鼓勵學生積極尋找海外工作機會。去年開課的MBA學生中,有一半是來自全球各地,讓國際生就業的問題顯得更為重要,除了海外參訪外,學校也協助學生進入大型顧問公司任短期工作,包含銀行、私人投顧等公司的分析員職位都是熱門選項。

印度裔的畢業生Rajeev希望自己在美國可以找到工作,因為他的妻子工作地點也在附近的城市芝加哥。當他有機會寄到最後一輪工作面試時,公司希望他之後可以返回印度或是中國工作,他卻遲疑,他認為在美國念書的花費,可能是回到印度或是中國工作薪水無法償還的。最後,他在Rio Tinto礦業公司上班,協助一間印度合併公司的定價策略。最近,他則是勤學法文,要準備調職到其他地方。

霍特國際商學院Hult International Business School在招收學生時,也將未來工作前景列入國際學生的考慮因素之內,例如他們降低非歐盟學生申請倫敦分校的機率。

由於加入工作前景做為考量,這樣大多畢業生都能在畢業三個月內找到工作。63%的非歐盟學生在三個月內就業,而歐盟學生則是84%。學校也在職涯規劃上,給學生不少建議,包含尋找英國本地願意為國際學生申請簽證公司、在學生母國的跨國公司或是學生母國當地公司等,希望學生可以透過多管道增加就業機會,不過,根據學校顧問的統計:「大多數學生還是都會希望留下來工作。」

資料來源:WSJ

For hire: Foreign students


By MELISSA KORN

Graduate business schools, eager to enhance their global image and offset declining demand at home, are attracting international students—and that is causing headaches for the schools' career-services offices.

Tight visa restrictions and complicated paperwork can make hiring overseas candidates a hassle, and with local talent abundant for many positions these days, some companies don't see much reason to try hiring anyone else. The potential for cultural misunderstandings and additional training costs are just too high. That has left many overseas students with job-offer rates well below their domestic-born peers at many institutions.

Some schools are seeking out companies that are more amenable to sponsoring overseas hires, while others are beefing up their familiarity with foreign markets and employers to improve international hiring opportunities. Still other schools in the U.S. and U.K. are outright dissuading international students from enrolling, warning that the domestic job hunt will be brutal.

At Vanderbilt University's Owen Graduate School of Management, one-quarter of the Nashville, Tenn., school's 2011 M.B.A. class was international, with a number of students from China, India and South Korea.

"If we have too high a [percentage] of international students and then we can't place them, shame on us," says Tami Fassinger, chief recruiting officer at the school.

"Regardless of how high somebody's GMAT is, we have to see that career fit as part of the admission equation," she added, referring to the Graduate Management Admission Test.
In the past two years, Owen has increased support for its foreign-student job seekers, including hiring a dedicated career-services staffer for the international contingent; scheduling "how I did it" presentations by international students who successfully secured jobs in the U.S.; organizing job-hunt trips to Asia; and offering webinars to address cultural gaps and identify companies that are more open to sponsorship.

Despite the school's efforts, 67% of foreign-born students from Owen's M.B.A. class of 2011 had accepted jobs within three months of graduation, compared with 85% for domestic students.
Juan Jose Thorne, a 2010 Owen graduate and native of Peru, says he went to a U.S. school in part so he could land a job in the U.S.—ideally at a midsize or large consulting firm. While Mr. Thorne, 31 years old, didn't have a job lined up at graduation, he found one a few months later as a pricing consultant at Tennessee-based Tractor Supply Co. But without a long-term sponsorship offer, he had to look elsewhere again in early 2011. Mr. Thorne now works out of Nashville for Revionics Inc., a pricing software company. Although Revionics has sponsored him for the long term, Mr. Thorne acknowledges that not all of his international classmates were so lucky.

At the University of Rochester's Simon Graduate School of Business, administrators this winter visited with more than 20 multinational companies in China, including Goldman Sachs Group Inc. and Accenture PLC, to learn what they are looking for in new hires and encourage them to consider Simon's international students for those overseas posts. More than half the students in Simon's M.B.A. class that started last fall are international; the same is true for the students who enrolled last autumn in the school's one-year master's program in finance.

Delores Conway, associate dean of master's programs and a member of the visiting delegation, says several companies already have added new jobs in China to the Rochester, N.Y., school's career-services website.

Simon also helps international students who don't yet have jobs to land short-term consulting engagements in the U.S. The thinking is it will tide them over for a few months after graduation and allow them to continue hunting for a more permanent U.S.-based position. Such short stints are proving particularly popular in private equity and investment banking, where firms want assistance on analytic or financial projects.

India native Rajeev Samuel, 30, wanted to stay in the U.S. after his graduation from the Simon school, preferably near his wife, who is based in Chicago. At one U.S. company, Mr. Samuel made it to a final-round interview only to have the company ask if he would relocate to India or China for the job. "I'm paying for a U.S. school in U.S. dollars, and I don't think I can pay it back using an Indian salary," he says.

After interviewing with five different companies, the best offer he got was in Montreal. Mr. Samuel will begin work this summer at miner Rio Tinto, focusing on pricing strategies for a new India-based joint venture. He is currently taking French lessons to prepare for the move.
Hult International Business School is also keeping job prospects in mind when considering international applicants, and has begun to discourage students from outside the European Union from enrolling at its London campus. Last year, 63% of non-EU students at the London campus accepted job offers within three months of graduation, compared with 84% of those with EU citizenship.

International students who do enroll at Hult's London branch are encouraged to take a three-pronged approach to the job hunt: seek sponsorship in the U.K., search for a job at a multinational company in their home country, or find a local company back home. Most are aiming for the first path, says Paula Quinton-Jones, career-services director for Hult's London campus.
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