In 2022, there will be a strange phenomenon of "construction wave". No one can be hired even with a monthly salary of 8,000. What is the reason?

The phenomenon of "difficulty in recruiting" is very common in factories. In some places, there is even a phenomenon of "boss being picked by workers". In this regard, many outsiders don’t understand why the factory still can’t recruit people despite a monthly salary of 8,000 or even over 10,000 yuan? I think there are two reasons. The first reason: a monthly salary of 8,000 is just a routine

It is difficult to recruit employees nowadays, so some factories have begun to use small means to attract people for employment. For example, raising wages is the best way. The recruitment salary we see in the salary column is usually "5,000-10,000 for general workers and 6,000-12,000 for squad leaders." For many factories, the most important thing is not to write down the salary at the recruitment site, but to "cheat people into the factory." As long as people come in and work for a day or two, even if they find that the salary is not that high, many people are willing to stay and are not willing to work in vain for the first few days.

This is the factory recruitment routine. In other words, the monthly salary is 8,000 yuan. In fact, there is no such treatment at all. Writing such a high salary is just to attract people into the factory. But after working for three or four days, I will tell you how many hours of overtime it takes to earn a monthly salary of 8,000 yuan. If you work overtime, there is no overtime pay.

There is also a deduction of 100 yuan for being late and a deduction of 100 yuan for leaving early, which can also be accepted by ordinary employees. But there are some regulations: if the overtime time is less than 3 hours, 200 yuan will be deducted. This practice of increasing working hours in disguise and directly deducting money without satisfaction has left many workers helpless. In order not to reduce wages, I had no choice but to join the boss's "thief ship" and work in the factory day and night.

Even some factories won’t explain it to you. You only find out when you get paid next month that you were "cheated." At this point, you will become unable to dismount. If you want to leave, no way, your salary will be deducted. If you don't leave, you can't stand this tone.

But the truth is, everyone is tired of this routine. Because no matter how much the factory writes, the salary an employee can get must be the lowest number in the end, and it is impossible to get the highest salary. This is a factory recruitment routine. In fact, this is not only true for factories, but also for other recruiting units.

After experiencing the above-mentioned "routines", many migrant workers saw the "multiple faces" of the factory bosses and were very disappointed with the high-paying jobs that the factories ostensibly provided. What's more important is that even though I work hard, my boss doesn't notice me at all. Not to mention salary reductions, and they are often treated unfairly. These conditions make it unbearable for them to remain there. The second reason: young people are more willing to work as white-collar workers

Cao Dewang once said a very realistic saying, "People born in the 1990s are ashamed to work in factories." This is not just a joke, but also reflects the post-90s employment outlook behind this sentence. Therefore, factories cannot recruit post-90s workers, and because many young people’s employment choice is no longer in factories.

The slowness of post-80s generation is also a real problem. Some people born in the 1980s are already 40 years old, and the youngest is 32 years old. For these groups, people with strong abilities have become managers of the company, or they have long been the boss. When such people go to work in factories, they will also be considered as people with effective abilities and low efficiency.

Factories do not dare to recruit people born in the 1970s. The first batch of people born in the 1970s are already 50 years old, so their work efficiency and energy are not very strong. In fact, companies are more willing to train the post-90s generation and even give more opportunities to the post-80s generation than to recruit the post-70s generation into factories. Conclusion

In the next ten years, recruitment difficulties will continue to exist for a long time. In 10-20 years, China will reach the level of a moderately developed country. Therefore, Chinese companies are currently facing the dual pressures of recruitment difficulties and industrial upgrading. This is also an important opportunity for Chinese enterprises to improve their competitiveness. Only companies that successfully transform during this reform can survive.