Editor's note: It is another year after the Spring Festival. What is the employment situation of the company?

Compared with previous years, what are the characteristics of the labor market?

Has the phenomenon of recruitment difficulty and labor shortage recurred?

Recently, a reporter from the Securities Times, aiming at the Yangtze River Delta and the Pearl River Delta, made an in-depth visit to the post-holiday employment situation of enterprises, interviewed the heads of local government talent service departments and human resources experts, trying to understand the new characteristics and trends of the current employment market.

　　Recruitment surges in the Yangtze River Delta to upgrade industries and take various measures to attract talents, gather talents and retain talents

　　Securities Times reporter Zhang Shuxian

　　After selling nearly 60,000 units in January, Tesla China launched social recruitment again on February 7, involving a total of 1,584 positions in sales delivery, infrastructure, production front-line, and research and development.

In CATL, which has a battery module production base not far from Tesla's Shanghai Gigafactory, it will also officially launch the 2022 spring recruitment on February 18.

　　In an interview with a Securities Times reporter, Ningde Times revealed that in February, the total recruitment needs of various bases of Ningde Times are expected to be about 6,000 people. At present, the recruitment work is being carried out nationwide, involving Jiangsu and other provinces.

　　The Securities Times reporter learned in the interview that most companies in the Yangtze River Delta are in the stage of rising orders, and they are more or less faced with a shortage of labor after the holiday. In order to alleviate this situation, relevant local government departments have also introduced various measures to help Regional enterprises attract talents, gather talents, and retain talents, and a "recruitment tide" emerges.

　　front line operator

　　Present a seller's market situation

　　A manufacturing company in Shanghai officially resumed work on February 8, but as of February 15, only part of its employees had arrived.

A relevant person of the company told reporters that it is indeed facing a shortage of personnel at present. "The returning employees generally do not return until the 15th of the first month, and some may not come back."

　　In an interview with a Securities Times reporter, Lu Zhenyu, director of Shanghai Qingpu District Talent Service Center, said that with the industrial migration and technological upgrading in the Yangtze River Delta region in recent years, the employment characteristics of the region have gradually changed from labor-intensive employment with low-skill requirements to those with certain technical skills. Changes in labor demand.

　　"A large number of migrant workers returned to their hometowns before the Spring Festival to celebrate the New Year, and they have gradually returned to work after the festival." Lu Zhenyu told reporters, but most companies are currently in the stage of increasing orders, and the current amount of rework is still far less than the demand for labor, resulting in The production and operation pressure of enterprises is huge.

　　During the visits to the enterprises, Lu Zhenyu found that many enterprises have a labor gap of 30 to 50 people after the year, and many even have nearly 200 people.

According to the statistics of Shanghai Qingpu District Talent Service Center, operators, marketing positions, logistics and warehousing and engineering technicians are currently the most demanded by enterprises, accounting for about 21%, 12.6%, 7.8% and 6.4% respectively.

　　A survey of the human resources market in Tongzhou District, Nantong, Jiangsu Province on the spring labor demand of 1,950 companies showed that 1,573 companies had labor needs, of which 623 companies were in short supply, with 20,878 people in demand.

The shortage of labor in the manufacturing industry is particularly significant, with 485 companies in short supply with 18,179 workers; followed by the service industry, with 92 companies in short supply with 1,810 workers.

A total of 18 enterprises are in short supply with more than 100 employees.

It is reported that the shortage of labor in enterprises is mainly based on general workers and technicians.

　　"Affected by the epidemic, coupled with the introduction and retention of talents by local governments, compared with before the epidemic, the number of migrant workers in the Yangtze River Delta region has obviously decreased. However, local job seekers are affected by factors such as professional skills, experience and skills, and willingness to seek employment. It is far from meeting the employment needs of the recruitment market." Lu Zhenyu told reporters.

　　According to Jiang Yue, director of Randstad Greater China East China Middle and High-end Talent Search and Selection Department, the difficulty in recruiting blue-collar workers is not only a unique feature after the Spring Festival. It is a seller's market, and almost no companies can think that they have no pressure to recruit workers. "The reason is that young people feel that the front-line operation work is boring and are unwilling to work on the assembly line; the second is that due to the rising cost of living in the Yangtze River Delta, they can send express delivery in their hometown to open online appointments. car, the net income may be more than in first-tier cities, and the inversion of income is also increasing the difficulty of recruiting workers in the Yangtze River Delta region.” It is reported that in order to better adapt to the consumption characteristics of young people, some manufacturing enterprises have begun to pay weekly. salary.

　　Jiang Yue told reporters that taking Suzhou as an example, migrant workers were mainly from surrounding provinces such as Anhui, and less in North China, but now the tentacles of Suzhou blue-collar workers have extended to the northeast, northwest and other regions, because the surrounding provinces began to have Absorbing capacity, there is no surplus labor, and the demand of Suzhou enterprises is still very strong, and they can only extend their tentacles to more remote areas.

　　high-level talents

　　Recruitment is equally difficult

　　"Compared with front-line operation positions, it is more difficult to recruit high-level talents." Lu Zhenyu said.

