Shulou(Shulou.com)11/24 Report--

Nowadays, for many new graduates, finding a good job is the most important thing. Headhunters may feel the winter taste of the industry earlier than job seekers.

Some practitioners say that they are recruiting blue-collar jobs, but now undergraduates have come to accept low salaries. In the past, enterprises chased manpower to look for people all over the world, but now it is manpower who chase enterprises to release more jobs. Some practitioners say that human resources companies are still profitable this year, but the way is to reduce staff and increase efficiency. It will certainly get better next year, because there is no greater challenge than this year's gold, nine and silver ten.

Before the shift from asking for people to asking for posts, it was the human resources agents who were begging customers to give me the manpower recruitment case, but now they are still begging the client's father, but the content is whether the enterprise can release the demand for some more jobs.

The person who said this was 77, the director of new media recruitment of Carth Youpai Human Resources Group, whose main work is to rely on the short video platform to do recruitment delivery for manufacturing customers.

This large human resources group, founded in 2007, faces mainly enterprises in the fields of large industrial manufacturing, new energy vehicles, medical health, chip semiconductors, and large consumption, and recruits a wide range of targets, including blue-collar, white-collar and gold-collar workers.

77 mainly serves the manufacturing industry, with blue-collar demand in the majority. Over the past year, Qiqi has felt deeply about the changes in the solicitation market. In the past, September and October are the peak recruitment season, there will be a lot of new mobile phone product launches, related manufacturing factories will also release more recruitment demand.

Before that, I would occasionally fail to keep up with the pace of my customers. The supply of workers falls short of demand, and customers will set targets every day and even threaten how many workers must be sent to them tomorrow.

But things have changed this year. Many of the manufacturing companies she has come into contact with are in trouble, and almost all factories are cutting back. This was not felt deeply in the previous two years, although there was an epidemic at that time, but we could still feel the tension of manufacturing customers, and neither the orders nor the production of enterprises were greatly affected. The epidemic mainly affects employees' travel and other aspects, they are trapped in their hometown can not get out.

But this year, 77 said that the weakness of the client has been clearly felt, and the job market has relatively turned into a buyer's market.

As a human resources intermediary, Qiqi still asks for enterprises as before, but in the past, it asked enterprises to give this recruitment demand case to themselves, but now it is asking enterprises to release some more job demands. even in the traditional peak season of gold, gold, silver and silver, the dominant direction of the whole market has completely changed. "there is no money in the enterprise pocket, no money in everyone's pocket."

The tightening of corporate-side demand has also affected job seekers.

Since the beginning of this year, Qiqi has obviously felt that one of the major changes in the recruitment process is that more and more undergraduates come to the door and do blue-collar jobs. Of course, this is also a changing direction of the market, it is not surprising, but 77 will still feel subtle.

Recently, her team successfully delivered two such orders.

The recruitment requirements of an employer are science and engineering talents under the age of 25, preferably with work experience. In the end, there were two successful applicants, one was a fresh graduate with a base salary of 4800 yuan, and the other had an one-year working experience with a base salary of 4900 yuan.

For an ordinary technical worker, this basic salary is not bad, but for two science and engineering undergraduates, and corresponding to a job that requires a night shift, it is not high.

But both undergraduate students took over the Offer.

In the exchange with job seekers, Qi Qi learned that the undergraduate who had a year of work experience originally worked in the service industry, realized that his profession was a bowl of youth rice, and did not want to wait until he was nearly 30 years old before being eliminated by the company. So I want to make an early transition. The manufacturing industry is chosen because it feels that it is developing and relatively stable.

Another science and engineering graduate chose to enter the new energy and semiconductor industries, which he believes is the trend of the country's future development.

On the contrary, he is no longer so interested in the Internet industry. The fresh student figured out that when he entered a big factory, he could not get a higher salary and there was no better job waiting for him. It was no longer the best time to cut costs and staff to increase efficiency. It would be better to invest in the new manufacturing industry and maybe catch the wind.

