What is the prospect of copper smelting industry? Are there many companies recruiting?

China is a country with a serious shortage of copper resources. Limited by natural resources and capital investment, the speed of mine construction is slow, and the growth of copper concentrate output lags far behind the growth of smelting output. Since 2 1 century, the domestic copper concentrate output has not increased significantly, maintaining at the level of annual output of 600,000 tons (copper content, the same below). From 2000 to 2004, the average growth rate was only 0.59%, with no ups and downs. The output of copper concentrate will basically remain at this level for a long time in the future, and it is difficult to have a big increase. In the same period, the average annual growth rate of electrolytic copper production is 10.73%, which is much higher than that of copper concentrate. The gap between copper concentrate output and electrolytic copper output continues to widen, from 654.38 320 thousand tons in 2003 to 654.38 450 thousand tons in 2004. In 2005, the self-sufficiency rate of domestic copper concentrate was only 30%, and there is a further downward trend in the future. The huge gap in raw materials can only be made up by the international market.

The rapid development of copper industry and the birth of new copper raw materials have made the whole industry move towards zero pollution. The talent network of copper industry has played an important role as a bridge in the development of the whole copper industry. We look forward to a better tomorrow for the copper industry and expect the talent network of copper industry to provide more and more comprehensive services for the talents of copper enterprises.

Conclusion: Suggestions and trend analysis for employment enterprises.

1. Enterprises should take measures such as improving treatment, increasing work freedom and giving training opportunities to retain talents.

By improving employees' welfare and reflecting the company's humanistic care, it is conducive to rallying people's hearts, enhancing employees' sense of belonging and stimulating employees' motivation and vitality. Although providing various benefits also costs a part of the profits of the enterprise, which is a form of currency conversion, it gives employees a completely different feeling. This kind of enterprise is more humanized and warmer, which makes people feel the most intimate care and help of the enterprise, so they feel very comfortable and work efficiency will be improved.

Although high salary can have a rapid impact on attracting talents, it has a strong relationship with money and employment. It may not work for real and long-term retention of employees. Because other enterprises can also poach your talents with higher salary than you, that is to say, high salary does not have lasting advantages in attracting, retaining and motivating talents. If an enterprise wants to have the core competitiveness of attracting, retaining and motivating talents, it must create a salary system that other enterprises can't imitate. Encouraged and promoted by the same interests and goals, employees' initiative, enthusiasm and creativity are brought into play and their centripetal force is enhanced. Improving the company's welfare is to "lock in" employees by means of bidding, and the company will undoubtedly get rich returns from employees.

2. Enterprises use industry websites for recruitment. The competitive advantage of industry websites is becoming more and more obvious.