Cross Border Electricity Providers: Demand For Compound Talents "Hungry"

< p > > a href= "http://sjfzxm.com/news/index_f.asp" > cross-border > /a > the rapid development of the electricity supplier industry is making the employment market extremely scarce for the relevant e-commerce talents.

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< p > it is learned that this year, the demand for cross-border e-commerce talents in the employment market has been extremely "hungry", and even reached the low threshold of "no experience, as long as foreign languages and computers can be understood", and the salary promised to graduates is much higher than that of traditional trade.

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"P" for the reasons for the shortage of cross-border e-commerce talents, the analysis of the industry believes that, from the present point of view, the start of the relevant training institutions has been later than the market demand, which leads to the "short supply" in the cross-border e-commerce industry.

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< p > according to the analysis, at present, the compound talents in the industry are more difficult to say, "easy to get gold and easy to get".

In this regard, some enterprises began to pay no attention to their counterparts or domestic electricity providers.

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< p > < strong > reasons: training institutions start later than market demand < /strong > < /p >

< p > in a recent talent recruitment meeting, the head of a company told Hugo net that compared with the cold market of the electricity supplier market in previous years, the situation is quite different this year.

In addition to the significant increase in the number of job seekers, the number of job seekers coming to apply for jobs is also on the rise.

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< p > the surge in demand for a certain type of talent directly reflects the market trend in the industry.

In recent years, cross-border electric business enterprises have sprung up like mushrooms. The successful listing of several well-known domestic e-commerce enterprises is playing an important role.

In the eyes of the outside world, cross-border electricity providers are developing towards a mature and inevitable success. However, most of the enterprises are obviously struggling, because there is a lack of professionals to promote the further development of e-commerce business.

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Mr. P, Shenzhen's Hugo, told Mr. Wang that the scarcity of cross-border e-commerce talents in China was largely due to the fact that professional training institutions started late than the market demand, with a small number and the system was not mature enough, resulting in stagnation of talents after the output of talents, so enterprises had to repeatedly lower the threshold.

"This is a common phenomenon in China, but our company still has certain requirements for employment, such as the need to have a certain level of foreign language, although there are no restrictions in professional terms, but still prefer marketing, foreign trade related majors."

He said.

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< p >, according to the website's "no worries", the gap of e-commerce professionals in the next 10 years is about 2 million.

Electric business enterprises have intensified the introduction of talent resources, but not everything is ready.

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< p > < strong > < a > href= > http://sjfzxm.com/news/index_z.asp > > /a >: urgent shortage of composite talents of electricity suppliers < /strong > /p >

"We have done traditional trade before, and the annual cost of optical platform is tens of thousands," Zhang Chang told Hugo net in Quanzhou P.

But the threshold of cross border electricity supplier B2C is very low, such as fast selling, Dunhuang network almost 0 of the cost, the operation process is also simple, compared with traditional trade, it is easier to get started, which leads to a mixed crowd of participants, some enterprises even understand products, but do not understand marketing.

Such extensive growth will inevitably disrupt the order of the whole industry, and at the same time, part of the brain drain will also be lost.

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< p > it can be said that the dilemma of "easy to get gold and hard to get" is spreading across the fast developing cross-border electricity supplier industry.

The shortage of talent resources of electric business has directly restricted the development of enterprises.

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"P," Mr. Yan said, "in addition to recruiting talents from the talent training institutions, the team also needs to train and optimize the team, promote new employees through the old staff, and optimize the performance and skills assessment every week or every month.

However, it is not necessarily suitable for enterprises to come out of training institutions. Moreover, enterprises need not single skills, but those who are able to lead enterprises to achieve substantive progress are compound talents. Ultimately, they need to be able to cooperate with enterprises.

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Hugo, director general of Li Chuang, also introduced to Mr. Hugo: "this year, we did not plan to recruit relevant e-commerce talents. On the one hand, we had to pform the team engaged in traditional trade, and they had foreign trade experience, which is easier to handle than most graduates. On the other hand, the reason is that at present, the supply of talents is uneven in the market, and there are very few compound talents who can really enhance the core competitiveness of enterprises. This innovative talents who need to master technology, trade expertise, economic knowledge and management ability at the same time need long-term training of the market, and, of course, it is not affordable for ordinary ordinary enterprises.

Cross border electricity providers have been hot in recent years, so it is understandable that the market staffing mechanism is too late to adjust, which requires the cooperation of enterprises, market and government in three aspects.

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< p > < strong > > a href= "http://sjfzxm.com/news/index_z.asp" > problem < /a >: between colleagues, they should pay much attention to "dig the wall", < /strong > /p >

< p > the weak supply capability of the market and education departments is one of the reasons for the shortage of talents, but we should not ignore the adverse effects caused by "cannibalism" within the business enterprises.

At present, in order to absorb excellent talents to enter their own team, many enterprises even bother to dig up their colleagues' feet, and the scope has developed from the core management to the grass-roots staff.

"In order to set up a cross-border e-commerce team, some enterprises will dig out the overseas marketing personnel of traditional industries, and at the same time, they will also be good at making domestic electric business talents."

Liu Yang, who told the four party marketing department, told Hugo net that in addition, because of the imbalance between market supply and demand, the phenomenon of job hopping was extraordinarily serious.

How to retain talent has become a major hurdle for enterprises.

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< p > according to the introduction, for some enterprises, some employees will not put the high salary that you give to the first place. They value the cultural atmosphere of the enterprise and whether they have definite progress goals. These long-term benefits are far more attractive than the recent high remuneration.

Bundling employees with high pay is not just once and for all, because people are always bidding higher than you, cultivating their team and culture and stabilizing the flow of talent is a good choice.

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