Entering March, spring recruitment in various industries is in full swing.

Many futures companies released spring recruitment information, and some companies even recruited talents with "annual salary (relevant positions) starting from one million" in recruitment posters.

　　From the perspective of industry insiders, the current futures industry is facing problems such as a serious shortage of talents, unbalanced structure, high liquidity, and relatively lagging education in colleges and universities.

While absorbing fresh blood from the outside world, futures companies also need to do a good job of retaining professional talents to meet the increasingly diverse risk management needs of real enterprises.

One million annual salary to recruit talents

　　"Annual salary starting from one million", there are many bright spots in the spring recruitment promotion of futures companies this year, and the move of playing the "high salary card" has exposed the industry's eagerness to "snatch people" mentality.

　　According to incomplete statistics from China Securities Journal reporters, Guoxin Futures, Meierya Futures, China Securities Futures, Tongguan Jinyuan Futures, CITIC Futures, Guotai Junan Futures, China Merchants Futures, Galaxy Futures, Zhonghui Futures, etc. have released recruitment information since February. More than a dozen futures companies including futures, including social recruitment and school recruitment.

　　Judging from the recruitment information, the job requirements cover almost all business lines of futures companies, among which the job requirements related to financial technology are particularly eye-catching.

　　Regarding the "million annual salary" high-salary recruitment strategy proposed by the futures company, Chen Liang, general manager of the Human Resources Department of Yide Futures, told a reporter from China Securities Journal that futures companies openly recruit talents with high salaries, which is conducive to attracting securities, funds, banks, insurance, etc. The joining of high-level talents from other financial institutions will help futures companies improve their ability to gather talents.

　　According to the mid-term coordinated research statistics, among the social recruiters of futures companies in 2021, financial institutions will account for 55.02%, of which 31.40% will come from other futures companies, 10.42% will come from securities and fund companies, and 13.20% will come from other financial institutions such as Banks, insurance companies, etc.

　　"The data in 2021 is basically the same as the previous two years, indicating that there has been a large flow of personnel between the financial industry in recent years." Chen Liang said.

　　"The demand for high-end talents in the futures industry has surged, leading to a reasonable return of the value of talents, and gradually aligning with the remuneration of high-end talents in funds and securities companies." Jiang Xingchun, assistant general manager of Soochow Futures, told the reporter of China Securities Journal that the current traditional brokerage business of futures companies is difficult to operate. And the cost remains high, forcing the company to try online financial business, hoping to make a breakthrough through live broadcast and online drainage, so the recruitment demand for related positions is also prominent.

There is a great demand for talents in the industry

　　According to the statistics of the China Futures Association, as of the end of 2021, the number of futures practitioners registered with the China Futures Association is 70,294 (including IB practitioners).

Among them, the number of employees in futures companies is 32,857, which is only one-tenth of the number of employees in the securities industry.

　　In Chen Liang's view, as a knowledge-intensive industry, talents are the basis for the development of the futures industry, and the number of talents in the current futures industry is still seriously insufficient.

　　"In recent years, the futures industry has developed rapidly, and there is a great demand for futures talents, and the development of innovative business relies on comprehensive talents and high-end quantitative talents. The talents cultivated in the futures industry can no longer meet the demand, so external recruitment is needed." Jiang Xingchun said.

　　Problems such as unbalanced talent structure, high mobility, and relatively lagging training in colleges and universities are the "blockers" in the process of building a talent team in the current futures industry.

　　Chen Liang said that the demand for compound, innovative and international high-end professional talents in the current futures market is constantly increasing, and among the futures practitioners, most of them have general working experience, and there are few experienced high-quality management talents; Most of the staff are in the traditional brokerage business, and fewer are proficient in innovative businesses such as asset management and risk management; most are familiar with the domestic futures market, and fewer are proficient in the overseas financial derivatives market.

"Such a talent structure restricts the development of the industry."

　　In addition, industry insiders pointed out that due to the relatively weak profitability of futures companies, compared with other financial institutions such as banks and securities companies, they do not have an advantage in the battle for human resources.

With the rise of private equity funds, Internet finance and other industries, it is more difficult for futures companies to retain employees, and brain drain has become one of the obstacles to the further development of the industry.

Attention should be paid to retaining professional talents

　　After more than 30 years of reform and development, China's futures market has formed a variety system covering agricultural products, metals, energy, chemicals, finance and other fields. The needs and requirements of talents are also constantly increasing.

How to strengthen the cultivation of talents in the industry has become an urgent industry problem to be solved.

　　"Futures companies seek innovation and transformation, and the existing talent structure is difficult to meet the needs of innovation and development. In the future, the futures industry will have a huge demand for talents, and there is an urgent need for investment managers, futures and spot businesses, over-the-counter options, market-making transactions, quantitative transactions, and overseas futures. Waiting for high-end talents in financial derivatives." Chen Liang said.

　　It is understood that the futures industry has the characteristics of "small industry, big market". Behind each futures product represents one or more industrial chains, which affects thousands of real enterprises.

"Currently, there is an increasing need for physical enterprises to use the futures market to manage price risks. More and more physical enterprises are beginning to participate in the futures market. While attracting talents, futures companies must also strive to retain existing professional talents." Chen Liang said.

　　How to retain professional talents is also an issue that Soochow Futures is currently considering. Jiang Xingchun believes that for futures companies, providing a sustainable development platform and competitive salaries are the main ways to retain talents.