The following mentioned influencing factors, caused by the impact and solutions, etc. as a personal competent judgment and analysis, some places are biased, some places are over-weighted, these may occur. But as a personal solution, allowing the emergence of questioning and different points of view, throw a brick to attract jade, in the discussion and questioning to complete the upgrade of thinking and *** knowledge to reach, *** with the solution to this problem.
The inevitable reasons for the emergence of labor difficulties:
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1. The demographic dividend available for catering is disappearing, and the future employment will be even tighter.
Before the country's strict control of population growth, the strict implementation of family planning policies, resulting in a smaller number of 80, 90 and 00 after the population, these populations are now the backbone of the food service industry and the most suitable crowd.
The age of these populations is between 38 years old (Post-80) and 18 years old (Post-00), and according to research, Post-90 is more rebellious, individualistic, economically affluent, and the catering industry is not attractive enough for its employment in terms of strict management, large workload, and requirement of hard work, etc. Few Post-90s will choose catering as their employment intention.
The largest after 00 is only 18 years old, most of them are in the stage of schooling, as the depth of the netizens, their personalities are more distinctive, independent consciousness is stronger, the team consciousness is not enough, the spirit of cooperation is lacking, coupled with the number of people is very small, the solution to the employment of catering is not very helpful.
The rest of the post-80s is the main force to solve the catering industry labor, its age between 38 and 29 years old. Because catering is the first choice of some farmers who do not have a skill to go to the city, the vast majority of the post-80s available for catering employment come from the rural areas.
As employment categories increase, farmers' access to information becomes more convenient, and jobs expand, the transitional nature of catering employment will become more and more obvious.
Therefore, the catering industry employment staff will show a generally older (80 after the aging), the number of options in the decline in the quality of waiters in the decline of the trend.
2. The number of jobs available is increasing, and the difference in wages is increasing.
As productivity levels rise, the professional division of labor is becoming more and more detailed, creating more and more jobs, for some of the demand for junior personnel gradually increased, and the catering industry has formed a competition.
In recent years with the rapid development of the courier industry, takeaway industry, retail industry, etc., the demand for junior labor is growing. Because of these industries for the management of personnel looser, more work, more pay and other factors, some of the original traditional catering industry employment personnel specializing in other industries to employment.
Courier, takeaway, retail and other similar industries have higher wages, some of the working environment is more relaxed, individuals in the assessment of their own situation, according to the willingness to choose a high wage or easy to work in the industry, while the food and beverage industry belongs to the wages are not too high, the work of the industry is more tired, the choice of willingness to be not as high as the original.
3. Catering industry in the upgrading, the need for higher quality of employment.
With the intensification of competition in the catering industry, the competition among enterprises has intensified, and the demand for high-quality personnel is also increasing, and a part of the unsuitable personnel will be ignored in the selection.
The upgrading of the catering industry is reflected in the product quality, service quality, dining environment, dining experience, etc. These aspects of the creation of the need for young, energetic, quality, understanding of etiquette, able to collaborate with the personnel, the overall cooperation is greater than the individual's solo efforts, for qualified personnel, such as image, quality, age, etc., can not be introduced into the workplace.
The above is caused by the catering industry, difficult to recruit, difficult to use and the main reason for high mobility, the catering industry to sustain the development, we must analyze the situation on the basis of finding solutions to the problem.
How to solve the problem of recruitment difficulties:
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① Wide net, multi-channel, high-density layout.
Although fewer and fewer people are now applying for jobs online through job search, but as the main means of obtaining information, online recruitment as an intermediary channel connecting enterprises and individuals has its value of existence, online recruitment information release is essential. There are not many existing online recruitment channels, such as 58, hunting employment, Catch.com, BOSS direct recruitment network and other platforms, job seekers will be the same as the enterprise, will be in a number of platforms to look for, screening, comparison of relevant positions, to find a suitable position and salary.
Some people believe in field trips, and it is necessary to place print job ads in stores, which can occasionally recruit some "stragglers".
The information on the Internet is like water, flowing endlessly, the so-called information flow. The online information is quickly updated and generated, new information will quickly cover the old information, if the information sinks to the back of the page, even if the release of the job information, it is not easy to be found. Job seekers will not "boat seeking sword", only to find the head of the information, so the density of recruitment information, refreshment speed and timing need to be carefully studied.
② Companies need to learn to package themselves to create competitive jobs.
