In The Post Crisis Era, The Talent Gap Of Service Enterprises Is Getting More And More Obvious.

Again in midsummer.

Recall the whole year ago.

At that time, in north gate, and these enterprises "shared the fate of", and the owner of a small restaurant Hu sister.

At the beginning of last year, Hu took over a small restaurant near the factory. The former boss returned to the countryside after the factory workers were shut down.

"The boss has run away, the factory has collapsed, and everyone is gone."

This is a complaint from the former boss.

Hu Nashi knew that her small business was directly related to the prosperity of these garment factories.

As she wished, the operating rate of the factory slowly improved.

By the end of last year 7 and August, recruitment advertisements were everywhere in the industrial area packed with garment factories.

Hu boss's small restaurant also gradually had guests, and every night in the factory district was lit up, which made her feel at ease.

However, the production enterprise is far from her good mood. After receiving orders again, new problems follow.

"The factory is beginning to operate at full capacity."

At that time, Li Yuefu, the company's foreign trade manager, said that the company's orders rose to some extent in 6 and July last year, though this is still not comparable with the prosperous era.

In fact, a year ago, many enterprises had feelings of best and Li Yuefu.

Dongguan Labor Employment Center reported to the Dongguan municipal government's employment report at the time, "the city's employment demand upward shift, (2009) June and July local recruitment difficulties."

"In factories, a high percentage of wastage is front-line staff."

* ROBERT, manager of Human Resources Department of Dongguan small pig banner Clothing Co., Ltd.

Chen Weiqiang, chairman of Guangdong Nanhai Xinyi Underwear Co., Ltd. also said that because of the reduction in orders, he did not consider increasing the number of workers throughout the first half of last year.

What he did not expect was that, with the slow recovery of orders, in August last year, he was faced with the embarrassment of recruiting dissatisfied workers.

In the first week of August last year, Dongguan's statistics increased to 1.51, which is equivalent to 100 jobs per 151 jobs.

Xiao Xinxin, director of the employment service center of Dongguan Labor Bureau, said.

In the same period, according to the data of the labor and Social Security Bureau of Shenzhen, the employment gap in Shenzhen is also expanding, especially in the export oriented industries, including clothing and toys.

In another concentrated area of China's textile and garment industry, the Yangtze River Delta is also similar.

According to the Ningbo talent development and service center, the 7-9 month of August is the low season for talent recruitment, but in August last year, the actual employment demand of recruitment units increased by about 5% over the same period last year.

In the second quarter of last year, the number of enterprises required to recruit workers in Wenzhou's employment service guidance center was as high as 7060, double the number of workers in the same period last year, and the total demand for workers was 113979. The shortfall in employment demand of enterprises was nearly 50 thousand, which was 22% higher than that in the first quarter. In Yiwu's human resources market, even the number of private small employers exceeds that of migrant workers.

What is more serious is that this situation even spread to this year.

"There is a big problem in my workshop now, that is, the volume of storage is relatively large. If the production is normal, the accumulation will not be so large. Now the amount of sewing and the number of ironing is not matched every day."

Hong Wei, director of Wuxi Guangming group Silver Lake shirt factory, said.

Hong Wei said that after the Spring Festival, the average number of workers who had lost 10% of the sewing, cutting and ironing workshops was 40%. The number of workers in the ironing workshop was reduced by less than that of workers.

In order to solve the problem of order failure, Guangming chose to send orders out to some of their own factories in Kampuchea, and some of them sent to some small factories with bright cooperation in China. This increased the demand for merchandiser, and the company had to try to make some internal adjustments, so that more young people who could hold several positions could be placed on top.

Analysts believe that, with these industries gathering areas of foreign trade manufacturing enterprises to fight in the domestic market, coupled with a series of good policies to stimulate, some enterprises to make structural adjustment of production, re layout of marketing, development confidence began to pick up, so the demand for talent has also increased.

Although many people, including Li Yuefu and Chen Weiqiang, think that such a "recruitment difficulty" is far from "labor shortage". However, after the impact of the financial crisis is weakening, the increase of all kinds of talent gaps, including front-line production workers, does stimulate the already fragile nerves of enterprises.

As one of the largest clothing distribution centers in Southeast Asia, Guangzhou clothing business circle has been assembling and producing clothing and wholesale sales. It has led and formed a certain scale and relatively complete industrial chain, including clothing companies, retail stores and so on.

And because of the financial crisis and other problems that have existed for a long time, it has led to the lack of high-level talents in Guangzhou's garment industry.

Nowadays, it is easy to find the recruitment information published in Guangzhou's major clothing markets such as Baima, thirteen lines, and Shahe. Many companies are eager to find talents such as designers, buyers and business management.

At present, some fashion designers in Guangzhou earn about 10 thousand yuan a month, while the annual salary of senior fashion designers can be as high as several hundred thousand yuan or even one million yuan.

In this year's special recruitment session of garment industry, the most popular type of clothing company is the excellent fashion designer with design talent and international vision.

A clothing Limited company in Baima market has explicitly requested that the designers recruited must have more than 4 years of fashion design experience and understand the fashion trends both at home and abroad. Most other designers who recruit designers also require at least two years of work experience.

It is understood that the number of designers in Guangzhou needs a total of tens of thousands.

However, although more than 20 universities in Guangdong University of Technology and Guangzhou University have set up fashion design majors in Guangdong, the employment situation in some of them is not as good as expected. One of the important reasons is that the newly graduated students can not meet the requirement of design experience put forward by employers.

This situation also plagued large brand clothing enterprises.

"The shortage of talents includes marketing and design personnel, footwear designers, fashion designers, sales regional directors, display directors and trainers.

Because we need relatively strong professionalism and relatively few talents in the market, there is a huge gap in recruitment. "

Lu Zhanwu, manager of XTEP Resources Center, said.

"We are mainly lack of designers, technicians and plate craftsmen, as well as experienced salesmen."

Mao Fengyan, director of human resources at Tonlion brand, Ningbo, also said that because of the financial crisis, the market has changed, and Tonlion's strategy has also been adjusted accordingly.

In the financial crisis, many enterprises have adopted the contractile strategy, but Tonlion has been expanding against the trend, which has resulted in the lack of many core personnel.

As the economy gets warmer, the demand for talent is magnified.

At the same time, there are also the new characteristics that are amplified at this relatively sensitive special period, and these or professional or senior talents, as well as the groups they represent.

It can be said that in the face of shortage of talents, enterprises need to know urgently.