Is it a cost reduction or a big job?With bread, you can pay attention to the distance

The graduation season in 2022 is called "the most difficult graduation season in history".

The number of college graduates increases the data table

On the one hand, the number of fresh graduates this year is expected to reach 10.76 million, which is the first time of the scale of college graduates exceeding 10 million. It is also the year when the number of growth in recent years is the largest. Because of the epidemic and other reasons, it is expected that millions of international students will usher in this year. Returning to employment, fierce competition;

On the other hand, affected by trade frictions, epidemic conditions, and Russian and Ukraine conflicts, all industries in China are more or less considering "open source throttling", that is, the use of layoffs to reduce cost pressure, reduce recruitment places, and number of job hunting in fresh graduates. In the case of the number of recruitment, enterprises will raise the threshold, such as raising academic qualifications, school requirements, and work experience requirements, which undoubtedly further increase the difficulty of domestic fresh graduates.

So, for companies in the gold jewelry industry, have this recruitment plan changed this year? What are the requirements and expectations of applicants? What are the reference significance for graduates employment?

To this end, a reporter from "China Gold Jewelry" magazine interviewed Ge Hui, the dean of the Golden Wealth Research Institute, the industry expert of the business banking channel and the gold jewelry approval of the gold jewelery group, as well as the Chinese experts in China, and the "China to cultivate diamonds." China Zhang Dong, a writer of Golden Jewelry, exchanged and discussed the overall employment situation of the gold jewelry industry in 2022.

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Chinese Gold Jewelry Wang Xiao | Text

Pictures from the Internet

01

Difficult employment of students and difficult enterprise employment

Industry supply and demand contradictions are prominent

Jewelry major graduate employment statistics statistics table

According to statistics from the coordinated investigation and inquiry of Zhongbao, the number of jewelry practitioners nationwide in 2021 was approximately 4 million, of which the number of employees related to offline retail terminals was about 850,000. As far as the overall allocation of human resources, according to incomplete statistics of jewelry colleges, in the past 5 years, relevant colleges and universities have trained more than 10,000 professionals for the industry each year, and there is a slight upward trend. The number of skills training can reach 20,000 per year. At the same time, the industry's employment from 2017 to 2020 does not exceed 7000, and it has risen slightly in 2021. It is 8076. The average employment rate in the past five years has hovered around 60%.

Since the beginning of this year, the epidemics of all parts of my country have been repeated, and the golden jewelry industry's gathering place in Shenzhen has been closed and controlled many times due to the impact of the epidemic. Even so, the jewelry companies in Shuibei Industrial Zone are still insisting on operations. During this period, Mizuki also launched many organizational large -scale recruitment. Ge Hui noticed that in a recruitment organized by Shuibei Industrial Zone in the first quarter of this year, more than 300 companies jointly released more than 5,000 recruitment positions, but surprisingly, only more than 3,000 job seekers collected resumes.

For a long time, the supply and demand of "difficult employment and employment of enterprises" cannot be ignored. Ge Hui believes that under the appearance of Shuibei recruitment supply, it is the imbalance of the talent and professional settings of jewelry colleges, which has led to the outstanding contradiction between supply and demand of industry talents. He pointed out that at present, the professional settings of major universities and vocational colleges in China are mainly concentrated in the three traditional majors of jewelry appraisal, jewelry design, and jewelry marketing. Integration, live broadcasting, new retail, and digital upgrading of industrial supply chain are in full swing. The demand for emerging positions corresponding to the development of it has skyrocketed, and digital composite talents have produced a large vacancy. "The salary of some big data and artificial intelligence positions in Shenzhen is more than 10,000 yuan, and talents still cannot recruit talents." Ge Hui said.

The demand for emerging positions such as e -commerce live broadcast soaring

The rapid development of the industry is good for colleges and universities that cultivate talents. For the adjustment of everyone's knowledge structure, there is no enough time to adapt, which also causes the performance in the industry's recruitment as the outside world. And emerging positions are unreasonable.

Zhang Dong observed that in recent years, the overall recruitment needs of the industry have shrunk significantly. Fresh graduates have greatly reduced the number of recruitment, the main reason is that many students learn skills and company needs. At the same time, he also pointed out that the work of the jewelry industry is not high in education. Even if the level of salary required for fresh graduates is not high, employment is not very optimistic.

02

Fresh graduates are not popular?

It depends on whether there is any confidence to face the market

Is it so unpretentious for fresh students? This also requires a separate situation that state -owned enterprises and private enterprises are obviously very different in talent recruitment and talent training.

Talent training and talent echelon construction

State -owned enterprises in the gold jewelry industry, such as Chinese gold, Chinese jewelry, etc., each year has a recruitment ratio of fresh graduates. For state -owned enterprises, fresh graduates are a kind of talent reserve. Fresh graduate recruitment needs to cooperate with the company's overall strategic arrangement and talent professional needs. In contrast, there are not many social recruitment needs of state -owned enterprises. As we all know, there are many subsidiaries of each golden group. Many state -owned enterprises will set up a post -adjustment mechanism for the existing internal employees of the group. Once some professional talent needs are involved, they will not find it in the society as soon as possible, but instead Choose recruitment information within the group to promote internal talent learning and talent flow. Therefore, state -owned enterprises have a small demand for social recruitment, strict requirements, and recruitment targets generally require very counterparted professional technologies and experiences, and other conditions such as skills and professional titles are also extremely high. Ge Hui said that the cultivation of talents in state -owned enterprises is more like choosing a piece of white paper to root their corporate culture. And a mentality of many private enterprise owners is: employees signed the contract, and they will see benefits soon, so they prefer to recruit personnel with work experience.