　　Taking Qingpu District in Shanghai as an example, with the continuous optimization of Qingpu's economic structure, the leading industries of "three majors, two highs and one characteristic" (large logistics, convention and exhibition, large commerce and trade, high-end information technology, high-end intelligent manufacturing, characteristic cultural tourism and health industry) have accelerated. Development, the market demand for skilled, R&D, and application-oriented high-level talents has increased significantly.

　　Jiang Yue, who is engaged in mid-to-high-end talent services, said that the recruitment of mid-to-high-end talents is also under pressure, and it faces different challenges from the recruitment of front-line operators. Many mid-to-high-end talents will choose popular industries and companies due to their different educational backgrounds and work experience.”

　　For example, Jiang Yue said that the new energy vehicles that have been particularly popular in the past two years have been targeting mid-to-high-end talents. On the one hand, because of the huge demand, they will continue to recruit new people. On the other hand, the phenomenon of employees being poached is very serious. One of our clients is connecting with a candidate who has only 4 years of work experience, but his annual salary is almost 800,000 yuan, and he has about three or four companies to discuss."

　　Zheshang Bank Shanghai Branch has recruited more than 100 people in December last year. After only two months, it has recently launched the 2022 social recruitment again, and plans to recruit 100 people.

Hong Lei, manager of the employee management center of the Human Resources Department of China Zheshang Bank Shanghai Branch, said in an interview with reporters that compared with other industries, it is not difficult to recruit workers in the financial industry. Compound financial talents with experience, marketing skills, and communication skills, such as sub-branch presidents, marketing team leaders, even in Shanghai, a highland of financial talents, the number of such talents is still limited, and various banks are scrambling for them. people."

　　Local government and business

　　Take multiple measures to attract talents, gather talents and retain talents

　　Faced with the difficulty of recruiting and employing workers, local governments and enterprises in the Yangtze River Delta region have responded actively, taking multiple measures to attract, gather and retain talents.

　　On February 10, the Yangtze River Delta High-level Talent Recruitment Conference held by the Talent Office of the Hangzhou Municipal Party Committee and the Hangzhou Municipal Human Resources and Social Security Bureau kicked off. Within one month, more than 10,000 Hikvision, NetEase, Geely and other companies were organized. Employers set up post recruitment, providing more than 100,000 positions.

　　February 7 was the first day of work after the Spring Festival holiday. Suzhou ushered in the first resumption of work after the holiday. More than 350 workers from Shanxi and Henan arrived in Kunshan, Suzhou from their hometown.

　　Affected by the epidemic, offline job fairs in Shanghai have been suspended, but this has not hindered the pace of recruitment.

On February 18, Shanghai Pudong New Area Online Job Fair and Lingang New Area Enterprise "Live Streaming Jobs" event will be held. Nearly 700 households have more than 5,000 recruitment positions waiting.

　　Lu Zhenyu revealed to reporters that in order to solve the recruitment difficulties in the region, the Yangtze River Delta human resources market created by Shanghai Qingpu District, as a government public welfare human resources market serving employment, on the one hand, actively builds school-enterprise by accurately matching the needs of enterprise recruitment and college students' employment. The platform focuses on promoting talent exchanges and school-enterprise cooperation in demonstration zones, and increasing efforts to introduce outstanding college graduates.

On the other hand, through the form of on-site consultation and policy briefings, it explains the talent policies that students care about, answers their employment confusion, and adds momentum to enterprises in the Yangtze River Delta region to effectively attract talents.

　　"The Yangtze River Delta human resources market holds an offline recruitment event every Saturday to meet the urgent and important job-seeking needs of enterprises and talents, forming a high-quality and stable recruitment market environment in the region." Lu Zhenyu said.

According to reports, in 2022, the human resources market in the Yangtze River Delta will continue to increase the attraction of high-quality professionals, and the spring recruitment plan of the “Zhihui Yangtze River Delta” campus talent introduction activity focuses on universities in Hefei, Nanjing and other places.

At the same time, this year will also organize a high-level talent demand meeting, accurately serve key industries and key professionals, and speed up the construction of high-level talent teams.

　　Ningde Times also told reporters that to deal with the difficulty of recruiting, the company has taken the following measures: First, to attract workers, the company vigorously promotes the internal recommendation reward policy, and uses the strength of employees and the stickiness of the group to solve the recruitment needs; the second is to expand recruitment. Layout, take advantage of the layout of multiple bases across the country, expand the scope of recruitment, and improve recruitment results by increasing investment in recruitment work; the third is to increase policy support. The ratio of staying behind and returning to work during the New Year is relatively high, which effectively reduces the pressure of recruitment after the year.

　　"It is recommended that companies, especially some leading companies, take a long-term approach to fishing for big fish, establish cooperative relationships with vocational and technical schools in remote areas, and provide early investment such as teaching equipment, and sign targeted training agreements with vocational and technical schools to lock in the source of students in advance." Say.