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An adequate supply of a high quality labor force is crucial for national economic and social well-being; consequently, nations worldwide have placed significant emphasis on university graduate employability. Nonetheless, in Taiwan, a mismatch between knowledge acquired in universities and competences required by the job market has dramatically encumbered the supply of a high quality labor force. Thus, this research endeavored to determine the major career services that should be offered in higher educational institutions to alleviate the aforementioned human resource problems. The analytic hierarchy process was adopted as the major instrument for calculating the relative importance of each career service task, and 169 university alumni working in four major career fields participated in this research. The results indicated that participants from different career fields and who graduated from different colleges at different times have very different opinions of job service requests; therefore, universities should seriously consider the differences among students and provide the necessary services for each student in line with his/her particular requests. Moreover, although almost all participants agreed that sharpening students' job-search and interview skills was crucial in assisting students to find their first jobs, this service was extremely insufficient in universities, and universities thus have to place particular emphasis on this task in the future.

The university graduate unemployment rate reached a record high of 6% in 2009 in Taiwan; paradoxically, business managers complained that they could not find enough qualified employees. The mismatch between knowledge taught in universities and the requests of the job market has been criticized as the main reason for the escalation of the university graduate unemployment rate. To alleviate the aforementioned crisis, this research endeavored to identify the major career services that should be provided by universities, calculate the relative importance of each career service, and determine which department should be responsible for what career services. The analytic hierarchy process (AHP) was adopted as the major research method, and a self-developed questionnaire was administered to 30 university faculty and 50 students. The results indicated that real work place practice and internships were rated as the most important career service that should be carried out by universities immediately. Moreover, the career center and academic department office are the most important offices in accomplishing the career services.

Taiwan's teacher training system currently faces a serious disorder. The excessive number of teacher education programs being set up in universities by the Ministry of Education has dramatically increased the number of teachers. The situation, coupled with the country of low birth rate and high retirement age, brings about fewer teaching vacancies than the number of available teachers. The over-expansion of universities has resulted in a situation that almost every secondary school graduate can access higher education institutions, which subsequently produce a great number of graduates, far exceeding the vacancies in the workplace. This plus with the recent economic recession intensifies competition among individuals hunting for jobs. Thus, it is imperative to identify the ideal jobs for graduates, and the first step is figuring out the main determinants for selecting jobs and the relative importance of these determinants. A self-developed questionnaire was administered to 200 education major graduates in Taiwan. The result indicated that high job stability was perceived to be the most important factor among participants. Also, the education students considered school teacher or administrator to be the ideal jobs.

The dramatic expansion of the number of higher educational institutions in Taiwan has contributed a great deal to the growing unemployment rate of university graduates. Given the accumulated number of students who graduated in previous years and failed to find a job, the pressure of finding a job is growing each year. On the other hand, however, many employers lamented that they are struggling to find qualified job candidates. The major reason for this mismatch is that the traditional university instruction that most graduates receive is no longer adequate for the changing demands of the new market, and employers are also failed to notice that the definition of a good job perceived by students is very different from decades ago. To address this mismatch, it is important to understand what employers want in graduates and what students are seeking in a job. By administering questionnaires to both employers and university students, we endeavor to identify the component of a good job perceived by students, and skills demanded by employers for work accomplishment. Questionnaires were administered to 250 students and 250 employers, and many differences between the two parties were identified. Suggestions were given for students, universities, and employers to narrow the talent gap between employers and university graduates.