People are in the freshman, the school recruits the volume

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Author 丨 Sakuragi

Edit 丨 Monthly

When the Statistics Bureau placed a number of numbers of the unemployment rate of 19%of the aged 16-24 years old at the moment when the public was in front of the public. Just in the freshman year, it was already an internship, which became a state of popular campus.

Corresponding to this, the panic of enterprises in terms of talent management seems to have become a normal state. Taking the most popular new energy vehicle industry as an example, at the beginning of the spring of the year, many companies have chaotic recruitment. The frequent incidents have caused a lot of impact on the industry.

Coincidentally, in the 2022 domestic car circle, the frequent turbulence of executives seemed to have become the main base of each family. Taking the most popular autonomous driving direction as an example, many senior executives of different companies have experienced adjustments in 2 months, and the business that comes with it has also caused the development of the enterprise to varying degrees Essence

In the "New Energy Industry Demand and Talent Development Report" released in June this year, during the recruitment season from January to May this year, the number of recruitment positions in the new energy industry increased by 64.4%year-on-year, which was 54.4 percentage points higher than the industry. At the same time, the new energy industry recruitment competition index is 62.3, which is equivalent to 1 recruitment position. It can receive 62.3 resumes, which is higher than the 47.2 competitive index in the industry.

From the above reality, it is not difficult to see that popular companies are in the rapid development of the industry. They just rely on traditional talent screening and management methods, and they often cannot achieve the ideal results. In the face of the status quo, how to break the situation has become the direction of the current social attention. Recently, the China Youth Daily Union Campus Recruitment Platform Niuke jointly carried out the "Hundred Schools and Hundred Enterprises" youth employment support plans to provide another problem -solving idea for the more confused campus recruitment market.

Popular enterprises are keeping on campus talents

If it is said that the current industry can have the popularity of talents, the new trend of industrial development, and the most pain points and difficulties for corporate recruitment. New energy vehicles are undoubtedly a good research template.

The rapid development of new energy vehicles began in 2020. It was exactly that the 75th UN General Assembly of that year officially proposed that after the goal of achieving carbon peaks in 2030 and the realization of carbon neutrality in 2060, the development of new energy opened the express vehicle. road. At the same time, the Tesla Super Factory was completed in Shanghai and the localization of Tesla's fast parts, which also helped the secondary reshaping of China's new energy vehicle industry chain.

To this day, just two years, the penetration rate of new energy vehicles has reached 21.7%. When the industry enters the accelerated fast lane, from the perspective of talent training, due to the overheating industry's development, it has also created a severe turbulence of talents in related industry.

Whether it is the turmoil of the executive or the chaos of the fresh graduates, to some extent, it means that the new energy vehicle has a structural mismatch on the talent supply chain and the talent training cycle.

At the same time, whether it is the turmoil caused by the company's development, or the short -term profit -seeking behavior of the executive, to some extent, it has caused a lot of harm to the company.

And if you want to break this dilemma at all, you still have to find the root of the problem. In terms of the development of Chinese talents, whether it is the programmer dividend brought by Ali, Tencent and other Internet companies, or the dividend of engineers brought by companies such as Huawei, the excavation and training of campus talents will always be an important cornerstone of large enterprise talents.

"With the new industry, new technology and new markets require new talents, and difficulty in recruitment and difficulty becoming a structural contradiction in employment. What should companies do in the face of people who have no existing needs in society? For the plastic talent of quality, the company will also shift from the social recruitment model of direct cultivation fruit to the school recruitment model of the targeted cultivation of the seeds. Talent for the development of enterprises. "Ye Xiangyu, CEO of Niuke CEO of the Campus Recruitment Platform, said at the launching meeting of the Bai School and Big Enterprise Hundred Enterprises Hundred Enterprises" held on August 30.

At the same time, unlike the "inherent impression" of poor practicality and long running -in period, the development of college students at school is undergoing tremendous changes.

According to the statistics of the campus recruitment platform, from the perspective of internship survey data, more than 70 % of students have internship experience in school, and 3-4 internship experiences are 3.3 percentage points higher than those who have graduated. Judging from the time of participating in the internship, more than 40 % of the undergraduates started the internship plan in the first and second sophomores, and among those who have graduated, more people have only been internship in junior year and senior year. Higher maturity and earlier trial error have made the current college students present more and more cost -effective. In other words, the current campus talent market is a rich mine that is not aware of it. They are more active for the first job than previous students.

At the same time, from the perspective of popular industries such as new energy vehicle companies, the attitude towards campus recruitment is changing after the spring recruitment of campus recruitment. Recently, Jiang Feng, the person in charge of Weilai Global Talent Recruitment, said in exchange with the media that Weilai adhering to the concept and practice of "long -termism" during school recruitment.

