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Western area of China has vast territory and large population. In recent years, with the rapid development of nationality education and improvement of the teaching quality, the high-level education has been improved. But the ethnic minority talents cultivation structure is still not reasonable. Regarding this problem, there should be more measurements to strengthen the cultivation of top-level talents. This article analyzes the reason of the demand for ethnic minority talents in western universities, and then explore and experiment of how to build multiple talent cultivation system and achieve the ethnic minority talent cultivation goal, so as to adapt to the social demand for multiple ethnic minority talents. The current situation and problem of ethnic minority talents cultivation in western universities The current situation. National medium and long-term plan for education reform and development (2010-2010) has clearly pointed out to pay attention and support the ethnic minority education and to speed up the development. This has great significance to promote the social economic development in ethnic minority area, promote the joint hardworking for future prosperity of ethnic minority. As the populated area of ethnic minorities, Ningxia owns more than 35% minority undergraduates in colleges and universities. As the main force to cultivating ethnic minority talents, universities in Ningxia and western area s have faced with new goals and standards on how to cultivate ethnic minority talents under the new environment of the higher education. The cultivation in western colleges. It has always been an attention of various colleges and universities on how to improve the cultivation quality of ethnic minority talents. There are many reasons of the problems in ethnic minority graduates’ employment. In a word, there are multiple interactive impacting from the government, schools, and student’s individual irrational reasons leading to these problems. Analysis are as below: Large scale enrollment The annually continuous enrollment makes the number of undergraduates and graduates increase hugely in duplication. The number of graduates from normal colleges and universities in 2003 was 2.12 million. And reached 3.38 million in 2005, 6.31 million in 2010 and 7.49 million in 2015. We cannot deny that with the economic development, higher education should also get developed. Meanwhile, the demand and bearing capacity should be taken into account during the overall development. Blind pursuit of high speed would have passive influence especially on the employment of ethnic minority graduates. Now we are in the economic system transformation stage, main sectors receive huge numbers of graduates in the past such as the state-owned enterprises, government sectors and units have been through the structural reform limiting the recruitment scale, which has slowed down the increasing rate of the demand for labors. Under the case of increasing enrollment and reducing labor demand, ethnic minority graduates are undoubtedly facing difficulties. The employment policy With the deepening of the economic system reform since opening and reform, the market mechanism is playing a basic role in resource allocation. But right now the employment policy when ethnic minority students graduate is not matching the preferential policy when they are enrolled in colleges. Since 20 years after the resumption of university entrance examination, college entrance 3rd International Conference on Education, Management, Arts, Economics and Social Science (ICEMAESS 2015) © 2016. The authors Published by Atlantis Press 361 examination scores in Ningxia ethnic minorities still exist differences from 10 to 30. For Xinjiang Ethnic minorities, the scores even are between 150 to 200 without any change. (Considering some courses in the examination are draw up by itself, and the factor of student’s subject constitute in scores, etc., the actual level is much more different.) In the survey, about 26.14% minority students feels the most difficult study problem is the poor foundation. The gap in fundamental education has led to the fact that Han nationality students and minority students enter school on two different standards. Then the school must apply two standard assessment and requirements to let them graduate from school according to two standards. After graduation, they get into the same talent market providing only one criterion cruelly to evaluate and recruit talents, which is making ethnic minority graduates harder to get employed. Students’ dietary habit and religion. When students get graduated from school, they should consider whether or not they can get used to their dietary habit so that they have to give up the employer unit duo to the unconformity to own living requirement, which shortens the employment channels again. Talent competition and incentive mechanism is not well-developed. First, the incentive mechanism is not attractive enough. The seniority phenomenon is prevailing seriously in employment mechanism in western minority areas, which has heavily limited the talents development. In the promotion mechanism, there is no scientific judgment and evaluation for technological staff’s achievement. They are often ignored or paid little attention by government because their achievement cannot bring direct economic effect. Second, the HR market operation is not reasonable enough. The service awareness in some talent markets in wester minority areas is very poor, and they even block related information not able to form open talent exchange mechanism. Unconformity between talent-selecting standards of employment unit and the cultivation goal of school. With the economic development, the employment units are setting higher and higher standard on ethnic minority talents. But there is huge gap between students’ actual comprehensive quality and the requirements. Ethnic minority graduates cultivated by universities are good at professional knowledge but poor at practical working. Only by long-time training, they can meet the requirement of the employment unit selection standard, which will undoubtedly increase the unit’s operation cost. The employment unit, as the investing party on human resource, they would consider the Investment appreciation of space on human capitals. From this perspective, the employment unit specially would give the work opportunities to those experienced job hunters, which is understandable. But this is exactly the bottleneck of the ethnic minority graduates’ employment difficulties. The questionnaire surveys show that, enterprises pay the highest importance to the working experience. We find out from graduates' experiences after job interview that, different employment units are showing different talents selection concepts. Some enterprises, especially the one which pays attention to ethnic minority graduates' fitting in specialty and present working experiences and abilities, will focus more on the evaluation on these aspects in the employment interview and have stricter standards. Results from the questionnaires also show that, about 36.4% of the enterprises think the best is "fitting the specialty", and 13.6% think "fitting the specialty" is the essential condition in talents selection. And the rest 14.1% will never hire students if not fitting the specialty. They also have high requirements on graduate's Chinese language level. The survey also shows that about 24.9% enterprises think Chinese language level is very important. 47.7% enterprises attach fair importance to it. Only 0.5% think it not important at all. This shows that the limitation of profession and Chinese language level has brought great difficulties to ethnic minority graduates in their employment. Also it indicates that some employers are too harsh on the specialty requirement, which is not good for their employment in relevant industries and this is inevitable leading to the narrow channels of employment. At the same time, we can see problems in school education. Some companies are frank to tell us that there exist problems in talents cultuvation in colleges lacking practical processes and innovativ e education, which is not accordance with the social demand. The overall recognition on ethnic min ority graduates from employers are not high, which will definitely result in the "difficult employme

Exploration on Cultivating Ethnic Minority Talents in Western Universities