The difference between talent market and professional intermediary

News observation: "talent market" and "labor market"

In the case that the traditional definition of talents is shaken, the market segmentation and industry segmentation of human resources formed by the division of management should also be changed.

According to a recent report by China Youth Daily, on September 23, 2002, Jiangsu Provincial Personnel Department issued a Notice of Administrative Punishment in advance to Jiangsu Cai Ying Employment Service Co., Ltd., ordering it to "remove the brand of" Jiangsu Cai Ying Market "hanging at No.8 Hunan Road, and prohibit activities in the name of" Jiangsu Cai Ying Market ". This made the first job fair held since the establishment of the company ruined. The job fair was originally scheduled to be held in Wutaishan Gymnasium, Nanjing on September 28th, and 165 users have signed up.

Jiangsu Cai Ying Company is a private company approved by Jiangsu Provincial Labor Department in August this year, and its business scope is "professional intermediary service, labor service and personnel training". The reasons why Jiangsu Provincial Personnel Department disagrees with them are: holding a job fair in the talent market must be approved by the competent personnel department; Not only has it not been approved by the competent personnel department, but it has also exceeded its scope.

China's human resources market is managed by the government personnel department and the labor department respectively, so it is divided into "talent market" and "labor market", and the human resources intermediary industry is also divided into "talent intermediary" and "professional intermediary". It can be seen from the Regulations on the Management of Labor Market issued by the Ministry of Labor and Social Security and the Regulations on the Management of Talent Market issued by the Ministry of Personnel that the business regulations of professional intermediary and talent intermediary are basically the same, but the requirements for the educational background and post of the clients are different. In fact, in practice, many talent agencies and professional agencies have overlapping business, and their service scope is not completely defined according to the division of labor and talent.

Human resources are the sum of all people who have the ability to work. Labor force is a big concept, which means "human resources". Talent is a skilled person and a kind of labor force. There is no essential difference between professional intermediary and talent intermediary, labor market and talent market in legal sense. "Talent" and "talent market" are only trade terms, not registered trademarks. "Talent" is the title of people engaged in creative, complex and professional work in China, and its distinction is not scientific and rigorous. In the era of planned economy websites, as long as graduates with technical secondary school education or above and technical titles or above have "natural" cadre status, "talent" is equivalent to professional titles and academic qualifications. Many people who do not have academic titles but do have talents and skills will not be able to obtain the status of "talents", and the artificial division of the human resources market will prevent them from entering the talent market to apply for jobs.

Now, the traditional definition of talent has finally shaken. The residence permit system implemented in Shanghai in June this year has broken through the traditional "talent" standard. A set of "evaluation scoring system" composed of 14 elements is used to evaluate people's comprehensive ability and professional level, and academic qualifications and professional titles are only a small element. In this case, the division of human resources market and industry formed by the division of government management departments should also be changed.

In addition to the necessary business procedures (registration, taxation, etc.), foreign human resources intermediaries have no business division. ). Too many "mother-in-law" is not good for the development of the industry. In my opinion, it is a feasible way to integrate with international practice and develop China's human resources service industry by changing the division of departments in the management of human resources intermediary industry, with the industrial and commercial departments as the only management organs and trade associations conducting self-discipline industry management.