Accurate Pulse, Efficient Docking CFW Help Enterprises Crack Talent Recruitment Pain Points

In the market of talent supply and demand, it is a long-standing contradiction that "recruiting people is difficult" and "finding a job hard".

On the one hand, a lot of jobs in enterprises are vacant for a long time. HR makes no effort to satisfy the needs of the enterprises. On the other hand, it is the number of graduates over the year, and the talents who are hoarding in various platforms and institutions.

Obviously, there are many job demands and many job seekers. Why is there still a contradiction between the difficulty of recruiting talents and the difficulty of finding jobs? What is the crux of this problem and how to solve it?

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(Hangzhou special) scene, the reporter interviewed the above questions.

Enterprises and talents.

Recruiting is difficult and difficult to match in person and post.

China's textile and garment industry has always been a big competitive industry in the world. With the increasing consumption demand at home and abroad and the accelerated development of overseas markets, "recruiting people is difficult" has become a key problem for the future development of garment enterprises.

The so-called "recruiting difficulties" is not difficult to recruit people, but rather difficult in the "post matching", especially in line with industrial pformation and upgrading of high-end composite talents, but also become a lot of enterprises recruitment difficulties.

Reporters visited the CFW ninth clothing special recruitment meeting, found that the current scarcity of enterprises is mainly the design category, technology, sales business, commodity operation category.

Class and other posts match accurate high-end talents.

"Today's fast-paced life makes many young people unable to plan their own future development, nor will they spend years or even more than ten years to dig deep into a certain field. Many of them are going to survive for the time being, and once they feel bad about their job prospects, they will shout for pformation.

Therefore, we have relatively few competent and skilled talents, and we find it difficult to recruit such talents.

Mr. Yang Xin, manager of Nanjing sky dragon apparel Co., Ltd.

Highly sophisticated talents are rare. In recent years, with the diversification of domestic consumer demand, the garment industry is also constantly upgrading. In the process, the fragmentation of industries makes more and more products of enterprises, and the demand for technological process is also higher and higher. This leads to the scarcity of talent resources because of the problem of matching degree has become an "endangered species".

Yang Guchao, manager of Human Resources Department of Bao bird clothing, has a deep understanding of this: "otherwise, the experience is not matched, or the style is not matched, or the working ability does not match."

Gu Huafeng, director of Human Resources Department of Jiangsu Guotai Huasheng Industrial Co., Ltd., also mentioned that in recent years, the process of internationalization of the company has been accelerated, and international exchanges have become increasingly frequent. There is an urgent need for skilled practitioners with certain operational skills and proficient in local languages.

However, at present, the academic qualifications of skilled talents in China are not high, and few foreign language proficient people have brought difficulties to recruitment.

In addition, some garment production enterprises mentioned that the front-line workers had relatively large demand for jobs and relatively hard working conditions, and their salaries and benefits were relatively low. There was also some difficulty in recruitment. The skilled workers who worked for three or four years became the object of competition.

It is difficult to apply for a job.

Looking at CFW's ninth Fashion Fair, job seekers not only have fresh graduates coming out of ivory tower, but also have worked for two or three years.

But through interviews, reporters found that these job seekers are less worried than hiring companies.

"Work hard to find, good work is hard to find".

The number of college students who face more than one year in a year comes from

Xiao Chen, a fresh graduate student, looks worried. "Although there are many companies and jobs to recruit, there are still fierce competition for some hot posts, and the number of employees who are well paid and who have a high reputation for the brand is more numerous than ever, which virtually increases our employment pressure."

Xiao Xu, who is also a fresh graduate, mentioned that although a job fairs came down, they received more offer, but in the face of the hard salary index, the conditions for many enterprises were far from meeting their expectations.

"3500 yuan is the bottom line," Xiao Xu said. "In Hangzhou, the rent will be 2000 a month, and then there will be no more traffic and meals.

But this year's salary is not as easy as I expected.

Compared with the flustered and confused graduates, the experienced job elites are quite calm.

In their eyes, job opportunities are not lacking, salary is not a determining factor, they are more interested in the future development of individuals, but there is not much work to satisfy all the practical conditions.

"After so many years of work, we have already made our own plans for the choice of Posts and enterprises."

A design director who has worked for 12 years told reporters that in addition to meeting basic salary and welfare benefits, he also paid close attention to whether the values of the two sides fit together and how the future development potential would be.

So although many companies have extended their olive branches to me, it is hard to get a good job that really meets my needs.

Contradictions exist. Why?

It is said that the talent is the first resource, the more talented people are,

We can develop steadily.

With the upgrading of garment industry, clothing companies are more rigorous and demanding for talents. Instead, job seekers are not only for their lives, but also for their own ideals and values.

The contradiction between the two sides is not conducive to the healthy development of enterprises, nor is it conducive to the career planning of talents.

Analysis of the reasons why "recruitment difficulties" and "job search difficulties" coexist. Chen Jie, a senior headhunter of CFW in eight, first gave a set of data: in 2017, the executives of service companies in job hopping in 2017 were as high as 46%, and the proportion of job hopping in the new year accounted for about 28%, while those with less than 30% remained in a stable and wait-and-see state.

The reason is that Chen Jie believes that the two sides are mainly caused by the asymmetry of information and the positioning of their own talents.