SME financing is difficult

As for the reason for such a big difference, Ge Hui pointed out that small and medium -sized enterprises are unwilling to recruit fresh graduates, reflecting the helplessness of private enterprises from the side. "Enterprises need to cultivate talent training, build their own talent team, and do their own brand culture. Everyone understands this, but the construction of the talent system requires time, and in the process of spending time, it needs to invest a lot of money and energy. As a private enterprise, in the process of building a brand and cultivating talents, once the funds have not kept up, it is likely to be difficult. "Ge Hui said.

Zhang Dong also learned that the employment of graduates of jewelry majors in recent years is very difficult, and most of the small and medium -sized enterprises in the jewelry industry. In the cultivation of newcomers and long -term thinking, coupled with the impact of the major environment in recent years, various companies The challenges are also very large. The employment problems of fresh graduates are indeed serious. Some medium and large enterprises have always cooperated with schools, but the number has also shrunk significantly.

In Ge Hui's view, the reason why state -owned enterprises dare to spend time doing talent construction, brand building, and even invite special teams to do it is that they have the advantages of wide financing channels, low financing costs, and large credit quotas. The same is true of private enterprises and listed companies in the rise period. The prerequisite for them to attach importance to talent training is that they can obtain sufficient profits from the capital market to support enterprises to do this. Zhang Dong also said that because of the global new crown pneumonia's epidemic, the current employment situation is not very good. In the future, as the industry rolls getting worse, the employment situation will become more severe. Not only graduates, for all industry practitioners, from the current employment situation, choosing a large platform is still the most important.

At present, the employment situation of the gold jewelry industry is more severe

03

Salary is reduced?

Under the epidemic, someone chose a big job!

So, in addition to the changes in the number of recruitment, is there a reduction in the industry's salary? Because the salary mechanism of state -owned enterprises generally does not change much, we will only discuss the salary changes of private enterprises here.

Zhang Dong believes that most small and medium -sized enterprises in the industry at present are actually cheap, because they are in a relatively defensive period, and low -cost talents are talented talents that companies need. At present, the jewelry industry has entered the late maturity, and the jewelry companies have basically clear employment needs. Most of the first -generation jewelry practitioners have a certain insufficient in new media and new retail. At the same time High -educational experience, large companies' experience and composite young people are more popular, but these premise is low wages.

According to Zhang Dong's observation, the salary of ordinary experienced candidates is basically in the micro -drop stage. In the future, their posts are likely to be replaced by newcomers; the salary of experienced candidates is generally lowered, and some older middle and senior management Manager's salary has even dropped by 20%to 30%.

The gold jewelry industry has accelerated the pace of transformation under the epidemic

Of course, the industry is not a negative side, and Ge Hui further discussed this issue. He pointed out that some private enterprises in the rising period have not only reduced their salary due to abundant funds, but also expand their recruitment. "A private enterprise in Shandong's bank channels is mainly based on recruitment of fresh graduates. The basic salary of ordinary sales positions is 5,000 yuan/month. According to the work results and promotion mechanism. The salary is raised, tending to recruit previous students with strong professional skills and experience. "

According to Ge Hui's understanding and communication of the companies around him, many companies still look forward to the improvement of the epidemic in the second half of the year, and after the market is released, it will work well. "As far as I know, a company in Shenzhen plans to open a retail stores with a wholesale nature and not less than 1,000 square meters in major cities across the country. The person is responsible for sales and adopts various forms of cooperation to expand the company's operation team and expand sales channels. "

For business owners with minds and resources in the industry, the epidemic will not have a very large negative impact. In the words of Ge Hui himself, "They just lie for a while for a while, don't lie in vain, and plan to stand up and do it."

04

Graduates, please eat bitterness and tolerate loneliness

Fresh graduate graduates

In general, the current employment situation is still very severe. I hope that the graduates will see the opportunity to see the problem, do a good job of their career plan for 3-5 years, and then choose a suitable platform to be firm and insist on insisting on insisting on Go down. Fresh graduates of state -owned enterprises often train in accordance with the requirements of reserve cadres, but before we achieve management, long -term rotation training needs to be sold for several months in the exhibition hall. In the process, some people may not be able to bear loneliness and have not supported their departure. There are also some private enterprises who have just begun recruitment of freshmen. The newly established new establishment of the human resources department lacks experience, and it has not been touched by the psychology of contemporary young people. It is easy to have problems with the mechanism of retention. This is a test for both enterprises and graduates.

Therefore, the core leadership of the enterprise must pay attention to that since it is decided to set the department to do human resources, we must ask professional people or professional institutions to cooperate to understand the knowledge and laws of talent training. For graduates, we must also have a good job -seeking mentality. Start from the grassroots level, understand themselves in the work scenario, and grow up firmly and grow up practically.

At present, my country's development is still in a period of important strategic opportunities. The economy is stable and good, and the fundamental fundamentals have not changed for a long time, creating good conditions for the long -term stability of employment. The new round of scientific and technological revolution and industrial reforms in the gold jewelry industry have developed in depth, the digital economy and "double innovation" have accelerated development, breeding huge development potential, and new employment growth points are constantly emerging. We believe that as long as these positive factors are fully played, whether it is an enterprise or a candidate, we will unswervingly do their own affairs, and will always start a new situation in response to risk challenges.

Interview, I am attentive!

Looking forward to being hit by your story, encouraging by your experience, infected by your point of view! Welcome to communicate ~

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Edit | Wang Xiao Visual | Zhang Zongwei

The editor -in -chief of the new media inside and outside the industry, the head of corporate brand propaganda, we will release the following three types of information for free for everyone:

1. Release corporate recruitment information for free;

2. Release the supply and demand news of corporate and demand for free;

3. Release notice of corporate information change for free.

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