In the next few years, the communications industry talent demand will be mainly distributed in the basic telecommunications operating companies, new telecommunications enterprises and government departments, the proportion of marketing services personnel will exceed the proportion of technical personnel. Talent composition further changes to: business management, communications technology and marketing talent demand ratio of 2:3:5. This ratio of business management and marketing personnel than before the proportion has risen, signaling that more non-communication professionals will be flooded into the communications industry.
Automotive industry: talent shortage
The next five years, according to the level of automotive development and the need to look at the contradiction between supply and demand for talent will not be a gradual increase, but a surge. This means that the structural contradiction between the supply and demand of talent is very prominent, especially in research and development of mechanical engineers, sales and marketing personnel will be very considerable new job opportunities. In the recruitment of automobile enterprises, not which type of talent is more important, but all types of talent are important; not which type of talent is in short supply, but a comprehensive shortage. Mainly include: automotive research and development personnel, maintenance personnel, marketing personnel, management personnel, automotive service personnel.
FMCG: marketing talent gap
The talent gap in the FMCG industry will remain mainly from marketing positions. In recent years, the industry a large number of marketing, sales personnel, especially brand building personnel flow to other industries, and from other industries to the FMCG industry is not much marketing personnel. Therefore, it will be necessary for relevant companies to continue to stock up on such talents in 2007.
Oil industry: lack of professional human resources
Oil industry recruiters are mainly mega state-owned enterprises and foreign-funded oil service companies. Foreign-funded oil companies, from their positions posted on the China Talent Network shows that professional and technical personnel, especially geological engineers and drilling engineers, there is a clear lack of human resources phenomenon. At the same time, because the internal and external conditions for the mobility of talents in oil enterprises are not yet mature, it is difficult for foreign-funded enterprises to recruit the required R&D technicians even though they provide good career development space, competitive salary and other favorable conditions. State-owned enterprises are engaged in cross-border operations of the talent shortage - onshore oil companies, both the oil companies or the three major groups directly under the organization, engaged in cross-border operations of the management of less than 1% of the total number of people.
The 06 talent market inventory
The trend of talent supply and demand will continue to a large extent in the future, thus reminding the workplace attention.
The annual demand for the top ten strong points
Marketing, logistics, real estate and construction professionals, consulting, project management, production management, electronic engineers, quality management engineers, design, IT software research and development testing class is the talent market 10 strong points of demand. Among them, marketing professionals include not only sales representatives, but also sales team managers, regional sales managers, channel sales staff, etc.; logistics professionals are mainly logistics management, international logistics sales professionals; real estate and construction to various types of planning and design engineers, architects, mainly; consulting professionals include various types of consultants, consultants, etc.; project management to project managers, project specialists, mainly; production management is the main category of production management, quality management engineers, design, IT software development and testing, etc. is the 10 major demand points. Specialist; production management is mainly all kinds of management personnel; electronic engineers mainly include design engineers, electromechanical engineers, research and development engineers, etc.; quality management to QA, QA professionals and quality management positions; IT software development and testing is mainly software development engineers, test engineers and so on.
Legal, administrative: a clear "oversupply"
Currently in the talent market talent is clearly "oversupply" of job categories are: legal, administrative categories. Legal class mainly refers to the company's legal affairs, legal assistants, etc.; administrative class mainly refers to various types of clerks, administrative personnel.
The demand for campus talent new situation
There are more and more companies to enter the university to directly select outstanding graduates, the white-hot competition for talent, which directly led to a substantial advance in the time of recruitment into the school. Mainly reflects the following five characteristics:
First, the overall situation of supply and demand, professional supply and demand is basically balanced. Business demand is increasing strongly, while the impact of the expansion of universities is gradually obvious, a large number of college students into the talent market each year, and continue to impact the market price of similar talent. Students continue to greatly broaden the choice of enterprises, units to choose a wider range of people, the choice of ladder and talent gradient more and more clear.
Secondly, the social demand for a few categories of professional students is strong, but the supply of excellent students is insufficient. Some professions that seem to be less popular and have fewer practitioners, on the contrary, are easier to employ and develop more smoothly.
Third, the individual professional graduates are abundant, but the social needs of the response is cold. The resulting waste of talent and underutilization of human resources are also more common. For example, in the past two years in the university more optimistic about the law profession, the number of trained personnel has greatly exceeded the social needs, but this part of the students often face employment difficulties or learning is not enough to use the situation.
Fourth, the study of professional, school, language skills in enterprises, units to evaluate the importance of talent more obvious. At the same time, internship experience and other aspects have also become an important direction for college students in their first employment, and the ongoing "Flying Across the Oceans" overseas internship selection program has attracted a lot of applications, which shows that college students have been actively enriching their personal internship experience to cope with this situation.
Fifthly, enterprises tend to be more rational in their requirements for academic qualifications. More and more enterprises can do according to the need when choosing fresh students, and the situation of pursuing high education is less and less. On the one hand, it is the rationalization of the enterprise's understanding of talent, on the other hand, it is also the inevitable requirement of employers to rationally avoid the negative impact of talent loss.