"2022 Chinese Enterprise School Recruitment White Paper" is released: graduates are more secure selection, employers begin to pay attention to "all employees experience

With the extension of the normalized control of the epidemic, the enterprise was blocked, and the campus recruitment situation was suddenly tense this year. According to relevant data, about 75%of universities across the country have stopped offline preaching activities, and the examination time of civil servants in various provinces has also postponed the interview time, and employment uncertainty has further increased.

How to enhance the experience of corporate campus recruitment and attract talents in the new situation? What issues should we focus on in the process of school recruitment? How to improve the attractiveness to the Z era? How to improve the recruitment efficiency of the school recruitment through the digital system? In this regard, MOKA passes through the passing of MOKA. The method of interviewing and investigation, and jointly focused on the campus recruitment platform internship monks released the "2022 Chinese Enterprise School Recruitment White Paper", revealing the three major directions and 2 big insights through policy interpretation, helping companies analyze the new trend of campus recruitment this year, and provide provides providing providing providing campus recruitment and provide providing providing providing on campus recruitment and provide provided providing provision The 4 major strategies are for the reference for the digital school recruitment of the enterprise.

Policies to promote employment

· Policy intensity is increased, and employment is good frequently

This year, a series of policy opinions issued a series of policy opinions, such as the State Council, the Ministry of Human Resources and Social Security, and a variety of favorable policies, strengthen the macro -control of employment priority, point out to implement the employment priority strategy, comprehensively strengthen employment priority policies, adhere to economic development and employment orientation, expand the expansion Employment capacity, improve employment quality, promote full employment, alleviate structural employment contradictions, prevent and resolve the risk of unemployment, and strive to achieve more sufficient and higher quality employment.

MOKA believes that employment is the largest people's livelihood and the most basic support for economic development. During the "Fourteenth Five -Year Plan" period, employment was more fulfilling and high -quality employment.

3 major wind direction

· Wind direction 1: The peak of job hunting appears, and the contradiction between recruitment of supply and demand is prominent

Campus recruitment in 2022 is destined to be different from previous years. On the one hand, the number of graduates of the 23rd colleges and universities exceeds 10 million, and the unemployment rate is 18.2%.

· Related data show that in the first half of 2022, the resume delivery volume of graduates increased by 96.9%, while the number of corporate positions increased by only 38%. The contradiction between large graduates and corporate recruitment demand was prominent. From another perspective, employers will receive more resumes than before, which has higher requirements for system automation and mass processing equivalent capacity.

· Wind direction 2: Reorganization in the industrial structure, increased talent gap in emerging industry

· On the other hand, due to the impact of the epidemic, the flow of traffic, the tide of capital, the slowdown in economic growth, the Internet, real estate, and education and training industries temporarily enter the downward track, the growth rate has slowed down, and the talent demand has become cautious. The news of salary reduction is manifested in the financial market that the stock price is green, and it is manifested in the recruitment market.

· MOKA believes that there are industry talents overflowing, and the industry is favored by talents. Advanced manufacturing, new energy, modern information technology, biotechnology, artificial intelligence and other emerging industries have accelerated the development, and talent demand has continued to increase. According to estimates, the big data industry only needs nearly 20 million talents in the future, far exceeding the supply of graduates.

· Wind direction three: dividends gradually faded, school enrollment and job search "de -Internetization" trend to enhance the flow of traffic, capital tide, antitrust policies ... the Internet industry enters the adjustment period, the growth rate has slowed down, and talent demand has tended to tend to grow. Be cautious, frequently exposed the news of layoffs and salary cuts. This year, school enrollment has weakened the job search intention to enter the Internet industry.

· Online consumption habits have gradually developed, which has driven the development of new formats. New retail, e -commerce, logistics and other industries have heated up the employment popularity.

· With the advancement of the country's "manufacturing strong country strategy", the development of related industries has also prompted the demand for talents in the fields of new energy, automobile manufacturing, and industrial automation. In the post -epidemic era, people's demand for products related to medical and health services has further enhanced, which has promoted the development of related medical industries such as biomedicine and pharmaceutical manufacturing. The industry's talent demand has a great gap.

2 end insights

· New changes in job hunting in the Z era: seeking stability

The Z era gradually became the main force of the "recruits" in the workplace, and became a new forces among mobile Internet people. As the original ecological residents of the Internet, their social connection is very close and has natural dependence on the Internet. MOKA said that the "slow employment" trend of this candidate is becoming more and more obvious, and it is becoming more and more cautious in selecting enterprises. Especially due to factors such as epidemic conditions, students' job hunting mentality has also changed this year. Stable and secure work, civil servants, public institutions, and large state -owned enterprises and state -owned enterprises have begun to become the first choice for students' job hunting. Therefore, the enterprise needs to actively adjust its strategy and embrace new changes in school recruitment.

· College talents are fiercely competitive, and employers begin to attach importance to "all -staff experience"

In the context of intelligent technology urging continuous change, in order to adapt to new development paths, all walks of life constantly embrace new thinking and new working methods. Knowledge youths are undoubtedly the backbone of enterprises to promote important innovation and change. An important way for enterprises to supplement talents.

MOKA believes that with the Matthew effects of talents and resources, the high degree of reconstruction of talents in various industries and the needs of job needs, and the competition of college talents is becoming increasingly fierce, which has also put forward new requirements for the company's school recruitment operation capabilities. Employers urgently need to need Opening a new form of recruitment, the concept of "all staff experience" has begun to be more and more attractive to enterprises that are increasingly concerned by campus recruitment. Enterprises have begun to attach importance to improving all roles such as HR, interviewers, candidates, managers, etc. The experience in the whole process realizes the strategy of seizing talents and landing talents. By combing the experience of school recruitment practices in different industries, combined with the insights on the characteristics of new candidates, new trends in employer school recruitment, and how to do high -quality school recruitment, Moka released the "2022 Chinese Enterprise School Recruitment White Paper "" In the construction of employer brand construction, intelligent screening, high -efficiency interviews, and intelligent data analysis, it provides a deeper interpretation of the enterprise. For example, at the level of employer brand construction, enterprises can create a multi -end recruitment window suitable for young people's style, helping companies establish an employer image closer to candidates 'aesthetics, strengthen personalized brands, and enhance candidates' job hunting experience; In terms of effect, the school recruitment project team needs to obtain some data to evaluate the quality of the recruitment effect, effectively review and formulate improvement suggestions. And through the digital recruitment system, tracking the entire process data, and so on.

Easy school recruitment and refusal EMO, starting from creating a high -quality recruitment experience. In the "2022 Chinese Enterprise School Recruitment White Paper", Liu Hui, director of Nanjing University Student Employment Guidance Center, Director of Career Education Research Center, and Ph.D. in Higher Education also pointed out that the healthy development of enterprises is the key and core of employment. Demand and cognitive habits carry out campus recruitment activities.

- END -