playandearngamescrypto| Carefree future spring recruitment market in 2024: 40% of employers 'social recruitment volume is the same as the same period in 2023, and only 29% of employers maintain school recruitment volume in the same period last year
editor 2024-05-14 19:17:02 Finance 35
51 job, an authoritative human resources service provider in China, today released the recruitment situation in Spring 2024. The job market lags behind and is cautious relative to the improvement in national economic data, the report said. In the manufacturing industries such as machinery and equipment and energy and chemical industry, the employment demand of the fast consumer retail industry is more active. Most employers still focus on "cost control" and "talent retention and motivation" in the first half of 2024, and artificial intelligence technology is already showing signs of job change. The source of job opportunities (quantity and quality) is different from the past, and the path of talent acquisition can not be satisfied by inertia and practice.
"Spring 2024 recruitment Market" is 51 job's quarterly recruitment market analysis, based on 51 job's 51jobPlayandearngamescryptoAt the same time, the top 30 employers in 20 major industries were surveyed and interviewed according to the two dimensions of industry and enterprise type. most of the employers came from "Chinese model employers" and "employer brands loved by Chinese college students". As of April 15, 632 employers had fully reported their recruitment data.
The demand power is not enough, school enrollment and social enrollment have different trends.
Despite the positive economic data, the recovery of the job market will be delayed by three to six months. In the short term, employers will still be cautious in hiring.
Among the enterprises surveyed, 40% of the employers' social recruitment volume was the same as that in the spring of 2023, while 29% of the employers maintained the level of graduate recruitment last spring. Campus recruitment shows a trend of more than two sides: more employers increase the recruitment of graduates than increase social recruitment, but the number of large employers who do not enroll is also higher than that of non-social employers. Among the enterprises surveyed, the employers with the largest increase in social recruitment are state-owned enterprises, and the recruitment increment of multinational corporations mainly comes from the demand for graduates.
"replacement" is the main driver of employers' spring recruitment in 2024, which is expected to reduce costs and change ability through recruitment, but the effect is not good. Most enterprises restart recruitment after personnel optimization and organizational restructuring, but the number of recruitment is close to or less than that of the same period last year. In addition, the phenomenon of non-renewal of labor contracts has increased.
Most enterprises give priority to "cost first".
At present, "core talent retention and motivation" and "cost control" are the most important strategies for human resources, which explains why more employers are hiring less than employers who are hiring more.
On the one hand, the wide commercial application of artificial intelligence technology has brought about significant changes in the increase and decrease of job opportunities, job content and methods, as well as job skill requirements. With the advent of a new round of technological revolution, large and bloated enterprises generally adopt a "slimming" posture to travel light.
On the other hand, growth and earnings are much more difficult than they used to be. Whether it is the enterprise, or employees, the growth of income and profits is no longer inevitable.
Since 2023, industries such as technology, finance and professional services have been cutting costs and integrating labor, and the employment of social and school enrollment has been greatly reduced compared with the previous year. Feng Lijuan, chief human resources expert of 51 job, said that in view of the widespread digital application in these industries, the reduction in recruitment to a certain extent reflects the replacement of some jobs by digital intelligence technology.
It is getting harder and harder to raise wages
Although all kinds of economic data are turning for the better, this trend is not yet sound. The employers surveyed believed that the outlook for 2024 was better than that of the previous year, but nearly half of the companies (48 per cent) were still afraid to be optimistic because of "a lot of uncertainty". This aggravates the sensitivity of enterprises to "human cost" more than the accumulation of "human capital" in talent management.
At the same time, with the uncertainty of the direction of technological subversion and the fluctuation of corporate survival, employers have greatly enhanced their flexibility and short-term effects in the acquisition and use of talent.
On 51 job's 51job, 60% of jobs require a bachelor's degree or above, and only 20% have clear professional requirements, which is significantly lower than the peak of "37% of posts with professional requirements in JD." Rapid change requires agile response, employers pay more and more attention to the "rapid realization" of skills, employers prefer job seekers who can work directly and are well managed, and their obsession with academic qualifications and schools is gradually being replaced by pragmatism.
70% of employers maintain their 2023 pay levels. There are significantly more employers increasing the salary of graduates than enterprises that increase the salary of social recruitment, and there are also more employers carrying out school enrollment if the salary is lower than that of 2023.
Where are the job opportunities?Playandearngamescrypto?
Generative artificial intelligence has begun to have a huge impact on a variety of jobs in the industry in 2024. However, so far, this huge impact has not created a large number of jobs, and the increase in job opportunities does not necessarily lead to a significant increase in salary levels. On the contrary, the destructive power of new technology is causing burnout and stress in the workplace.
Feng Lijuan said that front-line operations and primary management positions account for the majority, and the strategy of enterprises infiltrating from first-and second-tier developed cities to third-and fourth-tier cities is also the source of new jobs. In addition, in the long run, ageing and health, the application of smart technologies and sustainable development goals may provide more job opportunities.
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