Guangdong shoe companies lost tens of thousands of blows in the market to grab horns

Guangdong shoe companies lost tens of thousands of workers in the market and rushed to grab the horn. With the arrival of the Spring Festival, the labor shortage problem that has plagued the Pearl River Delta has begun to highlight.

With the arrival of the returning work tide after the Spring Festival, the problem of employment shortage that has plagued the Pearl River Delta has begun to reappear. Recently, the reporter found that it has been regarded as a manufacturing sector that has suffered from labor shortages. The rate of rework for some companies is less than 40%. Recruiters have worn out three inches and they have not been able to recruit many workers. To this end, the talented and reluctant enterprises have resorted to tricks, banging the “cramping” horn in the talent market, industrial area, and factory gates, and have focused their attention on the rework wave after the Lantern Festival.

Nearly a hundred people in the shoe factory were recruited but Lao Hu was an old employee of the Taiwan-funded company Oasis Shoes Co., Ltd., Dongguan Daomori Shoes Co., Ltd., and on February 1, the factory began organizing employees from various departments to recruit. “I have more than 10 people out of Omori shoes, and the Oasis Footwear Group has seven or eight branches or branches. The total number of recruitment teams is close to 100.” Lao Hu said. On February 5th, the reporter saw near Zhonghao Shopping Plaza in Chiling, Houjie, the recruitment tent for the Oasis Footwear was filled with a street.

“My original production team has more than 100 people. The company started work on the fifth day of the new year. But till today, there are still only 30 people and the rework rate is only 40%.” Old Hu said that companies usually pay wages at the end of the month. Workers who did not come to work on the Spring Festival returned home in January, but they still did not come to work.

Old nonsense, "Everyone thinks that the wages are too low." Now the shoe factory hot pressing mold work, the three-shift monthly salary of 2,500 yuan, do not eat and shelter; if you eat in the factory, you must deduct 300 Diversified, "The last hand is less than 2,000 yuan a month. And the factory also often work overtime to 9:00 pm, especially tired. I asked a friend in Zhejiang, they said that in Zhejiang shoe factory, do not work overtime All have this salary."

Lao Hu sunk the reporter’s recruitment results for the past two days: On February 4, two workers were recruited into the factory but they did not know whether they could stay. On the morning of the 5th, none of the workers was. Lao Hu could not help but smile. "In order to retain people, the factory has started to pay senior employees from February, but I don't know how long it will last."

Regardless of whether the garment factory first hired people to say it again on February 5th, the reporter also saw in Houjie Chiling, Dongguan Lifa Garment Co., Ltd. also put a few recruitment points, the company recruits Yang ** One person is responsible for a recruitment point. At 12 o'clock noon, a man came over to consult with the work. Yang ** quickly stood up to answer questions, then he opened a referral, and called the factory to pick up and pick up the vehicles, and sent the man to the factory. Inside, this is the first worker she recommended for success on that day. Afterwards, a pair of passers-by looked like mothers and daughters. Yang rushed to send out recruitment cards and lobby.

“Our factory is recruiting a lot of people, but the specific lack of work is still not clear.” Yang ** said that the recruitment situation these days is very unsatisfactory, the instructions of the leadership is to recruit as much as possible, regardless of hands, as long as the The minimum requirement is on the line. “The factory recruitment is basically concentrated in February, especially after the Lantern Festival. After this month, it is very difficult to recruit people,” Yang said.

Also looking forward to recruiting is the Jincheng Garment Co., Ltd., which is looking at Niu Dun. It is understood that due to relatively high wage conditions, the average monthly salary of the car plate and electric scissors is around 4,000 yuan, so the company's rework rate is relatively high, and it has now started normally. However, due to the need for expansion of the company's capacity, it requires a large number of workers. At present, it also faces the embarrassment of not recruiting people. The process of expanding production capacity is stuck on the bottleneck of employment.

Reasons for the recent recruitment of Dongguan enterprises 1 . Low wages “The recruitment situation in Dongguan is not optimistic. There are only a few people in the morning.” Chen Kai, Manager of the Chiling Division of Dongguan Houjie Human Resources Market, said that in recent years, the difficulty of recruiting workers has gradually increased. The main reason is that the salary is too low. Last year, the minimum wage in Dongguan was 1,100 yuan/month, and it has not yet been raised. The minimum wage in Shenzhen surrounding it is already 1,500 yuan/month. Compared to Guangzhou and Guangzhou, the salary level in Dongguan formed a depression. “The gap is so great that it definitely has no attraction.”

“But if you raise wages dramatically, the pressure on your business will inevitably increase. For example, if you have a million factory, 200 yuan per person, that is 2 million yuan a month, and 24 million yuan a year, the labor cost will rise too much. Fast, the general business is unbearable, said Chen Kai.

2. Many local staff in the district’s competition have told reporters that competition in other regions is also a cause of difficulties in recruitment in Dongguan. In addition to facing competition from Guangzhou, Shenzhen, and other Pearl River Delta cities, Dongguan has to face the competition in the manufacturing industry in the Yangtze River Delta and the impact of the rise of urban industries in the Mainland.

According to Lao Chen, a recruitment representative of Dongguan Jincheng Garment Co., Ltd., with many companies relocating to the inland provinces of the central and western provinces or opening branch factories, many migrant workers can work nearby. “If the wage gap is not large, many people will Those who choose to stay in their hometowns, especially those with family and children who need care, will be given priority in getting close to employment."

3. "No successor"

On the other hand, the replacement of workers' age is also the main reason for the sharp decline in the number of manufacturing employees. Mr. Yang, a recruiter of Dongguan Xutian Packaging Machinery Co., Ltd., said that now after 60 years, he has gradually withdrawn from the stage, becoming the main force after the 70s and 80s. As a post-60s force, most of them are reluctant to work in labor-intensive industries. This has led to a drastic reduction in the labor force's industry, even to faults.

