METHODS OF CAREER MANAGEMENT FOR GRADUATES OF HIGHER EDUCATION INSTITUTIONS ON THE EXAMPLE OF COOPERATION WITH LARGE EMPLOYERS

Lobanova Elena Vladislavovna, Sapozhnikov Georgy Pavlovich

the author examines the field of career management based on the concept of ‘tripartite model of career interaction’ – a term that unites universities, students and employers in a multi-level ecosystem, the results of which, although measurable, remain subject to interpretation. The study introduces key terms such as ‘adaptive curriculum ecosystems’ and ‘continuous employability’ to denote the twin goals of immediate employability and long-term professional development; these terms highlight the ambiguous nature of career trajectories, where academic success and personal development are both overlapping and at odds. By dissecting existing approaches, the research offers a critical analysis of ‘employer-centred learning systems’ – frameworks that prioritise corporate needs but potentially limit academic autonomy, raising the question of whether such partnerships extend or limit the intellectual framework of education. Examining ‘hybridisation models of mentoring’ reveals the multi-layered complexity of career guidance – combining academic and corporate mentoring in a way that simultaneously promotes career readiness and identifies the limitations of narrowly defined measures of success. The integration of quantitative data, such as the growth in job placement rates, prompts critical reflection on the meaning of success, especially when viewed through the lens of short-term employment statistics versus long-term career adjustment, raising the question of whether current career management practices are truly responsive to the changing needs of the global labour market. The study contributes to both theoretical and practical developments by proposing ‘longitudinal employment tracking systems’ – tools designed to assess not only initial employment but also sustained career progression over time, thus offering a neat insight into career development. The study also concludes with a call for further exploration of the interplay between ‘digital career facilitation’ and ‘human capital sustainability’, calling for an examination of the role of technology in shaping and potentially limiting occupational trajectories.

Keywords:career management, university-industry collaboration, adaptive learning ecosystems, graduate employment continuum, hybridisation of mentoring, job placement, longitudinal career tracking, human capital sustainability, digital career facilitation, professional development systems.