The characteristics of the current talent situation in the real estate industry are:

Feature 1: Real estate talents fly from south to north

In the past few years, real estate talents from the north have gone south one after another. In the past year or two, talents from the south have moved north one after another, and have become a a trend. Last Saturday, some job seekers traveled long distances from Guangzhou, Shenzhen and other places to come to Beijing to participate in the "Carefree Futures" job fair, which is enough to prove this point.

Yu Zhou, assistant general manager of Beijing Jingdu Real Estate Company, believes that the large number of real estate talents moving north has a lot to do with the shift in the country's economic focus. In the past few years, the country's economic focus was on the southeastern coastal areas, but now the economic focus is gradually shifting to Shanghai, Beijing and other places. The migration of the economic center of gravity determines the change in the flow of real estate talents.

Yan Wen, deputy director of human resources of Contemporary Investment Group, believes that the large-scale migration of southern talents to the north is closely related to the emphasis of northern real estate companies on their own development. From the perspective of real estate market operation, the real estate market in the south is relatively mature, and its talents pay attention to details in grasping industry concepts, product design, and market maturity, which is a step ahead of the real estate talents in the north. Therefore, by recruiting talents from the south to the north, companies can break their inherent thinking patterns and management concepts, and play a positive role in promoting market positioning and development. In this case, for the sake of their own development, real estate developers do everything possible to offer attractive "olive branches" to attract outstanding talents to join. Talents from the south are also willing to overcome differences in living habits and other differences to work in the north for the sake of their own development. By recruiting talents from Hong Kong, Guangzhou, Shenzhen and other cities, Northern Real Estate Company can integrate resources from the South into the North, integrate each other and learn from each other's strengths, which has played a certain role in improving the overall level and ability of the development of the Northern real estate market. effect.

Feature 2: The talent gap between the north and the south is narrowing

Due to the different real estate market conditions in the north and the south, the talents working in the north and south have different characteristics and gaps. This gap is gradually narrowing as southern talents go north to "gold hunt" and gradually integrate into northern companies.

Xiangjiang International’s recruiters believe that the majority of real estate talents in the south are practical, while the majority of real estate talents in the north are theoretical knowledge-based. Most real estate developers in the South consider issues based on strength. They build a building and then sell the building. Developers feel that the name is just a symbol, and what they want to do is the essence. Northern real estate developers often over-hype the concept, such as giving the building a very big name. Good name and then start the hype around the name. With the integration of talents from the north and the south, developers in the north have become pragmatic, and developers in the south have also begun to pay attention to brand packaging and brand culture. The gap in talent between the north and the south will become smaller and smaller.

Oudian’s recruiters believe that one cannot simply say who has better real estate talent from the north or from the south. In terms of quality, real estate talents in the south pay more attention to details, especially their grasp of customers and market positioning. However, real estate talents in the north have theoretical knowledge that southern talents lack, and the two are complementary. As the market maturity continues to improve, northern real estate talents have also begun to pay attention to market segmentation, and they have also begun to pay attention to details in terms of accurate customer positioning and early design and development.

Feature 3: Talents are beginning to be "speculated"

The market competition in the real estate industry has intensified, causing poaching in the industry to occur from time to time, so the phenomenon of "speculating on talents" has emerged. phenomenon.

Yan Wen of Contemporary Investment Group believes that "hyping talents" has a certain relationship with industry characteristics. Taking Beijing as an example, with the introduction of national policies and driven by the demand for the Olympic Games, the real estate market is very hot, but the number of talent supply is far from meeting the needs of the rapid development of the industry. Excellent market planners, sales personnel, architectural designers, There is a particularly large demand for early stage planners and so on. For developers, time is cost and time is money. The cost of cultivating a talent is much higher than the cost of recruiting a talent for an enterprise. If you miss the time, you will miss the opportunity for market development. Under this situation, the competition for high-end talents among real estate companies has intensified, which has directly led to the high value of some talents.

Yu Zhou of Kyoto Real Estate believes that the current main targets of the real estate industry are architects, planners and designers, professional engineers and other talents. These talents with rich work experience are particularly scarce in the market. These talents are difficult to recruit at job fairs, so companies often resort to headhunting companies. Some people, either by chance or by virtue of their strength, have achieved good positions in big brand companies, and many companies will come to "snap up" them, which invisibly "fires up" the person. In fact, this is very unfair, because it does not mean that other talents cannot fill this position, but that real estate companies are unwilling to try, let alone train talents themselves, and are more focused on using this talent, which really smells like "borrowing". In the real estate industry, it cannot be said with certainty that "if it is gold, it will definitely shine." It is very important for talents to develop good "kung fu" by themselves. Therefore, the real estate industry still needs further improvement in terms of employment.

Feature 4: Salary is no longer the last word

Salary is an important criterion for attracting people, but will salary become a benchmark for talent flow?

Yu Zhou believes that salary retention is only an important bargaining chip for an enterprise at a certain stage of development, and is very important in the entrepreneurial stage. When some people work hard to become professional managers, they pay more attention to Have your own development space and focus on your own career and achievements. For middle- and senior-level management talents, they increasingly value the things behind their salary, such as promotion opportunities, a good working atmosphere, learning and training, and a sense of accomplishment.

Yan Wen believes that the higher a person's position, the less he values ??salary. When a person is about to take up the position of department manager or is already in the position of department manager, pay is more important at this time. When a person reaches the position of vice president or director, his emphasis on salary is relatively reduced. Instead, he values ??personal growth space and the added value that the company gives to individuals.

Feature 5: “Excellent + Suitable” talents have become the new favorite

The real estate industry is developing rapidly, but management is relatively weak, and there are still many problems in the selection, training, employment and retention of talents. Not in place. This is one of the important reasons that directly leads to the inability of some real estate companies to retain outstanding talents. Sunchi Real Estate recruiters believe that when a talent comes to a company, he pays more attention to three aspects: working environment, development space and income benefits. If these three aspects are done well, the talent will be more stable and loyal to the company.

Yan Wen of Contemporary Investment Group believes that companies all hope to recruit outstanding talents, but in addition to "excellence", another criterion should be added: "suitability." For example, talents recruited from Shenzhen, Guangzhou, Hong Kong and Southeast Asia need a period of integration with new companies due to their different corporate cultures. However, different cultures will collide with each other during the integration process and generate new creativity, which is important for promoting It is very beneficial for enterprises to develop rapidly and accelerate enterprise changes. Therefore, in the near future, "excellent + suitable" talents will be highly favored. In addition, when companies introduce talents, they should consider various aspects, such as corporate cultural identity, career development positioning, etc. This is like a man and a woman falling in love. Through constant running-in and communication, they can achieve a like-minded understanding of future development, so that they can fight against the storm with the company. He predicted that as the real estate market gradually becomes standardized and saturated, more professional talents will transition to management talents. (