This paper studies the policies which universities should adopt to support students' career development. It does so by analyzing a survey conducted on companies, a survey of universities, and a survey of college students. First, it examines the discrepancy between what companies expect of new college graduates and universities' understanding of those expectations. Second, it examines how the actions of students who find employment differ from those of students who do not find employment or who stop job hunting, as well as how the career support that universities provide these students differs. The findings show that, although companies' expectations for university graduates, namely the "basic skills" to tackle a subject jointly in an organization, have not changed, the expressions used to describe those skills have changed from those relating to "personal character" to those relating to "competency," due to the adoption of the competency concept in human resources management. Meanwhile, universities believe companies expect graduates to have specialized knowledge. Often companies evaluate the activeness of one's student life in the job interview. That is because companies' requirements for "personal character" and the qualities that are forged in extracurricular activities are closely related. I think it is important for universities' career support programs to incorporate into the curriculum the requirements previously expressed as "personal character" and now described as "competency."

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