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Enterprises in Tianjin Pilot Free Trade Zone propose additional questions for talent selection

2019-05-14 13:11

Although the Golden March and Silver April recruitment season has passed, the employment demand of enterprises is still not reduced. The reporter learned from the 5th Tianjin Pilot Free Trade Zone Talent Festival and Spring Talent Intelligence Exchange Conference held on May 11 that the participating companies brought more than 900 jobs for job seekers, among which the demand for engineers and sales positions was high. It is worth noting that with the development of the Internet, the use of emerging technologies such as big data and artificial intelligence in enterprises, the demand for talents and the use of talents are quietly changing. This also requires job seekers to pay attention to self-improvement based on industry trends so as to improve the match with the position.

High demand for engineers and sales positions

According to the tradition of the recruitment market, the peak period of recruitment has passed, so what are the current positions with high demand for enterprises?

There is need for 20 sales specialists and 10 telemarketers. At the talent festival, telesales and other sales positions that are responsible for bringing the products and services to the market are in high demand. It is claimed that the large amount of work and unstable personnel are the reason for the high-volume demand for these jobs, and there is a shortage of talents. The same job of various types of engineers, compared with the low threshold of sales with the low degree of matching has become a headache for the human resource of various enterprises. "We mainly recruit embedded R&D engineers and electronic R&D engineers. Although many people consulted, they found that most of them have some gaps with the company's job requirements, and most of them are better internal training. In addition, these talents are more affected by enterprises. Another reason is that enterprises pay attention to engineers so generally they do not quit the job. It is also difficult to recruit suitable talents." HR commissioner from Tianjin Liheng Industrial Co., Ltd. introduced.

The reporter learned from a number of corporate HR departments that in order to better serve the company, in addition to the offline recruitment fair, the company will also adopt social platforms such as major recruitment platforms, WeChat and Weibo, corporate documents, headhunters, and institutions to cooperate in cultivating talents and other means. For job seekers, flexible and multi-channel understanding of the employment needs of enterprises has greatly increased the chances of success in job hunting.

Companies require candidates to keep up with industry changes.

At the recruitment meeting, the reporter noticed that many enterprises with logistics warehousing needs have less labor for warehousing and sorting. “As automation systems, industrial robots, etc. are increasingly used in enterprise production, the demand for simple and repetitive jobs is also declining.” An HR specialist from Tianjin Leap Forward Logistics Co., Ltd. introduced.

However, in the context of digital transformation, the more important change in corporate recruiting is the new requirements for the required talents. In addition to the necessary conditions for each position on the position board of Future Intelligent Technology (Tianjin) Co., Ltd., it also lists the additional conditions, such as electrical engineer positions, proficient in robot application, familiar with single-chip control principles and assembly language skills. Job seekers will be given priority by the company. Liang Xiaogang, director of human resources at Hengyin Financial Technology Co., Ltd., who is preparing to recruit test engineers, algorithm engineers and software engineers, has been some kind of helpless. "Artificial intelligence, big data, cloud computing, block chain and other new technologies have become an important force that affects the transformation and development of many industries while the skill requirements of talents and the rules for talent selection are changing so the number of related skills such as algorithms and intelligent identification is increasing. At the same time, the requirements for traditional positions are also increasing, for example, operational planners require simple data extraction and application capabilities. However, in the recruitment process, many job seekers do not capture the industry changes or improve their skills so they don’t match the positions."

“The vast majority of job seekers pay more attention to working hours, locations, salaries, etc., and few people consider the survival of the industry and the future development of the industry, so that they feel confused after entering the industry. Some companies focus on short-term employment needs and have no concerns for the long-term development of the employees. According to Zhang Wenbin, the HR manager of Tianjin Zhengtian Medical Devices Co., Ltd., it is difficult to meet the needs of employers and enterprises, and it is recommended that job seekers should study the industry development trends and corporate job requirements at the job fair. They should have more communication with the company's HR personnel on the development path after taking the job, not just focus on salary and welfare. This is conducive to the formation of relatively clear career planning, especially the transformation of employment methods. If companies tend to consider promoting talent to the position of the internal manager, they tend to consider a few more steps as more valuable reference.

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