"one encouragement, then decline, and third exhaustion." as a person who has been dealing with the manufacturing industry for a long time, she feels the reality described by this sentence on the recruitment front.

Between harshness and embarrassment, there are often two sets of contradictions between the manpower / talent market and the recruiter at the recruitment site. One is the contradiction between the number of posts released and the supply of job seekers, and the other is the structural contradiction between the demand between enterprises and job seekers.

It was concluded in July that manufacturing enterprises prefer young people, who are mentally active and physically strong, but now some enterprises want job seekers to be young, to have a very stringent age, and to have work experience. School recruitment and social recruitment are the two most difficult parts of recruitment.

On the other hand, young people don't like to go to manufacturing companies, and today's gig economy can provide better income than manufacturing sites.

As a human resources intermediary, it is normal to struggle to cope between the two parties.

Qiqi once met a customer who requires a job seeker to be less than 22 years old, while most manufacturing industries require them to be less than 35 years old. This harsh requirement made her laugh and cry. "I often joke with my colleagues that if we don't work well, no one will want to hit the screws in the factory."

In addition, enterprises have higher and higher requirements for the comprehensiveness of some technical jobs. This requirement is not only reflected in the age, height, educational level and other hardware conditions, but also requires forklift certificate, welder certificate, electrician certificate, pressure capacitor certificate and so on. This type of new-era workers are scarce on the market and are the most difficult to recruit.

Compared with the rigor of enterprises, many young people with basic college degrees are reluctant to take a second look at these enterprises at all.

Anne is also the head of the business department and national commerce department of this large human resources company. The voice of young people she has come into contact with all the year round is that they are generally unwilling to enter the factory and that they prefer to look for a decent job in an office. Some people with less academic qualifications will prefer to either go to new media to do live broadcast, or to take odd jobs, which can earn more and are relatively free.

The Cass YouPai Human Resources Group has issued the 2022 White Paper on New skills in the Automotive Industry. The report shows that manufacturing has lost an average of 1.5 million workers in the past five years, and none of the top 10 jobs that graduates want to take up are related to manufacturing.

On the contrary, according to the data released by the National Bureau of Statistics at the national economic operation conference in 2021, the number of flexible employment in the country has reached about 200 million.

By the end of 2021, the number of takeout riders in China's flexible job market exceeded 13 million, and the number of employees in the express industry exceeded 10 million, close to 1 per cent of the country's population. The total number of ride-hailing drivers exceeded 30 million in 2019.

Wages in these industries are competitive in the current grass-roots labor market. Sanlian Life Weekly once pointed out in its article "who will be a worker" that the average income of workers through the gig economy is nearly 20% more than that in factories.

In Beijing, for example, the monthly salary of takeout riders is generally between 5000 and 10000 yuan. After deducting all the costs, most of the online ride-hailing drivers' monthly income can be maintained in the range of 3000 to 5000 yuan, although they do not earn much, but the time is relatively free.

The attraction of gig economy forms a "siphon effect" on traditional labor-intensive industries. For human resources such as Qiqi, which take the manufacturing industry as their working service object, there is no doubt that the pressure is enormous.

Pictures from the network # 03, from hot to rational in addition to the general manufacturing industry, the market is not entirely full of sorrow, different industries, the prosperity is also different, both for human resources services, but also have their own boundaries, each has its own sorrow.

High-end manufacturing and white-collar and gold-collar recruitment are also an important part of the human resources company's business.

Lucy is mainly responsible for recruiting high-end manufacturing companies in the company. She has worked in the headhunting industry for 18 years and previously worked as a computer teacher at Nanjing University of Finance and Economics for eight years. In 2004, an accidental opportunity to transform headhunting received the development dividend of China's consumer and electronics industries, and recruited a lot of favorite talents for corporate customers in these two industries.

Now, the chip industry has become the main direction of Lucy. This industry is a new tuyere, which has attracted a lot of investment in recent years, and the high salary has made the competition for and retention of talents in this industry very fierce.

