Nostalgia, self-determination, and freedom of choice: intergenerational perspectives on the graduate job assignment system in the planned economy (USSR)

The employment of university graduates in modern Russia is a subject of diverse perspectives. These range from the need to balance market demands with state policy, to assessing the economic and social feasibility of specific academic programs, and to calls for better-organized measures to facilitate graduates' transition into their first professional roles. The contemporary system of graduate employment assistance in Russia took its definitive shape in the 2020s, receiving an additional impetus to overcome challenges exacerbated during the pandemic through the joint efforts of the RF Ministry of Labour and Social Protection and the RF Ministry of Science and Higher Education. An analysis of graduate employment issues, based on 2022 monitoring data from the Work in Russia portal, highlights the influence of several key factors: the specific field of study, regional disparities in training and labour market distribution, and the attraction of the trade sector for graduates across specialties due to its low entry barriers. The theoretical framework of this research centres on educational choice and professional self-determination. The study was conducted within the paradigm of biographical research, considering the choice of a first job as a critical stage in an individual's life and career trajectory. Between November 2023 and January 2024, a sociological study employing in-depth interviews was conducted at Lobachevsky State University of Nizhny Novgorod with employed residents of Nizhny Novgorod (N = 90). Respondents highlighted both positive and negative aspects of the planned job assignment system for graduates and detailed the difficulties of securing independent employment after graduation. As negative consequences of (in)voluntary placement, respondents cited the inability to accommodate individual preferences and the potential disruption of family plans-such as forced relocation, a fixed status and position for three to five years, and difficulties exiting local specialist retention programs. Conversely, the resolution of the challenging task of independently choosing an employer and receiving assistance with a first contract was viewed as a significant benefit for new entrants to the labour market. Simultaneously, respondents expressed a demand for flexible work schedules, a readiness to change jobs frequently, and a desire for continuous qualification improvement aligned with their career profile. These specific aspects are among the most challenging to accommodate within a planned job assignment system. The authors declare no conflicts of interests.

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