"The demand for rest time and wages after the 90s is relatively high, and there is a general lack of endurance to endure hardship." An old employee of the Oasis Footwear Company said that many of the company's post-90 employees had been unable to eat for a few months. Now.

4. Unregulated management Ms. Huang from Hunan Province chose to continue her work in Shenzhen this year. In addition to the higher wages in Shenzhen than in Dongguan, the company returned employees to buy ** and **. “I had two illnesses last year and two hangs. All the needles have been reimbursed and some medical expenses have been saved.” The reporter has chatted with many corporate workers and learned that similar people like Ms. Huang have given up their jobs in Dongguan, and it is not a minority.

“Many business management in Dongguan lacks standards, and it is difficult to retain people.” Mr. Tan, who had previously sought employment in the talent market, is currently a grass-roots management staff of a company with good salary, but he decided to jump to a more standard foreign-funded enterprise work. . “In these companies, there is no guarantee of work, and the sense of security is too low.” Mr. Tan said that as an experienced professional, he pursues not only high-income but also management and working atmosphere.

5. According to past experience, many migrant workers have to wait until the Lantern Festival to come out to look for work. Returning to Dongguan before the Lantern Festival, most of them go to work with the original company. The relatively small liquidity will naturally affect the recruitment situation of the company. Therefore, many companies have placed their hopes after the Lantern Festival.

Huang Jing, Director of Marketing at Houjie Labor Service, said that the time span for recruiting workers has been getting smaller and smaller in recent years. It used to be two or three months ago, and now it has become one or two months. This is mainly because recruiters are struggling to reduce their posts. Requirements, everyone is aiming at recruiting people as quickly as possible, thereby shortening the time span for recruitment. At present, the rework rate of Houjie enterprises is relatively good, reaching more than 70%, but there are still some factories with a large labor gap.

Enterprises to recruit Guan Enterprise "18 martial arts" to recruit talent in order to recruit the right talent, many Guan enterprises have introduced various measures, from "old to bring new", pay to provide a variety of benefits, etc., can be described as "Eighteen martial arts" went into battle.

Trick 1

Set up "relationship specialists" for new generation employees

In order to meet the emotional demands of the new generation of employees, Tyson Audio recruited 2 relationship specialists at the first recruitment meeting of Zhitong Talents New Year, hoping to find some retired seniors with experience in teachers, women's federations, etc., specially for the new generation of employees. Emotional communication work to resolve their emotional appeals.

In addition, the South China Printing Factory also recruits rare “security commissioners” on the spot in order to create a safe working environment for enterprises and enhance their soft environment. According to Mr. Xiang, this position is mainly responsible for the chemical management of the factory, the prevention of fire safety, and the training of employees to enhance safety awareness. "A factory with more than 2,000 people must work hard to promote individuals to safety and cultivate the safety awareness of each employee so as to ensure the safe production and operation of the factory. At present, the salary of the security commissioner is planned to be more than 3,000 yuan per month." Said to Mr.

Trick 2

In the second job fair of the Zhitong Talents New Year, the reporter saw that the recruitment posters of many companies are no longer vague about salary treatment. Among them, a small household electrical appliance manufacturing companies on the recruitment posters "marked price": technicians 3500 ~ 4500 yuan / month;. Net development engineer 3000 ~ 6500 yuan / month; foreign trade with single 3500 ~ 5000 yuan / month; production manager 4500 ~ 6000 yuan / month; mold mechanic 4000 ~ 4500 yuan / month; fitter leader 3500 ~ 4000 yuan / month; Engineer 3000 ~ 5000 yuan / month, marketing manager 4000 ~ 7000 yuan / month and so on.

In addition, the company has also launched a live killer on the spot, which expresses job hunting results to job seekers and saves a lot of job search time for job seekers. The person in charge of the company’s recruitment said: “The clear job offers can make job seekers aware at a glance, so that we can directly communicate and communicate with each other. The on-the-spot clapping of the job is to give them the peace of mind. Opening a new year is a busy season, which saves us time.”

Trick 3

The 5,000-yuan education subsidy arranged for housing South China Printing Factory, the person in charge told reporters that the particularity of the printing industry determines that talent is difficult to retain, so companies in ensuring a certain margin, will try to meet the staff's spiritual needs and material needs, In addition to salary, it also created good conditions for employees in parent-child education and family settlement.

It is understood that the factory is an employee who has a child who has worked for one year or more at the supervisory level and pays an education allowance of 5,000 yuan per year until the employee's children complete the nine-year compulsory education at the age of 16; at the same time, they arrange housing for them, the children and spouses of the employees. Parents can live with them in order to retain employees to create more benefits for the factory.

Trick 4

The old staff recommended new people and reported on time as rewards. The reporter learned that in order to be able to recruit people, many companies encourage old staff to introduce new people and give unequal rewards. Dongguan Dasom Shoes Co., Ltd. recruiters told reporters that their factory regulations stipulate that if an old employee brings someone, he will be rewarded according to the number of people. The Lifa Garment Factory introduced a qualifying parking space for a reward of 100 yuan, but they all need to wait 30 days after the new recruits to be issued.

In addition, at the first recruitment meeting for the Zhitong Talent New Year, Taisheng Audio Company also offered a high price, rewarding the old employees for “taking the old to bring new”. The manager of the company's Xie told reporters that the old staff will bring new people will be 200 to 250 yuan; at the same time, the company also prepared a number of funds to reward the employees reported to the period as scheduled.