(Observer Network News / Zhang Ye)
On December 11, the “Echo 2020” Annual Partner Conference, hosted directly by the Internet recruitment platform BOSS, ended in Shanghai. At the event, BOSS directly hired the head of the Occupational Science Laboratory, Dr. Yanbo Xue, and released the "2020 Human Capital Trend Report" (hereinafter referred to as the "Report"), sharing the forward-looking trends in the talent field in 2020.
Xue Yanbo said that the competition in the job market in 2019 has become more intense, the number of fresh graduates in universities has increased, employers' requirements for job seekers have generally increased, the number of active job seekers over the age of 35 has expanded, and the salary premium space of job seekers has narrowed. All aspects reflect increased competition.
According to the report of BOSS's direct employment, the most common monthly salary level for job seekers in China in 2019 is 5,000 yuan, the median is 6043 yuan, and the average salary is 8082 yuan.
From the perspective of job search regions, the Yangtze River Delta and the Pearl River Delta have initially realized "regional retention". Even if job seekers leave "Shanghai, Guangzhou and Shenzhen", they will still choose to apply for jobs in the same region.
With a monthly income of 6043 yuan, you are more than half
As a core indicator of the value of the workplace, salaries have always attracted the attention of the audience. Whenever the statistics bureau releases data, many netizens say, "I'm behind again." However, in fact, the overall salary in the Chinese market still has much room for improvement.
The "Report" data shows that the mode of recruitment salary (that is, the most frequently occurring number in a set of data) is 5,000 yuan, and the median is 6043 yuan. This also means that 5,000 yuan is the most common monthly salary level. If the income of the workforce exceeds 6043 yuan, it will also exceed half of the job applicants.
In 2019, the average salary of job seekers is 8082 yuan, this data is in the 67.6th place of the overall salary distribution, that is, the recruitment salary of nearly 70% of the positions is lower than the average.
At the same time, the salary distribution curve in 2019 has shifted slightly to both ends. This aspect is that companies control labor costs, and it also indicates that the internal polarization of job seekers has increased.
The "Report" believes that a considerable portion of job seekers who were originally in the middle position have been squeezed into the low and middle salary range to participate in competition or lower their salary expectations. The competition in the high-paying range is also fierce. At the same time that companies are paying high salaries, they have higher requirements for job seekers. Taking artificial intelligence positions as an example, the proportion of artificial intelligence for jobs with less than three years this year is 39%, and the proportion from three to five years is 43.4%, which is much higher than the average value. Enterprises clearly have a higher level of talent balance. Claim.
While there is fierce competition for hot jobs, there is also a shortage of supply of many jobs, especially for urban service basic jobs with lower salaries. The "Report" pointed out that the average salary of cleaners in 2019 is 3749 yuan, and the average salary of sideline workers is 4,391 yuan, but because of the salary, it is increasingly difficult to attract young labor.
Nearly 70% of job seekers believe increased competition
In addition, the "2020 Job Demand Trend Survey" recently conducted at BOSS direct employment shows that nearly 70% of job seekers clearly feel that this year's job competition is fierce. Xue Yanbo analyzed that the internal competition among job seekers has increased due to two reasons: On the one hand, the number of active job seekers has increased. In 2019, the number of fresh graduates in colleges and universities reached 8.34 million, setting a new record high. At the same time, the number of active job seekers over 35 years of age has expanded.
On the other hand, the requirements for the ability of candidates to improve. With the rapid changes in the talent market, corporate candidates have shifted from “depending on job seeker qualifications” to value “core skills of job seekers”. The report shows that 78% of the positions in the past year required candidates to possess two or more skills in the job description, an increase of 3 percentage points from 2017.
The "2020 Job Demand Trend Survey" shows that in 2019, 60.4% of companies focused on increasing the requirements for market and sales candidates, and this has been one of the largest job categories with demand and employment groups. At the other end of the talent spectrum, 33% of companies have strengthened their ability requirements for middle and senior management, and reorganizing their leadership has become an important means for many companies to respond to challenges and improve efficiency.
Xue Yanbo concluded that the internal competition of job seekers is changing from opportunity competition to ability competition. Technical hard skills have become an important indicator of personal workplace competitiveness. At the same time, in many industries and specific positions, quality soft skills such as time management, systemic thinking, and problem solving have shown signs equivalent to hard skills. Job seekers should pay attention to the improvement of their own skills and the cultivation of lifelong learning ability, and respond more steadily to the unpredictable talent market.
The "grabbing war" of the Yangtze River Delta and the Pearl River Delta has initially achieved "reserving people by regionalization"
In the past few years, the "grabbing war" has been a hot topic in various media, retaining talents in order to promote economic development. Various regions frequently introduced household registration and house purchase policies in an attempt to retain talent. In 2019, there was a new trend in the "grabbing war". BOSS directly hired a professional science laboratory and found that it has now begun to change from "urban grabbing" to "regional grabbing." Xue Yanbo emphasized that compared with single-point competition, talent migration within urban agglomerations has greatly promoted the flow of talents between cities.
This year, talents have flowed from the four first-tier cities such as Beijing, Shanghai, Guangzhou and Shenzhen to new first-tier cities and provincial capitals. As of November 2019, data provided by BOSS direct employment shows that the net outflow of workplace talent in first-tier cities is 0.58%, an increase of 0.05 percentage points from the same period last year.
In the report, the new first-tier cities are defined as "Chengdu, Hangzhou, Chongqing, Wuhan, Suzhou, Xi'an, Tianjin, Nanjing, Zhengzhou, Changsha, Shenyang, Qingdao, Ningbo, Dongguan, Wuxi".
In the "2020 Job Demand Trend Survey", when asked "whether there is any intention to change to another city in the next one or two years", only 37.5% of the respondents explicitly said no, indicating "yes" and "uncertain" Data accounted for more than 60%. As for the question "Where do you want to go if you change cities", the answer is that the new first-tier cities are significantly higher than the first-tier cities (42.6% and 33.4%).
When someone goes, someone comes. As of November 2019, the average talent turnover rate of the new first-tier cities relative to the first-tier cities was 1.07, which was the lowest level in three years, which reflected that some people who "run away" from first-tier cities have a tendency to return.
On the other hand, in the four urban agglomerations of "Beijing-Tianjin-Hebei, Yangtze River Delta, Pearl River Delta, and Chengdu-Chongqing", the Yangtze River Delta and the Pearl River Delta have initially formed an internal flow of talents, and 40.3% of Shanghai job seekers hope for the next place of work In the Yangtze River Delta region, 50.8% of job seekers in Guangzhou and Shenzhen chose to migrate within the Pearl River Delta.
At the same time, with the blurring of the boundaries between cities, industries, and post talents, the rapid replacement of new and old occupations, the competition for talent in enterprises has intensified significantly, and the difficulty of recruitment has increased significantly. The report shows that 63.3% of companies believe that the difficulty of external recruitment has become significantly higher; 55% of companies will expand non-traditional recruitment channels and strengthen collaborative recruitment; 37% of companies said that cross-bank, cross-city, and cross-post recruitment has become common.
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