LED lighting companies start a battle for talent protection

With the continuous recovery of the Yangtze River Delta and the inland economy, the Labor loss in the Pearl River Delta region was serious in 2014, and the lighting industry was also labeled as a difficult industry. The talent market is no longer a trick for enterprises to pick talents, but a big reversal of the role of talents to pick enterprises. Many LED companies are eager to seek talents. Some of them are looking for talents, some are digging in the corners of their peers, and some are paying for headhunting companies. In order to unveil the mystery of recruitment difficulties, the reporter made a surprise visit to the talent market in dengdu ancient town. At the scene, the reporter found that more people came out to find jobs than in the previous period, however, there are very few people who really come to apply for jobs. Most people are wandering in the talent market with the mentality of comparing goods with others, which makes it difficult for some recruitment companies to break through all day long. A person in charge of the company told reporters: recruitment is not recruiting people, but robbing people! In the face of the shortage of labor in the lighting industry, how should Enterprises fight the talent defense War? Enterprises need to rely on the concept of attracting talents Wang Junhua, deputy managing director of Guangdong Juke Lighting Co. , Ltd. Why is it difficult for some enterprises to recruit people while others are easy to recruit, this has a lot to do with the company's concept of employing people. In the beginning of this year, the rework rate of employees after the year of juke lighting is as high as 90, and this is due to the concept of employment of juke lighting, which makes the stability of employees so high. Employees who come out to work want to return home and have the dream of being a boss, which requires a good development platform. If the enterprise can provide a good development platform and let everyone have a place to display their talents, it is very important to retain employees, so we call it Juxian Huineng. In summary, the recruitment of an enterprise is the result of what you plant. Enterprises cannot start from the perspective of cost in employing people. Of course, enterprises hope that the lower the cost of employees, the better, but it is definitely difficult to retain employees. In terms of wages, regardless of whether the previous year was profitable or not, the wages of employees of juke lighting have an annual growth target. However, it is suggested that there is no need for lighting enterprises to blindly play wage cards during recruitment. After all, for lighting enterprises in traditional manufacturing industry, the wage range they can afford is limited, the key lies in the employment concept of the enterprise, rather than simply raising the salary by one hundred two hundred yuan over others. In addition, the operation standard of juke lighting enterprise: in the company, employees can see hope; The working environment is good, and the workshop environment is better than the office; The treatment is good, and all employees buy five insurances and one gold, which makes the stability of employees extremely high. The attraction of talents in the lighting industry is low. Xiao Nanfang, deputy general manager of Jinling lighting appliance factory in Guzhen Town, Zhongshan City, has many reasons for the difficulty in recruiting workers in the lighting industry: first, the influence of environmental factors. With the economic development in various parts of the mainland of China, many older generation of migrant workers are unwilling to come out. After all, the salary and treatment at home are not low, and they are close to home and convenient to take care of their families, this has diverted a large part of the workers; Secondly, the talent attraction of the lighting industry is low. Now the new generation of migrant workers will pay more attention to the industry, the company's popularity and development space, which is very uncompetitive for the lighting industry, the lighting industry is mostly small enterprises, and the new generation of migrant workers are reluctant to enter such small factories. However, the industrial characteristics of the lighting industry are the product characteristics, which determine that it must rely on a large number of Labor development. Modern mechanical equipment can also be used in the upper and middle reaches of LED, but the downstream application market basically depends on people, and only some links can be replaced by machines. At present, Jinling lighting still lacks 20 employees, mainly for front-line production employees. In order to meet the peak of the next order, the company also sent a number of recruiters to recruit everywhere. At the same time, the company has also strengthened welfare measures, such as increasing the number of husband and wife rooms. There is a deviation between the match degree of talents and positions Song Ye, the personnel administration manager of Guangdong liangdi Lighting Co. , Ltd, throughout the domestic talent market, there is no shortage of job seekers, especially in the Yangtze River Delta and Pearl River Delta regions, its unique economic advantage has attracted a large number of job seekers, but the difficulty of recruiting workers continues to be staged. The main reason is that the matching degree between talents and corporate positions is biased. When applying for a job, enterprises often set a similar threshold for those with work experience, which virtually rejects many job seekers. In addition to working experience, enterprises pay more attention to the work ability and adaptability of job seekers. When job seekers work across enterprises, industries, and professions, and come to new companies, they are often uncomfortable. Due to the short development time of LED industry and the relative shortage of technical talents, it is difficult to recruit relevant talents in the talent market. From the beginning of the year to the present, bright a lighting has been recruiting, including advertising in the industry media, posting recruitment information on employment websites, participating in large-scale job fairs in the Pearl River Delta, and hiring headhunters. Although the salary proposed by bright a lighting is relatively high in the whole lighting industry, it is very difficult to find talents who match the positions. For LED enterprises, it is more important to keep people than to recruit people. This requires the enterprise to strengthen the internal software and hardware construction of the enterprise itself, improve the working environment and strengthen the construction of enterprise culture; Establish a sound talent echelon cultivation, solve the recruitment problem through enterprise training, internal promotion and other systems, and match talents with positions.