The rapid development of the commercial vehicle industry in the first half of this year, coupled with the influx of new recruits, has made the contradiction in the shortage of automotive talent, especially high-end talent, increasingly prominent. Recently, the reporter opened the top page of the China Automotive Talent Network. The well-known commercial vehicle companies such as Beiqi Foton, Yutong Bus, Suzhou Jinlong, and Nanjing Iveco occupied the prominent position on the page. Looking at the list of job openings, none of them lists dozens or even hundreds of jobs. The reporter recently called the human resources department of several commercial vehicle companies to understand the situation of recruitment of commercial vehicle companies.
Technology R&D personnel are the best sellers
Wu Bin, head of Suzhou Jinlong Human Resources Department, told reporters: “At the moment, what we are in short supply is engineers with professional skills and overseas marketing and service personnel. For engineers, we require more than 5 years of work experience, and academic qualifications require undergraduate or higher. We don’t just look at these hard indicators, we value professional skills and professional vision.Some people have low academic qualifications, but they work harder, and they pay more attention to the industry, they have better study habits, and their professional skills are higher than higher education. The professional perspective is also very important to us, and we require engineers to have a certain sense of innovation. If the platform of the previous engineers is better, their professional vision will be relatively good."
For overseas marketers, Suzhou Golden Dragon needs complex talents. Wu Bin said that overseas marketing personnel should understand foreign trade, negotiation, craftsmanship, technology and other aspects of knowledge, and overseas service personnel need to have the ability to judge accidents and maintenance, but also have the ability to conduct foreign language training for agents of service companies. .
Jiangling Motors is currently the most insecure R&D personnel. The relevant person in charge of the Jiangling Motors Human Resources Department stated: “At present, our product research and development efforts are very large and we are in urgent need of talents in this area.†According to reports, Jiangling Motors’ recruitment is basically Two times a month, the number of interviews is more than 80. Since the financial recovery in the second half of last year, the demand is gradually rising.
The addition of heavy truck recruits exacerbated the competition for talent. The reporter opened the official website of Jirui Heavy Industry. All of its homepages were covered by recruitment information. Recruitment positions included R&D, technology, production, marketing, after-sales service, procurement, and administration. The number of recruiters exceeded 100. The Universiade Motors, which is a recruit, will focus on recruiting product R&D personnel, purchasing and supply personnel, and quality management personnel. Wang Rui, recruiting supervisor of Universiade Automotive Human Resources Department, said: “As an emerging heavy truck company, Universiade Motors is currently in a period of rapid expansion. We have established a separate research institute. Product development and improvement require many talents. On the other hand, Universiade Motors is making great efforts to develop its procurement and supply network and is in urgent need of talents in this area."
High-end talent is the most sought-after
In recent years, with the development of the automotive industry, vehicle engineering has also become a hot topic in various colleges and universities. A batch of batch of university graduates has been continuously sent to enterprises. At the same time, the way companies cultivate talent is also more abundant with the development of the industry. It can be said that the current automotive talent is much richer than before. However, the middle and high-end talents are all scarce resources because the training period for such talents is much longer.
Wu Bin told reporters: “For the passenger car industry, due to the impact of this year's new energy vehicle fever, the talent for new energy is extremely scarce.†According to him, because high-end talent is difficult, conventional channels such as the Internet are not as applicable. At the same time, social recruitment, headhunting, relationship referral, and other methods have been adopted more.
Wang Rui said that in the past, companies had used search engines to search for some high-end talents. The fees were very high, but the effect was not ideal. The main reason was that automotive engineers had relatively complicated technical classifications and strong technical skills. It was very difficult to find suitable targets through headhunting. In his view, online recruitment is also not very effective. It can only be used as an aid. Enterprises are more likely to find some responsible persons and backbones through relationship referrals.
Wang Rui also admitted that although as a new company, the Universiade can provide technical personnel with a better career platform, and some of the more capable talents will be appointed as team leaders after the Universiade. However, the Universiade Motors is located in a remote third-tier city, and it is difficult to attract talents in some areas such as North, Shanghai and Guangzhou to take root here.
The flow of talent is unprecedentedly fierce
It is precisely because of the above reasons that the frequency of talent flow this year has significantly increased, and companies have this feeling. "This year's rapid development of the automotive industry has accelerated the mobility of talent, this year's feeling is particularly evident." Wu Bin said. Wang Rui said: “The mobility of talents in the heavy-duty truck industry has always been relatively high, and there is a need for continuous reserve of talents. About one-third of college graduates who are newly recruited each year will leave within one or two years,†said a heavy truck industry insider. A batch of heavy truck recruits represented by Chang'an, Jirui, and Da Yun are descending from the sky. These companies have spent a lot of money recruiting and intensifying the flow of talent in the heavy truck industry.
Is there a shortage of domestic talent, and will the introduction of talent from overseas become the next step for companies? Universiade Motors stated that there is no overseas talent introduction plan at the moment and Wang Rui believes that: “In the financial crisis of 2008, domestic auto companies went abroad to 'gold rush'. Now that the financial crisis has vanished, the timing is not very good.†Jiangling Motors Relevant person in charge said that Jiangling Motors is currently doing some overseas recruitment, mainly to recruit some Chinese from the United States. Jiangling Motors has placed some recruitment information at overseas Chinese gathering places and the US recruitment website Monster, hoping to attract leading experts in the industry and the backbone of the company. The Suzhou Golden Dragon has also made some attempts in this regard, but Wu Bin said this is based on job requirements.
In the interview, a number of companies stated that compared with foreigners, returnees are more willing to recruit some “sea returnees†because “returnees†not only have language advantages, but also live domestically and abroad, and can work with domestic employees and foreign customers. Better communication. Foreign employees are more difficult to manage due to cultural differences.
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