Figure of employment rate or employment situation of college students in recent years

HR expert of ChinaHR. com. Com predicts the trend of hot industries in 2007, and points out that the four major industries, such as communication, automobile, fast-moving consumer goods and petroleum and energy, have great demand for talents and obvious talent gap. In addition, another workplace trend next year is that the overseas talent market will further heat up, and more and more white-collar jobs of foreign companies will be invested in China. According to the post trend analysis released by ChinaHR.com and American MONSTER International Channel, job seekers who are proficient in foreign languages, have certain professional advantages, and have working background in foreign-funded enterprises or well-known domestic enterprises will win more overseas development opportunities.

There is a strong demand in the communications industry, and the proportion of marketers continues to rise. In the next few years, the demand for talents in the communication industry will mainly be distributed in basic telecom operators, newly-added telecom enterprises and government departments, and the proportion of marketing service talents will exceed that of technical talents. The composition of talents has further changed: the demand ratio of talents in enterprise management, communication technology and marketing is 2∶3∶5. In this proportion, the proportion of management and marketing personnel is higher than before, which indicates that more non-communication professionals will flood into the communication industry. At present, the communication industry has entered the period of industry adjustment, and the phenomenon of high talents in the industry is serious. A considerable number of people are difficult to hold higher positions because they have no higher strategic vision; Now the work is nothing new, and a large number of middle-level talents encounter the "ceiling". This provides many opportunities for energetic and proactive newcomers.

There is a shortage of talents in the automobile industry as a whole. In the next five years, according to the level and demand of automobile development, the contradiction between supply and demand of talents will not increase gradually, but will increase sharply. This means that the structural contradiction between talent supply and demand is very prominent, especially the new employment opportunities of R&D mechanical engineers, sales and marketing personnel will be very considerable. In the recruitment of automobile enterprises, it is not which kind of talents is more important, but all kinds of talents are very important; It is not a shortage of talents, but an all-round shortage. The announcement issued by the talent flow development department of the Ministry of Personnel pointed out that automobile talents have ranked first in Beijing in 2006. At present, recruitment in the automobile industry focuses on R&D, sales, brand, after-sales and other fields, especially the lack of compound talents who understand both automobile structure and product performance, as well as corporate culture and market demand. The demand for automotive talents in 2007 includes automotive R&D talents, maintenance talents, marketing talents, management talents and automotive service talents.

There is a big gap in marketing talents of FMCG. The talent gap in FMCG industry will still mainly come from marketing positions. In recent years, a large number of marketing and sales personnel in this industry, especially brand builders, have flowed to other industries, while not many marketing personnel have flowed from other industries to FMCG industries. Since August 2006, many well-known enterprises in FMCG industry started a new round of recruitment in the second half of 2006, including Mengniu, Unilever, Tsingtao Brewery and Danone. According to headhunting analysis, FMCG enterprises have the greatest demand for marketing professionals and the biggest market gap in the future. The most popular marketing positions are brand manager, product manager, city manager, regional manager, channel manager, KA manager (key account manager) and so on. In the employment index released by a recruitment network in July, the number of jobs in the consumer goods industry in Shanghai and Guangzhou ranks in the forefront of all industries, and the number of jobs in the consumer goods industry in Shanghai accounts for 8.53% of the total number of jobs, ranking fourth in all industries; Guangzhou accounted for 12.06%, ranking second, second only to the computer/information industry. According to the analysis of career consultants in ChinaHR.com, the sales staff in FMCG industry usually account for more than 30% of the total employees. Whenever there is a concentrated demand for talents in the industry, marketers bear the brunt. In addition to a large number of front-line business promoters and sales representatives, the demand for marketing management professionals is also urgent, which is also a big gap in the fast-moving consumer goods industry. In the talent market in 2007, the marketing talents of FMCG will be in great demand, and related enterprises need to continue to reserve such talents.

There is a shortage of professional human resources in the petroleum industry. The recruitment enterprises in the oil industry are mainly large state-owned enterprises and foreign-funded oil service companies. As for foreign oil companies, the posts published in the ChinaHR.com show that professional technicians, especially geological engineers and drilling engineers, obviously lack human resources. At the same time, due to the immature internal and external conditions of talent flow in oil enterprises, although foreign-funded enterprises provide good career development space and competitive salary, it is difficult to recruit the required R&D technicians. In state-owned enterprises, talents engaged in transnational operations are very scarce-as far as onshore oil companies are concerned, management talents engaged in transnational operations account for less than 1% of the total number, regardless of oil companies, directly under the authority and the three major group companies.

2.2007 college students' salary trend

According to the salary survey results of a recruitment website in 2006, the pre-tax income of Chinese fresh graduates in the first year of employment decreased from 34,635 yuan (median, the same below) in 2005 to 33,322 yuan in 2006, with an overall decrease of 3.8%. However, the situation in different industries is very different. For example, among enterprises in the real estate industry, the pre-tax income of fresh graduates in the first year of employment dropped from 30,029 yuan in 2005 to 23,956 yuan in 2006, with a drop rate as high as 20.0%. If the average income reaches every month, the monthly income will drop by 506 yuan.

In the pharmaceutical industry, the same statistical value decreased from 2647 1 yuan in 2005 to 22 147 yuan in 2006, which was 16.3%, equivalent to a monthly reduction in 360 yuan. It can be seen that the overall salary of fresh graduates continues to decline.

In a "drop" sound, there are also some industries that are moving against the trend, and wages are rising instead of falling. This is the IT industry which is the hot spot of employment this year. According to the survey data, in the IT industry, the pre-tax income of fresh graduates in the first year of employment rose from 38,099 yuan in 2005 to 4 1239 yuan in 2006, an increase of 8.2%.

The cost of higher education is rising year by year, which brings a social hot issue: the "input-output ratio" of academic qualifications. So, what is the impact of education on salary in 2006?