Automobile recruitment mathematics

The word "layoffs" seems to be a nightmare for every employee in the company.

Indeed, when we heard that even Tesla was going to lay off employees 10% globally, it was hard not to feel that the automobile industry was really "winter".

Before Tesla, the news of "personnel optimization" came from the new car-making forces represented by Ideality and Tucki, which actually set off a gloomy atmosphere in the industry.

Generally speaking, "layoff" refers to laying off some people who are not suitable for the enterprise. There are two reasons: one is the cash flow problem of enterprises, and the other is the need of enterprise business adjustment.

For example, Weilai laid off employees on a large scale in 20 19. Li Binfa, the founder of Weilai Automobile at that time, said in an internal mail that the company would reduce 1.200 jobs worldwide to optimize and improve the company's operation effect.

For the new car-making forces with soaring sales, even if there are few profits at present, the demand for layoffs due to financial pressure seems not so urgent. After all, their cash flow is still sufficient; To this end, their layoffs are more due to the need of personnel structure adjustment.

Kung Fu Auto saw that Tesla China not only continued to recruit, but also was not affected by its global layoffs. At present, R&D positions, such as Ideality, Tucki and Weilai Software Algorithms, are still in great demand.

While decreasing, it is increasing. In the adjustment of "personnel optimization" of automobile enterprises, what kind of new "all beings" are reflected? Facing the increasingly fierce competition in the future, what kind of talents do car companies need?

(1) When people are "optimized", are they all caused by rapid expansion?

On June 3rd, due to the news of "global layoffs 10% and suspension of global recruitment" in Musk's mouth, its single-day share price plummeted by more than 9%, and its market value evaporated by more than 70 billion US dollars.

Although this is not the first time that Musk has paid the price for his reckless remarks, he then urgently "put out the fire" on Twitter, saying that the overall number of Tesla employees will increase in the coming year, but the number of regular workers will "tend to be stable".

In fact, before the news of "layoffs" came out, Musk had begun to "force" employees to leave by various means. For example, he requires all employees who maintain telecommuting status to be on duty for 40 hours a week, otherwise they will "leave Tesla".

Therefore, even Tesla really can't hold on. Are you going to lay off staff?

According to Musk himself, the company's layoffs are concentrated at the middle level rather than the grassroots level, and it does not apply to any employees who actually produce cars, battery packs or install solar products. At the same time, he also said that this will help Tesla's corporate management to be more flat.

Indeed, for Tesla, which is in the stage of rapid expansion, if it is really necessary to "lay off employees", it is not a wise choice to start with grassroots employees, because it takes a lot of manpower and material resources to complete the work of building a factory and putting it into production.

The data shows that from 20 19 to 202 1 year, the number of employees in Tesla has increased by nearly 50,000, and it has been in the stage of rapid expansion.

To this end, it is not difficult to see that too fast recruitment will inevitably leave a series of "sequelae." For example, there must be many employees who are "vegetarian", which will affect Tesla's internal work efficiency.

A situation like this seems to still exist in the new force of making cars like Wei Xiaoli.

In the past few years, the number of employees of Wei Xiaoli has also increased dramatically. Statistics show that the total number of employees of the three companies increased by nearly 1.8 million last year.

"In the past two or three years, with the heating up of the new energy automobile industry, it is common sense for enterprises to expand their enrollment. It is only recently that various' black swan' incidents have occurred frequently in the industry, and car companies have to rethink their development strategies, followed by a series of personnel structure adjustments. " Some people in the industry analyze kung fu cars like this.

Kung fu cars see that not only car companies like Tesla and Wei Xiaoli adjust their personnel structure, but also traditional car companies are constantly staged.

Take BYD as an example. In 20021year, the number of employees of BYD increased from 224,000 in 2020 to nearly 290,000 at the end of the year. Among them, the number of production personnel increased the most rapidly, from nearly 1.5 million to nearly 220,000.

On the other hand, the number of administrative staff has been greatly reduced, from 32,750 in 2020 to 202 1 year14,264, with a reduction rate of more than 50%.

Another similar example is Changan Automobile. Kung Fu Automobile saw that in 20021year, Changan Automobile increased its recruitment efforts in production, sales and technology, but the number of management personnel decreased by 447, which shows that Changan also made corresponding adjustments in personnel structure last year.

