Construction machinery in the deserted machine

After the Spring Festival of the Year of the Sheep, with the “Spring Breeze Action” series of job fairs being opened all over the country, job seekers ushered in the annual “Recruitment Golden Week”. After the Spring Festival, it has always been the peak period of talent flow, graduates seeking jobs and high-end core talents, and it is also the peak demand for talents. However, judging from the feedback from various localities, it is clear that job fairs that adapt to the development of the “new normal” have also moved into a “slow-hot” and “intelligent” state.

The traditional talent market launches multi-platform recruitment According to the China Construction Machinery Business Network Xiaobian, the job fairs in Tihangguang and other first-tier cities are generally not as lively as in previous years. The reason is mainly that applicants submit their resumes through the Internet platform, and then directly Interviews with companies reduce the number of links to the recruitment market. And everyone's familiar websites, 58 cities and other websites also began advertising campaigns before the Spring Festival, the effect is even more remarkable. An online recruitment site classified information platform responsible for hot said that about 50% of job seekers used mobile phones to find jobs last year, and this year, this data has increased by 30%. “There are a lot of middle- and low-level migrant workers, as well as migrant workers. In fact, they already have smart phones in their hands so that when they are looking for a job, they can be freed from space and time constraints and find work more conveniently. ”

Unlike previous years, under the circumstances of “micromarketing”, the traditional talent market has established multi-platform recruitment this year and launched a combination of “on-site job fairs + app + network + WeChat” to open up the door for job seekers. According to the understanding of the China Construction Machinery Business Network Xiaobian, the information exchange hall at a job fair in Baotou opened a hi-tech recruitment model. After a job applicant scans a personal ID on a self-service machine, tap the touch screen to enter the electronic version of the personal information. You can inquire about recruitment information in various regions of the Autonomous Region, and you can easily send electronic resumes to employers on the spot.

Job hunting has continued to be a “two-headed” situation. Since then, wages have been the main cause of “two difficulties in finding jobs.” Take the engineering machinery industry as an example. The basic reason for everyone to change jobs, whether it is marketing personnel or maintenance engineers, is salary compensation. At the scene of the recruitment conference, which seems to be in full swing, when it comes to truly “awesome” talks about treatment and technical issues, it is often “goodbye”. This kind of flaw appears to the enterprise as a result of many reasons. Taking construction machinery companies as an example, in addition to the annual special recruitment for undergraduates, the companies tend to have more job seekers at the job fairs before and after the Spring Festival. This will exclude current college students. For job seekers who want to change jobs, they look to the big stage of the big business. The treatment of small and medium-sized enterprises can hardly attract talents. As a result, many job seekers were formed, but companies complained about the lack of people. This is like talking about a "love of two things" love, really not easy!

From the perspective of the small-scale recruitment of the China Construction Machinery Business Network Xiaobian at major job fairs in Yantai, the majority of on-site job applicants are graduating graduates, accounting for about two-thirds of the total number. Recruitment units are more inclined to experienced "old hands." Employers pay high-paying talent every year, but the premise is that you want to be the “talent”. In the recruitment market in Yantai, Xiao Bian learned that there was a company that had to hire 1600 people, but only one resume was received at the scene. “In addition to front-line technical positions, there are nearly 100 posts for post-recruitment jobs, requiring more than a bachelor's degree. The demand is quite large, but only one resume has been received so far. The overall effect is not very satisfactory, such as the age structure, **Levels, etc.” Said the company’s relevant personnel.

In the case of Oda, who was applying for a job in Beijing, although he has also been “grabbed” by the recruiting unit, it is clear that he is not very satisfied. Xiaotian is a postgraduate in medicine and does not understand marketing but is hard-pressed by people in insurance companies. “If the insurance company’s salary is not high and the monthly salary is several tens of thousands, I’m not going to apply for a resume.” Oda, who did not want to go to the insurance company, said that.

Engineering Machinery Enterprises Loaned in the "Friends"

Before the Spring Festival, with the infrastructure projects successively approved by the National Development and Reform Commission, industry insiders expect that in the job fair after the Spring Festival, there will be a boom in the talent market for construction machinery equipment. According to the recruitment data provided by Yingcai.com, as of January 2015, the recruitment demand for talents in the machinery industry rose by 26.6% compared with the same period of last year, among which, engineering machinery and equipment talents rose by 31.3% year-on-year. From a regional perspective, the demand for talent in first-tier cities has been steadily rising. The demand for recruitment in Beijing, Shanghai, and Guangdong has increased by 29.4%, 19.7%, and 26.3% year-on-year respectively. The second-line regions such as Zhejiang, Jiangsu, Hebei and other places also increased by 10%-15% year-on-year.

In the “Capital of Construction Machinery,” Changsha, construction machinery companies that played protagonists in the past have become somewhat deserted. Not only are large-scale construction machinery companies in the province collectively absent, but small and medium-sized construction machinery companies are also hard to find. The demand for labor-intensive enterprises for general workers has also been significantly reduced. The well-known province-wide production and manufacturing enterprises in previous years have experienced a decrease in the overall employment of general workers. According to the understanding of the China Construction Machinery Business Network Xiaobian, Taifu Group provided more than 600 skilled jobs such as riveters, welders, assembly fitters, and mechanical processing at the recruitment conference in Changsha's talent market. “In addition to grass-roots skilled personnel, higher-level middle- and high-level skilled talents and managers are also in short supply in the job market.” The person in charge of the company introduced.

Different from the past when the construction machinery companies expand their capacity in the past when they expand their capabilities, they are actually more urgently needed for higher-end and more professional personnel in the transformation and upgrading of construction machinery companies. As a traditional industry construction machinery industry, it is imperative to promote the transformation and upgrading with the introduction of talents. At present, innovative R&D personnel and smart talents are the most popular. The transformation and upgrading must liberate the domestic construction machinery enterprises from the traditional copying and imitation. Therefore, it is necessary to continuously introduce talents, carry out technological innovations, and develop new products so as to enable enterprises to obtain the driving force for sustainable development. On the other hand, global informatization and networking provide unprecedented information, knowledge and market space for intelligent manufacturing and marketing services. No matter whether it is e-commerce or “micro-marketing”, construction machinery companies need more complex intelligence. Talents to optimize enterprise allocation more effectively and increase the market share of enterprise products.

From the perspective of data and examples, it is not difficult to see from the transformation of talents in terms of transformation and upgrading. The ever-increasing economic efficiency of enterprises has been “increased with the increase in the input of talents”. For construction machinery companies, talents must be taken in transition and upgrading.