Jiang Feng said frankly: "Last year we robbed people with the Internet header, and our winning rate may be only 20%; but this year, we have more than 50%of the winning composition rate, and the probability is still increasing." The systemic efficiency is Wei Wei. One of the elements of values ​​is not only considering the short -term, front, and local costs and efficiency, but also the cost and efficiency of long -term, full, and full life cycle. Based on this, when Weilai attracts talents, he is considered a longer -term talent training plan. From university to enterprises, from activities to organizations, he will invest longer for a long time. This year Weilai recruited 100 P5 expert projects (P5 is equivalent to Ali's P10). The first batch of dean of the School of Electrical School of Tsinghua University was invited as an expert in Weilai P5, and each experts were allowed to bring five new teachings to teach five new new schools. College students who are employed. Not only a new energy vehicle company, data shows that the company's confidence increased significantly in the second half of 2022, and more than 30 % of companies will expand the scale of recruitment. For more prominent, PricewaterhouseCoopers of the four major accounting firms announced the expansion of 20,000 people in China, and also invested $ 2.4 billion to issue benefits for employees. KPMA plans to expand 7,000 people in China in the next three years. Hard technology companies such as Huawei and HKUST Xunfei also announced their own expansion plans earlier. According to the results of the survey, 78.33%of companies in the second quarter of 2022 said they responded to the epidemic "more experienced and more calm than before." The proportion of enterprises that are more optimistic about the future recruitment situation will also increase significantly compared with the first quarter. In the first quarter, 63.51%of companies were confident in the future recruitment situation, and the proportion of the second quarter rose to 81%. The continuous enhancement of corporate confidence has also directly passed the warmth to the campus recruitment market.

Deeping of campus talents is a technical work

The rise of campus talent maturity and the importance of popular enterprises to campus talents have made campus recruitment a popular topic at the moment, but how to choose truly valuable campus talents, how to select more competitive students, how to choose a more competitive student, how to get more competitive students? Help them quickly adapt to the requirements of the enterprise, and have become problems that need to be solved in the enterprise, recruitment platforms, students and schools.

In terms of students, in addition to starting internships earlier, students should also continue to work in critical directions. Liu Hui, vice chairman of the China Human Resources Development Research Association, specially emphasized when talking about the three skills of contemporary youth in the "Hundred Schools and Hundred Enterprises" youth employment support plan. The direction should work more. He said that in the "Fourteenth Five -Year Plan" planned in China in the future, the digital and intelligent fields will definitely give a great driving force for advanced productivity.

In addition to having advanced cognitions to improve the skills of related directions, there must be a convenient starting point. Niuke CEO has shared an example "Qian, a 2022 -session of Niuke, he followed the learning route of Niu You Axiu to prepare for autumn tricks. With the incentives and active efforts of Niuyou, Qian laughed that he realized that the non -science class went ashore. After handing over 134, he harvested Baidu, Xiaomi, 58, HKUST Xunfei, Shangtang and other S -class offers, and finally went to Baidu. "Such a successful case is not a minority in the actual context.

According to the data of Niuke, the website has successfully helped 600W+users' learning and job hunting in Niuke, covering 2000+ institutions at home and abroad. The monthly recommended search exposure of the Niuke community is over 100 million, and the number of content interactions is 5000W+. At the same time, the website, as an exclusive strategic partner of ICPC in the East Asian Division in 2020, has co -organized the Ministry of Industry and Information Technology to host the University Student Computer Skills Application Competition. So far, the number of Niuke question bank has 230W+, and the competition has served 10W+. There is no difference in practice from the workplace, so that college students can directly understand the practical issues that may face in the future work. And such training, to some extent, it has helped enterprises save a lot of training and adaptation time.

At the same time, for the corporate side, today's campus recruitment is still at a more traditional and inefficient stage, preaching, receiving resumes, screening, interviews, and written tests. It can only be fragmented to present the information of both parties, and when such school recruitment ideas are facing the pressure of high -speed growth and rapid changes in the industry, the related operations are inevitable.

How to achieve more accurate, more professional, and more secure recruitment has become a proposition for recruitment platforms, job seekers and enterprises.

Niuke CEO Ye Xiangyu once admitted that the future campus recruitment should be based on a full -link integrated application of digital intelligence. Take Niuke as an example. Enterprises can understand the employment channel of talents and combine the characteristics of talent job search for enterprise recruitment. Employer brands, resume open source and talent selection channels to achieve comprehensive attraction of outstanding talents, open up resume channels, full -dimensional efficient talent selection, and achieve better accurate and efficient recruitment of HR, interviewers, and candidates.

In addition to the multi -dimensional connection and the employment parties, the deeper understanding of each other. From the perspective of the school, Yu Kun, deputy director of the Admissions and Employment Department of Renmin University of China and an associate professor at the School of Labor and Personnel of Renmin University of China, said that it has cultivated students' employment. important. "How to use graduates as an individual, so that he can establish a comprehensive understanding of self and career, and develop professionalism and professional decisions on this basis. This is very critical. "Employment issues are closely related to enterprises, campuses, recruitment platforms, and college students, and employment issues are being fully discussed and deconstructed. In this context, China Youth Daily and Niuke and other platforms such as 100 schools and hundreds of enterprises and 100 enterprises supporting plans to attract talents with traffic, while efficiently connecting enterprises and easy screening of talents, they also bring more to the recruitment industry. Positive signals. It is foreseeable that with the joint efforts of many parties, whether it is a popular company or an upcoming college student, the problem of employment will be more comprehensively relieved in the future.

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