What do young people value most when looking for a job nowadays?

On August 29th, the Survey Report on Graduates' Starting Salaries and Policies released by Wei Lai Tao Yue pointed out that the key points in the recruitment and training of post-90s fresh graduates are: First, pay attention to the workplace experience of fresh graduates; Second, do a good job in differentiated design.

In 20 18, 22% companies will absorb more fresh graduates than last year, while in real estate companies and insurance companies, the figure is almost 50%. The proportion of graduates from various industries in the total number of recruits has increased to a certain extent compared with last year. Freshmen are more and more integrated into the blood of enterprises.

Starting salary of fresh graduates: software development is the most profitable and customer service is low.

Ms. Zhou Qionghui, general manager of Weilai Taoyue's global data business in China, said that the starting salary of the 20 17 fresh graduates has also been greatly improved compared with the past. "Now enterprises pay more attention to these junior employees, and resources begin to sink and sink to the real driving force for creating value for enterprises."

This survey shows that the starting salary level of fresh graduates is closely related to their academic qualifications and functions. Among the industries involved, the starting salary of undergraduate graduates is between 4,900 and 6,600, that of masters is between 6,200 and 8,600, and that of doctors is almost between 8,000-10000. However, in the same industry, the difference in salary level between undergraduate and graduate students is smaller than that between graduate students and doctoral students.

However, the advantages of high academic qualifications in determining ranks are not obvious. Regarding whether to set different ranks for graduates with different academic qualifications, the company has not formed a mainstream practice, and almost 50% companies adopt two methods.

The difference of functions is closely related to grades and salaries. The starting salary of software development and management trainees with the same academic qualifications is significantly higher than that of other functional personnel. When determining the initial rank of graduates, 68.2% companies set R&D graduates and functional freshmen in different ranks; More than 70% of companies position management students and graduates of other functions at different levels.

Another factor that determines salary is the city where graduates are employed. The coefficient of urban salary difference of graduates reflects the difference of starting salary of graduates in different cities to some extent. According to the survey data, the starting salary of graduates from second-tier cities such as Hangzhou is about 0.9 times that of first-tier cities, that of fresh graduates from third-tier cities such as Lanzhou is about 0.8 times that of first-tier cities, and that of Beijing and Shanghai is 1.02 times.

Welfare treatment: More than 90% companies provide welfare, but the hukou is still a problem. Freshmen don't have to worry about basic welfare benefits. According to the survey data, as many as 93. 1% companies will normally provide probation welfare subsidies for graduates. However, this benefit is not linked to the relevant qualification certificate, and only 5.4% companies will decide the subsidy according to the certificate. However, only 35.7% of companies will provide a certain degree of travel expenses reimbursement for graduates, and even fewer companies will provide free housing (1 1.8%) and resettlement subsidies (3.9%).

The hukou problem is still not satisfactory. More than 60% enterprises and banks in the capital market promise to provide account benefits for employees; However, the real estate enterprises that are outstanding in the growth rate of graduate recruitment and recruitment budget. All of them are general hukou benefits, and only 33.3% of housing enterprises will provide hukou for graduates.

Talent training: pay attention to the "user workplace experience" of recent graduates. The Research Report on Post-90s Workplace Experience released earlier by Wei Lai Tao Yue believes that cultivating the sense of ownership of fresh graduates, treating fresh graduates as customers and attaching importance to their workplace experience can help them integrate into the team and become masters as soon as possible.

According to the survey of Post-90s Workplace Experience Research Report, 1000% fresh graduates will only stay in the same company for two years at most, while employees who have been trained by their "old employers" for two years are just "hot potatoes" in the human resources market. According to the survey data, the primary reason for leaving a job is career development opportunities. Nearly 84% employees believe that career development opportunities are the main reason for leaving their jobs; More than half of the graduates think that the salary and welfare level is one of the main reasons for their resignation. This shows that to retain graduates, we must not only be able to tell stories (career development opportunities), but also be willing to spend money (high salary and high welfare).

In order to retain fresh graduates who have paid the training fees, employers are also creating various talent retention plans: more than 90% companies will set up career development and training plans, and more than 20% companies will set up talent retention projects such as supplementary benefits, project completion awards and talent retention bonuses.

Ms. Zhou Qionghui believes that in the face of the ever-changing environment, emerging jobs or industries can adopt instant fragmented incentives and differentiated overall rewards to creatively optimize the employee experience. "The management of future graduates should have a core concept, that is, to face users, give them a very good workplace experience, let him be himself, let us find a point of convergence with him, and maximize the ability and future interests of recent graduates."