This is an area where Chen's company could play a role. Operating in 60 countries and territories, Adecco serves 100,000 clients, mostly multinationals, with around 700,000 candidates dispatched every day. Chen said that Adecco is committed to be a partner for multinationals to come up with innovative human resource solutions in each market.

For example, many multinationals have to fill vacancies with temporary, lower-skilled workers. And many college graduates are finding it difficult to land long-term jobs. Adecco reached out to those graduates, providing them with training programs and then sending them to fill those vacancies. College graduates got a chance to see if they are interested in some fields and accumulated work experience, while companies found a more flexible workforce.

"In China, companies have to give a four-month maternity leave to women and therefore there's a lot of demand to fill these vacancies. For people who cover them, this is quite a long period to prove themselves. Four months later, they might be able to stay in the company," Chen said.

This is an example of how Adecco helps young people to get a first job. And as they mature and get more competent, Adecco might help them to seek another employer. This model applies to employers as well, according to Chen: for start-up companies it's sometimes necessary to find the right workers as soon as possible; and when companies grow and expand their business, staff training, headhunting and business outsourcing become ever more important. Also, when companies merge, Adecco helps them to deal with severance packages and possible job placement opportunities.

For job seekers, an important tip Chen offers is: eye long-term career advancement rather than salaries. "A good 'platform' should always come first. Many college graduates care about their titles. But the question is, is the title really as tempting as it sounds? If it is, can you take the heavy responsibility?"

For instance, State-owned enterprises are increasingly popular among college graduates. But one should think carefully before joining one: can a job in a SOE boost one's competency? If a job seeker aspires to become a global talent, is a multinational a better "platform" even if it means less stability?

Opportunities can be exciting, but they can also be bewildering. For young people, living in Asia and China at this time is a blessing. But just as Chen said, in China, now the problem is not whether there are enough opportunities or not, but whether one can work wholeheartedly and master the job, not be mastered by it.