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Your present location: Home >> Talent Exchange >> Talent News >> 2012 Opening of the Blue Collar Fight for Talents

Opening the blue-collar job hunt in 2012

Release time: 2012/2/13 15:53:36 Click times:

Immediately after the Spring Festival, many machinery industry companies fell into a "labor shortage". It is not the middle- and high-end talents such as mechanical engineers and sales engineers that are "absent", but blue-collar technical workers.

Skilled workers are hard to find, and companies are struggling. At the job fair hosted by Mechanical Talent Network, a subsidiary of Talent Network, on February 8, many companies recruited a large number of blue-collar skilled workers, and many companies recruited more than 20 people. At the same time, a number of companies have clearly marked attractive salary levels, some of which can reach 8,000 yuan per month.

According to the latest statistics of Mechanical Talent Network, a subsidiary of Yingcai.com, as of February 10, 2012, the demand for recruitment of operators in the machinery industry increased by 41.7% compared with the same period last year. Increased 11.5%, the total recruitment demand for electricians, millers, millers, fitters, sheet metal workers increased 20.9% compared with the same period last year, and the recruitment demand for mechanics increased 24.1% compared with the same period last year.


Due to the large base of talent demand for each position, although the increase in recruitment is not large, the increase is very alarming.

The difficulty of recruiting blue-collar skilled workers is a difficult employment problem currently encountered in many industries such as the machinery industry. First, the number of skilled workers with working experience is very limited. Second, many migrant workers in major labor-exporting areas stay in the local employment, which will also be a trend of talent shortage in the future. Since many enterprises have a very large demand for blue-collar talents, these factors that make it difficult to recruit workers have restricted the development of a large number of blue-collar workers.

Yingcai's employment guidance experts suggest that blue-collar talents are very important to the development of the enterprise. No one can put the best equipment into production. In this regard, increasing training output of counterpart universities is a long-term solution to the shortage of blue-collar talent. In addition, enterprises should also increase internal self-cultivation mechanisms, conduct good career planning for blue-collar talents, attract potential blue-collar talents, and at the same time allow experienced blue-collar talents to "stay", reduce the mobility of talents, and ensure the normal operation and production of enterprises. .

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