Career Guidance for Students and Graduates (A Case Study of Belgorod State National Research University)

Background: The article is devoted to the study of creating the tripartite interaction model "university-student-employer" at the National Research University "BelSU". The relevance of the topic is determined by the particular importance of the employment of graduates for assessing the quality of the university work, as well as the need to digitize the past experience of career support and its transformation in response to the challenges of 2020-2022.

Purpose: The purpose of the article is to consider the whole structure and the elements of career support as one of the key areas of the university work and show the role of the career center.

Materials and Methods: The study contains an analysis of the regulatory framework for the organization of targeted training and practice (as a part of practical training), as well as the opportunities provided to the university in the field of employment of its students and graduates. The keystone sources in this issue are the Federal Law "On Education in the Russian Federation", which lays the foundation for the organization of targeted training and practical training in the form of practice, and the Decree of the Government of the Russian Federation dated 13.10.2020 No. 1681 "On targeted training in educational programs of secondary vocational and higher education", which reveals the procedure for organizing and implementing training and interaction of the parties in the event of certain situations. Taking into account the experience accumulated at the National Research University "BelSU", relationships that arise in the process of career support and require additional regulation have been established, which was decided by the development of local regulatory legal acts.

Results: Particular emphasis is placed on identifying promising areas of career guidance and employment organization. The author evaluates the effectiveness of the decisions taken by the university recently in the field of career support, and describes in detail the results achieved by 2023. The accumulated experience can be used both for the future transformation of the legislative framework that regulates the legal relationship between students and employers, and can be used by career centers of universities and HR of organizations in their work.

Conclusion: Based on the analysis and generalization of empirical data, successful practices for the formation of career trajectories are described, and frequently occurring problems and ways to solve them are noted separately. Overcoming them is possible only if useful experience is accumulated and the specialized experience and necessary competencies of students or employers are formed, which is possible only if their interaction is competently organized.

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