On the whole, the news of "layoffs" that has already spread is somewhat exaggerated. At the moment when the industry situation is becoming more and more severe, it is far better for enterprises to make adjustments actively than passively. After all, the collapse of enterprises has a greater impact on society. It is actually a good thing for most automobile practitioners to let enterprises survive through normal adjustment and personnel optimization.

(2) It is difficult to lay off employees, and it is even more difficult to recruit suitable people.

In the "panic of layoffs" further aggravated by Tesla, we actually saw the other side of the "contradiction" in the automobile industry-recruiting people seems to be facing different pressures more or less.

While Tesla announced "global layoffs", Tesla did not actually slow down the recruitment progress in China.

Just in May, Tesla China launched a new round of recruitment plan. "Hot jobs" include more than 100 new jobs in the fields of vehicle software and hardware design engineering, power and energy engineering and vehicle engineering.

In other words, Tesla, which doesn't need so many middle managers, actually wants more engineers to fill these vacancies. And "Wei Xiaoli" is obviously playing such an "abacus".

Judging from the posts they posted on the open recruitment platform, the proportion of technical posts is generally as high as 50% or more. Take Xpeng Motors as an example. Among the recruitment positions in113, there are 642 technical positions, accounting for about 58%.

However, at present, technicians with relevant backgrounds in the industry are facing the situation of "imbalance between supply and demand", and some enterprises even offer millions of annual salaries to rob people.

According to the statistics of BOSS's direct employment, in 202 1 year, the average monthly salary given by the new car-making forces was 15367 yuan, up by 2 1.6% compared with the same period in 2020. Especially for some positions related to autonomous driving algorithms, the annual salary can even be as high as one million yuan.

In fact, with the overall transformation of the automobile industry and the development of intelligent electrification, the relevant intelligence research talents are simply not enough. Because the competitors that car companies have to face when recruiting people are not limited to the car circle, they even have to compete with Internet giants such as Google, Apple, Microsoft, Huawei, Ali and Tencent.

"In the final analysis, the shortage of talents facing the automobile industry is still a problem of insufficient overall' talent pool'." Freeman Shen, founder of Weimar Automobile, pointed out on the social platform.

"Traditional IT background talents don't have a deep understanding of vehicle system engineering, and it is difficult for mechanical professionals to integrate information disciplines such as electronics and transmission. What's more, what we need now is the compound demand of deep integration of these knowledge." The CEO of Wei brand even told the crux of the problem.

Faced with the pain point of recruiting car companies, the industry is also thinking about what kind of talents are more likely to match the fast-growing new energy car companies.

Freeman Shen said that at present, the demand for talents in the automobile industry is mainly in the fields of intelligent aesthetics, intelligent cockpit, intelligent driving, intelligent three-electricity, especially mathematics. There is a big talent gap, and 1 10,000 people can't recruit good math bosses.

"In the face of this situation, in fact, all major universities in China have put forward the concept of deep integration of Industry-University-Research, and set up projects to build artificial intelligence, big data technology and other majors, and built a practical platform for multidisciplinary integration." Li Ruifeng said.

In Kung Fu Auto's view, in addition to attracting talents, how car companies can better retain talents is also a major issue that needs to be overcome. This involves a series of changes from personnel structure to management mechanism, even to salary system and incentive mechanism within car companies.

At present, we see that China brands such as Geely and Great Wall have reformed their internal mechanisms, trying to become more "Internet thinking", fully stimulating the innovation vitality of enterprises from the inside out, and giving full play to the right talents.

(3) Kung Fu is angry

Recently, the news of "layoffs" in the automobile industry has been frequent, which is actually a "negative phenomenon" under the new round of adjustment in the industry.

In fact, if the enterprise carries out large-scale "personnel optimization", it will recruit too many people before disguised explanation, which may be the pain that the enterprise must bear in its rapid development. It is understandable to make adjustments during the industry window.

However, in this round of personnel adjustment, while we see the high demand for future talents in the automobile industry, we also see that the quality of future talents in the automobile industry has put forward new requirements-they must be compound, strategic and innovative talents.