Jinjiang Shoe Companies Are Surprisingly Attractive To Attract Workers.

This month after the Spring Festival is a peak period for Jin workers to recruit general workers.

Recently, reporters visited the labor market service center of chandai Town, the Jinjiang SM talent Expo and the recruitment of some enterprises, and found that with the increasing scarcity of the general practitioners, Jinjiang enterprises in the recruitment prospectus "every trick" to fully display their best side, in order to attract more workers.

With the specific salary standard instead of "wage interview", nearly 1/3 of the 30 enterprises surveyed by reporters have no longer simply written "wage negotiable". These enterprises have established minimum wage and various subsidies for different types of work.

Salary has always been one of the employment factors most concerned by workers. Coupled with the regulations on employment services and employment management implemented on January 1 this year, employers are not allowed to use the word "monthly salary negotiable" in recruitment information. Now, more and more enterprises with wage competitiveness are willing to highlight the remuneration policy of their enterprises in recruitment prospectus.

At present, there are two ways for the enterprise to announce the salary policy. One is to release the bottom wage of all kinds of work. For example, the bottom guarantee standard of XTEP (China) Co., Ltd. is 1500 yuan per month, while the bottom line standard for punching and double needle cars is 1300 yuan per month, and the other is the wage standard that can be paid by all kinds of workers. For example, Qing Mei (China) Co., Ltd. said that its general wage is generally 1500-2000 yuan / month, and the general wage for rough work is 1500-3000 yuan / month.

"Although these enterprises can only announce a salary range, they can make it public.

In the past, when we met with the applicants, the company did not tell us clearly about the remuneration.

In this way, we can save a lot of trouble.

Zhang Jun, who works in the labor market service center in Chen Dai Town, said.

The salary structure of wage plus subsidy is increasingly rich. In view of the increasingly severe recruitment situation in recent two years, enterprises have also made some adjustments to the salary structure of workers, among which the most obvious is the increase of service age subsidies, and the return of factory subsidies and the introduction of workers' subsidies.

Every enterprise has different strategies in setting up these subsidies.

For the setting of service age subsidies, some enterprises, such as Cheng an (Fujian) Shoes Co., Ltd. are not simply adopting the method of increasing the fixed number. Cheng An has chosen to enter the factory for a year, plus 30 yuan per month, two yuan a month plus 60 yuan, three months plus 85 yuan a month, four yuan a month plus 105 yuan, five yuan a month plus 120 yuan.

Because the company's workers are mainly in a two-year working age, in order to encourage these employees to stay longer, enterprises in such a way can make a limited amount of money invested more.

According to the reporter's observation, a number of enterprises have set up subsidies for returning factories this year, but their days and amounts are different.

The most meticulous one is Jinjiang Sanxing sporting goods Co., Ltd., which used a full leaflet to publish the factory return measures.

Sanxing will divide the reporting time into 3 periods, and the subsidy for each time period will be 700 yuan to 200 yuan.

Besides, Sanxing has different subsidies for workers of different types according to the importance of work type.

At the same time, Sanxing also stipulates that workers who return to factory subsidies must go to work until the end of May, asking for leave of not more than one day per month. If there is a phenomenon of absenteeism and slow down, the subsidy qualification will be abolished.

By such a regulation, Sanxing can kill two birds with one stone, rewarding the employees returning to the factory and restricting the attendance of the workers in the next three months.

In addition, a number of enterprises such as del Hui group, Chianda (Fujian) Sporting Goods Co., Ltd., Fu Lian shoes and Plastic Co., Ltd. also stipulate that the old staff introduce new employees, and the introducer and the referee can get subsidies ranging from 50 yuan to 200 yuan.

Provide training opportunities to meet the needs of employees' self-improvement. With the gradual improvement of workers' quality, the choice of work nowadays has not only considered the factors of salary.

In line with the needs of workers, enterprises are paying more attention to their spiritual and self-improvement needs while improving their material life.

Living facilities and entertainment facilities and other hardware conditions remain an important aspect of attracting employees.

According to statistics, in the 30 enterprises surveyed by reporters, nearly 10 enterprises mentioned the facilities of enterprises in the recruitment prospectus.

For example, fidelity proposed that the company has 200 spouses, and its workshops and dormitories are air-conditioned.

On entertainment facilities, del Hui, Qing Mei, Jin Shuaiwei and other companies mentioned that they have entertainment facilities such as basketball courts and Internet cafes.

Jinjiang Sanxing sporting goods Co., Ltd. is also using the company in the busy section of Chen Dai Development Zone, highlighting the convenient facilities such as entertainment, pportation, medical treatment and so on, and even mentioned that it has multiple buses passing the door of the company.

The most notable thing is that a large number of enterprises will provide more training and travel opportunities for employees in the recruitment prospectus.

A number of medium-sized enterprises including Yuhong industry, WorldCom Shoes Co., Ltd., Jinyuan group, Kangya Shoes Co., Ltd. have mentioned training and tourism opportunities for their employees.

In addition, there are some other companies that have a strange trick to pay attention to the life of the employees in the details.

For example, mingle (China) Co., Ltd. set up kindergartens for employees' children; Jinyuan group regularly conducts health checks for employees; WorldCom has set up an employee mutual aid fund to help those in difficulty.