"Information asymmetry is mainly whether the human resources department has fully communicated with the employing department. Whether the post setting and power and responsibility have been fully demonstrated and clearly described.

In addition, we should know about the flow of talents, regional distribution and salary.

At the same time, the soil inside the enterprise is also very important, and the establishment of a sound employment mechanism and system will also affect the recruitment results.

Chen Jie analyzed the reasons for the contradictions in detail for reporters. "The problem of the positioning of talents is actually an ideological problem. Modern people are increasingly impetuous. They can not get down to the heart to seriously understand an enterprise. They are completely in the opposite position to view the recruitment of enterprises."

CFW six years senior recruitment consultant Dong Miao also mentioned that many people have high expectations of their jobs, and are very concerned about the brand, corporate culture, welfare benefits, urban areas and so on. They are unwilling to do the basic jobs such as sales, marketing, retail and foreign trade, and the foundation jobs are just the only way to get into the workplace.

In the aspect of enterprises, many management personnel are improper, lack of excellent corporate culture, recruiters are not professional enough, lack of attention to recruitment, holding the idea of waiting for home and other factors are the reasons for the separation of enterprises and talents.

Dong Miao believes that recruiting talents is a long-term and arduous task in the development of enterprises. The times are changing and the working methods need to be optimized and adjusted to meet the needs of the younger generation.

HR departments should be supported and understood by senior and enterprise employers. After all, talents are the core competitiveness of enterprises.

"This recruitment fair, there are many general managers and HR directors directly to the scene to participate in the interview. First, let the talents feel the importance. Secondly, they can directly hire the excellent interviewees on the spot, and the senior leaders attach importance to them, grab the people ahead of the peers, and finally return to the full."

At the scene, reporters also feel that many enterprises are eager to be sage and thirsty. Although they are in the three or four line cities, the geographical advantages are not obvious, but the development status and development prospects of the enterprises are good, and the welfare benefits are not much different from that of the second tier cities. This time they went to Hangzhou to participate in "robbing people".

HR revealed: "I was hoping to get some resumes when I tried to hold my mind."

In fact, as long as enterprises are using good recruitment channels and constantly tracking talents, and with sincere, enthusiastic and dedicated attention to find suitable talents, regional problems have been gradually improved along with the development of high-speed rail and inter city pportation in recent years.

Crack enterprise recruitment difficulties, CFW has something to say.

In the final analysis, the contradiction still exists because the demands of both sides are constantly improving. However, because of the lack of communication bridge, the contradiction between "recruiting difficulties" and "finding a job hard" is becoming more and more prominent.

Therefore, in order to solve this contradiction, we must accurately excavate the needs of enterprises and talents, help the two sides build a bridge of communication, enable enterprises to listen to the voice of talents, and also enable people to understand the ideas of enterprises.

How to build this bridge? Chen Jie believes that expanding recruitment channels is one of the effective ways. Apart from regular recruitment and offline recruitment, finding professional headhunters is also an important choice for many powerful enterprises, saving time for recruitment, precise matching of jobs, and promoting the implementation of projects.

"For example, CFW hunting is China's clothing and textile industry established early, and has a strong authority to recommend to the post service institutions, focusing on high-end talent hunting industry.

Relying on strong high-end talent database resources, it has become the preferred service provider of 80% of China's well-known clothing enterprises and listed companies.

"We will set up the" employment guidance office "at every job session of our CFW to help graduates or career newcomers to make career planning. We also launched a salary inquiry small program, which enables enterprises and talents to clearly understand their value and not completely ignorant of the salary concept.

Dong Miao added that CFW recruitment consultants are constantly exporting the value of human resources development to the enterprise in the daily customer retention process.

"We understand the limitations of the Internet screening talent resumes. In a short two page resume, it is difficult for them to fully display themselves. The HR of the enterprise can not learn from the resume the effective information besides name, education and work experience.

In order to help the two sides build a platform for direct dialogue and communication, so that the connection between enterprises and talents is no longer just a thin resume, CFW has set up a spot recruitment channel outside the network.

It is learnt that in order to ensure the effectiveness of each recruitment job, long-term preparation is required before the recruitment meeting begins.

The recruitment conference, CFW through the platform talent database information push, up to fifty thousand times more talent phone invitation, especially for some high-quality senior talents special recommendation, the online platform resources accumulation drainage to the line, enterprise and talent good evaluation degree exceeds the previous eight sessions.

Among them, HR, Hangzhou non Twilight culture and creative Co., Ltd., said that the recruitment meeting brought a lot of high-quality talents to the company. At the entire recruitment site, the company's personnel partners were busy all the time. Even at 2 p.m., other enterprises began to withdraw.

Huzhou three goat cashmere textile Co., Ltd. also feedback, this recruitment fair is very popular, usually difficult to recruit people's posts, and received several high-quality resumes, and after returning, they will arrange reexamination one by one.

The special recruitment meeting in the clothing industry can be said to be a barometer for the recruitment of talents in the clothing industry. The initial intention of CFW is to solve the problem of "recruiting people harder and finding jobs harder for people" more efficiently and accurately.

At the Hangzhou Railway Station recruitment meeting, the high praise of enterprises and talents is the best affirmation for CFW platform.