Visit the labor market after the festival in Beijing——
Demand increase gap still exists
Our reporter Han Bingzhi
With the end of the Spring Festival holiday, all walks of life began to work one after another, and some companies were also busy hiring people.
Which types of work have a larger gap after the holiday?
What recruitment appeals does the company have?
The reporter visited some companies in Beijing.
February 24 is the thirteenth of the first lunar month.
At 9 o'clock in the morning, Beijing Huaguan Supermarket Huaguan Shopping Center store in Fangshan District, Beijing opened its doors for business and welcomed many customers.
The store manager Li Yatao told reporters that as early as the Spring Festival, the supermarket prepared in advance and recruited 7 part-time employees.
At present, labor demand is generally stable.
Afterwards, the reporter went to the production workshop of Beijing Jingxi Heavy Industry Co., Ltd.
At noon, the workers wearing goggles and working clothes were still busy, producing and processing auto parts, which was an orderly scene.
Liu Tiejun, the company's human resources director, told reporters that the company has more than 500 non-local employees, and almost all of them choose to celebrate the New Year locally.
"After the holiday, the company quickly resumed normal production. So far, the return rate of workers has exceeded 98%, and the rate of resumption of production has reached 100%." Liu Tiejun is confident of production in the new year.
Although the labor demand is relatively stable, there is still a certain degree of labor shortage in enterprises, especially after the holiday, the demand for labor in enterprises has increased significantly.
Monitoring data from the Bureau of Human Resources and Social Security in Fangshan District, Beijing shows that only during the three days from February 18 to February 20 after the Spring Festival holiday, companies have issued nearly 600 labor requirements through the District Human Resources Public Service Center, which is significantly higher than before the holiday. increase.
Recently, China’s Employment Training and Technical Guidance Center announced that among the 100 occupations with “most job shortages” recruiting more than job hunting, the top five are from the service industry, including marketers, cleaners, security guards, and merchandise salespersons.
Among them, marketers have been ranked No. 1 in the "Most Short of Jobs" occupations for 6 consecutive periods.
Ma Chengxin, deputy general manager of Beijing Huaguan Commercial Technology Development Co., Ltd., said in an interview that after the Spring Festival, the company’s sales staff, cashiers, tally staff and other positions have been short of more than 200 people, accounting for 8% of the total number of employees. .
Relevant experts said that the Lantern Festival has passed, and the structural contradiction between the difficulty of recruiting some types of jobs and the difficulty of finding jobs for some unemployed will be further highlighted as the peak of employment of enterprises after the festival has passed.
So, how do companies recruit suitable talents?
On the one hand, in terms of employment methods, flexible employment is becoming the main employment demand of enterprises, especially the sudden increase in the demand for dispatched labor; on the other hand, "high-paying hiring" is no longer a "trick" for corporate recruitment, and self-cultivation of employees gradually Become a market consensus.
For example, from February to March of this year, Beijing carried out the special work of "Welcoming the New Year, Stabilizing and Retaining Jobs and Sending Training" to encourage companies to focus on employees in Beijing for the New Year, make full use of the resources of the training platform, and carry out targeted skills training.
In the long run, smart manufacturing will drive the development of new industries such as the productive service industry, and the demand for compound talents in enterprises will also show an increasing trend.
Recently, Lenovo has joined hands with supply chains, partners, local universities and vocational colleges to jointly launch the Purple Collar Project aimed at cultivating more "new IT" intelligent manufacturing talents.
Qiao Jian, senior vice president, chief strategy officer and chief marketing officer of Lenovo Group, said: "This move aims to cultivate compound talents in the field of intelligent manufacturing who are familiar with the actual manufacturing process and understand the corresponding technical theories, and have both hands-on capabilities and management innovation capabilities. This is also a type of talent that enterprises urgently need."
"According to our calculations, through flexible employment, shared employment and other recruitment methods, the company can save more than 1 million yuan in labor costs last year." Ma Chengxin said frankly, from the perspective of cost control, flexible labor can undoubtedly save corporate labor costs. However, in the long run, if the proportion of flexible employees is too high, the mobility of personnel is greater, which is not conducive to the long-term talent training of the enterprise.
In the recruitment process, enterprises should find the most suitable talent supply channels for their own development in order to achieve better employment results.