With the deepening of China's development in the Midwest, more and more emerging Midwestern enterprises have recruited skilled craftsmen from developed coastal provinces and cities in the east, making labor competition in the labor market, which should originally belong to the off-season, as fierce as the weather. Relevant persons pointed out that the eastern enterprises should establish a sense of crisis in the phenomenon of “rushing people†outside the province.
On the morning of August 15th, the author came to the labor market in Zhejiang Yongkang. Yongkang is the security hardware market that occupies 70% of the country's anti-theft door market. Therefore, the local is a skilled mechanic who has a lot of hardware manufacturing, so today there are still in this market. Many companies in other provinces are recruiting employees at a high temperature of 37 degrees, of which the Midwestern provinces and cities account for the majority of companies.
Just now, the author interviewed a recruiter from Hebei, Mr. Zhou, who said that because the skilled craftsmanship here is relatively concentrated, he deliberately rushed to the side to recruit. He has recruited almost the same situation today, and the situation is relatively good.
In addition, the author also investigated that in the market there are many enterprises outside the province it is entrusted with professional intermediary to recruit people. Ms. Cheng of a job agency at the scene said that they received a lot of commissions from other provinces this year, such as those in Jiangxi and Fujian, and those in Shijiazhuang, Hunan, Hebei, Jiangsu, and so on. In the next place, Yongkang’s local companies’ recruiting is even more difficult because most of these provincial companies come out with relatively high wages. Many migrant workers are themselves outside China, so they are happy to return home. Case.
In response to the status quo of skilled workers in Midwestern emerging enterprises and developed coastal provinces and cities in the eastern coast, enterprises in Zhejiang's Jinhua, Wenzhou, and Ningbo have made a lot of efforts, in addition to regular salary increases, they also reward local people. Bring fellows, encourage husband and wife, and encourage good employees to have some large items, such as computers, cars, and even houses. At the same time, there are tickets for the Chinese New Year, paid holidays, and construction of apartments for employees. A full range of clothing, food, housing, and services are available to employees. This summer's businesses in Zhejiang province have set up many free summer classes to take care of the children of these foreign employees so that they can work at ease.
However, we have also noticed that in the past one or two years, with the emergence of a large number of homogenous companies in the Midwest, it should be said that the stronger the company is, the more its corporate culture is, that is, the cultural atmosphere of the Zhejiang enterprise. The more stable the employees are, the harder they are to work. The problem is less, that is to say, in the midwestern enterprises to seize the appearance of difficult recruitment of skilled workers, in fact, the sense of crisis brought about by competition and competition instead forced the Zhejiang enterprises to actively carry out the transformation and upgrading, because after the development of such enterprises, Talents are also retained, forming a new and well-interactive situation. In the interview, the author also learned that Zhejiang business owners also expressed their courage to accept this challenge and the status quo.
On the morning of August 15th, the author came to the labor market in Zhejiang Yongkang. Yongkang is the security hardware market that occupies 70% of the country's anti-theft door market. Therefore, the local is a skilled mechanic who has a lot of hardware manufacturing, so today there are still in this market. Many companies in other provinces are recruiting employees at a high temperature of 37 degrees, of which the Midwestern provinces and cities account for the majority of companies.
Just now, the author interviewed a recruiter from Hebei, Mr. Zhou, who said that because the skilled craftsmanship here is relatively concentrated, he deliberately rushed to the side to recruit. He has recruited almost the same situation today, and the situation is relatively good.
In addition, the author also investigated that in the market there are many enterprises outside the province it is entrusted with professional intermediary to recruit people. Ms. Cheng of a job agency at the scene said that they received a lot of commissions from other provinces this year, such as those in Jiangxi and Fujian, and those in Shijiazhuang, Hunan, Hebei, Jiangsu, and so on. In the next place, Yongkang’s local companies’ recruiting is even more difficult because most of these provincial companies come out with relatively high wages. Many migrant workers are themselves outside China, so they are happy to return home. Case.
In response to the status quo of skilled workers in Midwestern emerging enterprises and developed coastal provinces and cities in the eastern coast, enterprises in Zhejiang's Jinhua, Wenzhou, and Ningbo have made a lot of efforts, in addition to regular salary increases, they also reward local people. Bring fellows, encourage husband and wife, and encourage good employees to have some large items, such as computers, cars, and even houses. At the same time, there are tickets for the Chinese New Year, paid holidays, and construction of apartments for employees. A full range of clothing, food, housing, and services are available to employees. This summer's businesses in Zhejiang province have set up many free summer classes to take care of the children of these foreign employees so that they can work at ease.
However, we have also noticed that in the past one or two years, with the emergence of a large number of homogenous companies in the Midwest, it should be said that the stronger the company is, the more its corporate culture is, that is, the cultural atmosphere of the Zhejiang enterprise. The more stable the employees are, the harder they are to work. The problem is less, that is to say, in the midwestern enterprises to seize the appearance of difficult recruitment of skilled workers, in fact, the sense of crisis brought about by competition and competition instead forced the Zhejiang enterprises to actively carry out the transformation and upgrading, because after the development of such enterprises, Talents are also retained, forming a new and well-interactive situation. In the interview, the author also learned that Zhejiang business owners also expressed their courage to accept this challenge and the status quo.
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