Lucy revealed that some time ago, when the chip industry was at its hottest, every family was robbing people. If a person sends out his resume, he may be contacted by dozens of headhunters at the same time, and he can get interviews with 5-10 companies at the same time, and even eventually get Offer from these 5-10 companies.

What Lucy wants to emphasize is that it is not that there are many jobs in this industry, but that there is less high-quality supply in the market.

Based on this structural contradiction, the salary of talents in this field is also rising. Lucy says the salaries of many chip engineers have doubled or tripled in the past two years. In the past, it was almost impossible for chip engineers to earn 1 million a year, and only executives could earn millions a year, but in recent years, some senior engineers can get Offer with an annual salary of more than 1 million.

The chip industry was the industry with the biggest increase in job-hopping pay in 2022, with an average increase of 50 per cent, according to the 2022 Talent Trends report released by Hudson, the talent solutions company.

But there are hidden worries after the heat. "just like the early Internet craze, companies draw big cakes and spend money to attract talent, and job seekers go to whichever company gives more money. the semiconductor industry looks hot, but it is extremely unstable and needs to be precipitated by the market." Lucy said.

Since the beginning of this year, the semiconductor industry has become more rational. The average annual financing quota of China's chip semiconductor industry exceeded 200 billion in 2020 and 2021, but it was less than 80 billion in the first half of 2022, down from the same period last year.

The main reason why Lucy analysis has become rational, on the one hand, is that capital is returning to rationality, understanding that the semiconductor industry is not a fast-in-and-out industry, and it is impossible to see immediate results by throwing money.

On the other hand, the decline in sales of consumer electronic products has led to a decline in demand for consumer electronic chips.

Pictures from the Internet as for the most direct impact on headhunters, Lucy said, "some customers are not as enthusiastic about talent as they used to be. Companies are also willing to hire high salaries for people with only three years of work experience in the past, but this year, companies may be willing to recruit through headhunters only for mature people with more than five years of work experience."

It will take 2-3 years before the chip semiconductor industry can enter a rational period of development, which is the personal prediction of Lucy. But at the same time, she believes that this is a long-term development industry, and the foreign semiconductor industry has been developed for decades. China starts from scratch without any reference experience, and it is impossible to catch up completely in five or ten years. So it takes more patience to do this.

With the upgrading of customers, this is also a test of the professional ability of the headhunting team. 77 said that in the past, when the team recruited ordinary blue-collar workers, the inquiries of job seekers focused on wages and benefits.

But when recruiting the top two science and engineering undergraduates, the questions asked were much more professional. For example, "are the main production lines of the three semiconductor companies Jita, ZTE and Hongli the same? which one matches my major better?"

In order to win the trust of job seekers, team iteration is imperative.

"I now ask the people on my team to be experts in a certain field. You must understand the logic of the development of the industry, what your head customers are and what your salary is. When a job seeker comes to you, you must be able to analyze his strengths and weaknesses and match him to the right company and position." Seven, seven.

At the bottom, I am looking forward to learning from several human resources people in the coming year that the profits of this large human resources group company have risen instead of falling so far, except for the use of updated recruitment methods such as short videos to improve efficiency. The source of the increase in profits comes not from the increase in customer orders, but from the reduction of staff internally to increase efficiency.

Immediately entering the fourth quarter, the human resources company predicted the next development trend and came to the conclusion that it would find a way to stabilize the stock and communicate the stock customer development plan and personnel demand. this is one of the few things that can be done and is already being done.

"of course, we may face new uncertainties next year, and we will have to make bigger changes." Anne said.

After the National Day, Cold Dew has passed, and all parts of the country have cooled down into autumn.

Not long ago, 77 asked those old colleagues who had been in the company for ten years if they had ever encountered a colder time than September this year, and their answer was, "there is no colder time than September this year."

Between the words, everyone is looking forward to being better next year no matter what.

* Qiqi in the article is an alias

This article comes from the official account of Wechat: true stories Research Room (ID:zhengulab), author: Zhao Wanxi, Editor: gong Zheng

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