Is recruiting more and more difficult?
How can the recruited be retained?
Difficult labor agencies seek changes in recruitment
Our reporter Qu Xinyue
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In recent years, my country's labor market has been in short supply, and many companies have to rely on human resources companies to recruit workers.
Is recruiting more and more difficult?
How do human resources companies respond to changes in the labor market?
How can the recruited be retained?
"Worker Daily" reporters interviewed the heads of human resource service companies in the three places and listened to the recruitment changes.
"Now companies are always looking for people from us all year round, but it is difficult to recruit suitable people." Chen Wanqing is the general manager of Jinchang Human Resources Co., Ltd. in Suzhou City, Jiangsu Province. He has been engaged in human resources work for more than 20 years.
In the past 20 years, she has also witnessed changes in recruitment.
In recent years, my country's labor market has been in short supply.
The latest data shows that by 2025, the total number of talents in China's 10 key areas of manufacturing will be close to 62 million, and the talent demand gap will be nearly 30 million, and the gap rate will be as high as 48%.
As the problem of lack of labor has become more and more prominent, many companies need to rely on human resources companies to recruit workers.
The human resources industry has also become a "barometer" for observing changes in the labor market.
Is recruiting more and more difficult?
How do human resources companies respond to changes in the labor market?
How can the recruited be retained?
Recently, the reporter interviewed the heads of human resources companies in Suzhou, Beijing and Xi'an.
Recruiters also called "difficult to recruit"
"It's too difficult to recruit people now. I can't find it in the talent market. I can only rely on a human resource company." Mr. Zhang, the person in charge of an elderly care service organization in Suzhou, complained to reporters.
The human resources company he called for recruiting was also facing the same problem.
The human resources company operated by Chen Wanqing is located in Gusu District, Suzhou City.
Gusu District is an old city. In recent years, there has been an increasing demand for employment in industries such as property management and elderly care services.
How to strengthen the stability of recruiters has always been a question Chen Wanqing is pondering.
Similar to the corporate clients Chen Wanqing serves, Sun Dayuan, chairman of Beijing Oriental Huibo Human Resources Consulting Co., Ltd., also feels the same.
"The cost of living in a big city like Beijing is high, and some jobs are only 4000 yuan/month. For migrant workers, if they can't solve the problem of food and accommodation, it will be difficult to retain them if they are hired."
On the other hand, employees with professional technical qualifications are even more "hard to find".
"Some time ago, a company wanted to recruit electricians through our place. The monthly salary can be as high as 10,000 yuan, but it is difficult to recruit suitable ones." Sun Dayuan told reporters.
"Especially the most difficult recruits that require more than 3 years of work experience or hold relevant qualification certificates. This kind of talent training cycle is long, and each enterprise will not easily cause it to drain." The company is headquartered in Xi'an, Shaanxi Xinxing Railway Human Resources Wang Zhanfen, Chairman of the Management Co., Ltd., has been mainly engaged in the recruitment of construction enterprises for many years.
Having worked as a labor agency for many years, he has accumulated a lot of customer resources, but even so, Wang Zhanfen feels that recruitment is getting harder and harder.
"The construction industry is a labor-intensive industry, and it is generally more difficult. At the same salary level, young people are more inclined to jobs with a better working environment. Jobs in remote areas, such as Qinghai, Tibet, and Xinjiang, are also more difficult to recruit. "Wang Zhanfen sighed.
Live broadcast and post, "there are a few cinemas" are new words
Recently, Wang Yifan, general manager of Leading Talent (Beijing) Enterprise Consulting Co., Ltd. came to a newly developed industrial park to do research.
They plan to carry out recruitment work for companies entering the park.
"How many cinemas will there be here in the future?" After the visit, Wang Yifan raised his first question to the park.
Investigating the living environment in the park is one of the focuses of Wang Yifan's visit.
In recent years, Wang Yifan has discovered that soft factors other than wages and labor intensity have to be considered more and more carefully.
"This is often a question that the new generation of migrant workers ask us. The living environment is also the'remuneration' they fancy." Wang Yifan told a reporter from the Workers' Daily.
Among the corporate clients that Wang Yifan connects with, many fashion fast-moving companies have attracted many young migrant workers to seek jobs, and some of their career concepts often make this senior HR "eye-opener".
"Brands with market appeal are more likely to attract these young people." For example, a job seeker told Wang Yifan that he chose to apply for sales because the brand has a good reputation recently and feels that working here is worthy of face.
In Wang Yifan's view, this change also stems from the fact that the new generation of workers are no longer satisfied with working in big cities and earning money before returning to their hometowns to start a family.
"In the past, many construction workers were owed wages at all times. Everyone felt that it would be good to get their wages in time. Now young people have stronger legal knowledge and awareness of rights protection, and they are more concerned about the working environment, benefits and whether there is room for promotion." Wang Zhanfen I also feel that whether they are protected and respected, whether they can receive equal education and training, etc. will affect the stability of the new generation of migrant workers.
Affected by the epidemic, offline recruitment of many employers cannot be held as scheduled. Recruitment methods such as live broadcast and online job fairs are also more popular with companies and job seekers.
"Since September this year, we have held 26 online job fairs. Nearly 2,000 people participated in online interviews." Wang Zhanfen told reporters.
After moving to labor dispatch and outsourcing
The production of small and medium-sized enterprises fluctuates rapidly, the flow of workers is fast, and the number of recruits is large. The original direct recruitment channels of enterprises have been unable to meet the demand, and the labor market is changing in the face of pressure.
In order to meet the needs of many companies for flexible employment, labor dispatch was once an important business of human resources companies.
However, the "Interim Provisions on Labor Dispatch" promulgated by the Ministry of Human Resources and Social Security came into effect on March 1, 2014. It limits the proportion of employers using labor dispatched employees to less than 10%, and reiterates that labor dispatched labor can only be used temporarily. Sexual, auxiliary and alternative positions.
"After labor dispatch is restricted, many human resource companies have begun to do outsourcing services." Wang Zhanfen's company also started outsourcing business five years ago, and currently accounts for about 20% of the business volume.
The so-called outsourcing, taking the manufacturing industry as an example, is that human resources companies contract out certain production links of the factory, such as packaging, quality inspection, etc., organize production by themselves, and deliver products to the factory when they are due.
Ingmar Group, headquartered in Suzhou, is one of the earliest human resource organizations in China to develop outsourcing business in the manufacturing sector.
Zhu Haoxiang, director of the government and public affairs department of the group, told reporters that employers are now increasingly accepting outsourcing.
Labor dispatch and labor outsourcing have become the mainstream employment methods in the manufacturing industry, and various intermediary organizations play an increasingly important role in labor allocation.
In order to meet the labor demand of dispatch and outsourcing, Chen Wanqing believes that it is better to cultivate from the source than to spend great efforts to find suitable people.
Therefore, Chen Wan established Suzhou Jinchang Vocational Training School in 2009 early in the morning.
The training courses for western-style pastry chefs, makeup artists, and baby nurses are very popular among job seekers.
"Vocational training has now become our company's second major business."
There is a large gap in technical positions, low matching of people and jobs, and strong willingness of workers to develop themselves... In recent years, many human resource companies have keenly sensed the signs of the labor market and have begun to get involved in vocational skills training.
Sun Dayuan is also currently planning with a company in Beijing to develop courses for new energy vehicle swapping operators. “There are more and more power swapping stations now, but these professional skills training cannot be found in the market. We will connect with the company and ask professional people. Come to teach".