Both newcomers to the workplace and those who wish to change jobs will carefully screen workplaces before deciding to apply. For example, at about the same salary level, more people will apply for a job at KFC because the brand and company KFC is more attractive, which is a multinational company, high brand awareness, more opportunities to learn and grow, more trust, and more capital to brag about, etc. The brand or company's popularity has a high weighting in the minds of the applicants.
③ Companies also have a first impression on candidates online, and the premiere effect affects the candidate's choice.
Therefore, companies should learn to show their competitiveness online, including but not limited to: competitive salary levels, formal company qualifications, larger company size, superior working environment, perfect welfare system, more growth and learning opportunities, etc., to give candidates a deep impression. The purpose of each job seeker is different, to money to money, to opportunity to opportunity, to the right job seekers to attract.
The brand is to solve the problem of the cost of choice. Nowadays, there is a lot of information on the Internet is very mixed, some people do not trust the online job information, will choose the intermediary, so companies need to continue to build and maintain the brand.
④ Pictorialization is easy to bring closer to job seekers.
In the release of recruitment information, you should add more pictures, including the store environment, rest environment, active atmosphere, professional image, team activities, qualifications and certificates, etc., the image of the picture, specific, impact and other characteristics, will leave a deep impression on the job seekers to speed up the decision-making process of the job seekers, and will leave the job seekers with the idea that this is the working environment that I want to work in, or I want to work with them, and bring the job seekers closer to the job seekers. Ideas, closer to the distance of the job seekers.
The above discussion is mainly about the methodology of online recruitment, there are many proven methods to be adopted and implemented, I hope to think differently and cause discussion.
How do companies solve the problem of high mobility:
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(a) Competitive wages are a strong influence on choice.
The influence of wage level is a huge factor, under the same conditions, the higher the wage level, the more people can be retained, the higher the opportunity cost of changing jobs, the higher the stability of personnel.
(ii) Create a better welfare system, working environment and team atmosphere.
The welfare system is an important complementary part of the payroll system, and is an important aspect of attracting employed people. Reasonably designed welfare system in the corresponding time nodes to produce timely and appropriate icing on the cake effect, so that people who enjoy this welfare benefits are happy.
In the workplace, the work environment has a great impact on people, and a comfortable, convenient and humane work environment can greatly enhance a person's heart experience.
The team is a person working in the team, a relaxed atmosphere, harmonious and harmonious, smooth teamwork, can be debugged to a suitable frequency, more efficient, better mentality, higher quality.
(C) better learning and growth opportunities, good promotion channels.
In a post above to stay a long time, will let the staff feel no challenge, numb, do not seek progress, no sense of freshness, etc., so the enterprise needs to create opportunities for employees to have a rotation, further study of learning opportunities, so that employees continue to enrich themselves, improve work efficiency, maintain the enthusiasm and curiosity of the work.
In addition, the need for employees to do a good job of career planning, to lay a road to growth and promotion, so that employees feel that there is no waste of time and youth, but also better dedication to the enterprise.
(d) Distinguish between incentives and health factors.
According to research, the opposite of satisfaction is dissatisfaction, health care factors can maintain existing satisfaction, but can not enhance satisfaction, such as wages, welfare system, etc.; incentives can enhance satisfaction, such as bonuses, certificates of honor, encouragement and other aspects.
Health care factors generally cannot become fewer, and once they are reduced, they can lead to increased dissatisfaction, seriously affecting morale and stability.
Motivational factors, if fixed in a system, will become health care factors, and will not have a motivational role.
(E) create a warm corporate culture.
The enterprise can not have temperature, there is a temperature can only be the culture of the enterprise, there is a temperature of the enterprise culture can be used as an emotional bond to enhance the satisfaction of employees.
(F) Emphasize the importance of the sense of ceremony.
By sense of ceremony, we mean the way of encouragement, applause, honorary certificates, levels, and so on, in the enterprise about highlighting a person who has made distinctive and outstanding achievements.
A person has needs that range from low to high, and after the low-level needs are met, they seek to fulfill the higher-level needs.
If an employee has an outstanding contribution to solving a problem, he should be applauded as a customer; if an employee improves quickly in terms of work efficiency, he should be recognized and praised in front of everyone; if an employee's labor skill reaches a certain level, he should be given a certificate as a sign of solemnity; if an employee's teamwork is very strong, and he cooperates happily, he can be asked to introduce his experience. These are some of the methods often used, of course, there are many better ways to be discovered and used.
Every day's work is boring and dull. Surprising and stimulating employees in the midst of boredom will impress them and make them more motivated to find a sense of belonging, gain a sense of honor, and satisfy high-level needs.