References on the influence of financial crisis on enterprise recruitment,

Recruitment has always been one of the important tasks of HR. After the Spring Festival, it is the recruitment season in previous years. As usual, HR is busy screening resumes, interviews, assessments, etc ... but this year is not the case. A series of influences caused by the financial crisis have penetrated into enterprises, and the voices of "layoffs", "suspension of recruitment" and "layoffs" are one after another. Does this mean that HR doesn't have to be busy recruiting, is it easy? The answer is no, of course. In fact, the external employment crisis has increased the "lying trough rate" of employees, which also means that the turnover rate of enterprises has been greatly reduced, and enterprises cannot get fresh blood. On the other hand, the labor cost control brought by the crisis has reduced the bargaining chip for attracting outstanding talents, and it is more difficult to recruit senior talents ... Perhaps the impact of the crisis on recruitment is far more than that. Here, let's take a look at the impact of the financial crisis on corporate recruitment. What is the supply and demand of talents in the market? What measures does the enterprise take under the crisis?

In February, 2009, Worry-Free Salary Survey Department conducted a special survey on "The Impact of Financial Crisis on Enterprise Recruitment" from two aspects: individual and enterprise HR. This survey * * * collected 1 186 individual questionnaires and 45 1 enterprise questionnaires. According to the nature of enterprises participating in the survey, 44% of 45 1 enterprises are wholly foreign-owned enterprises, followed by private/private enterprises, accounting for 34%. According to personal feedback, private enterprises account for 45%, followed by wholly foreign-owned enterprises, accounting for 27% (see figure 1).

According to the industries involved in the survey, 35% of 45 1 enterprises are traditional industries, followed by high-tech industries, accounting for 34%. According to personal feedback, traditional industries account for 39%, followed by high-tech industries, accounting for 33% (see Figure 2).

The survey found that the needs of enterprises and the wishes of individuals are "very different"

The difficulty and effect of recruitment largely depend on the supply and demand relationship in the talent market. Whether "supply exceeds demand" or "supply exceeds demand", the imbalance between supply and demand has a certain impact on enterprise recruitment. "Demand exceeds supply" makes it more difficult for enterprises to recruit, which directly affects the inability of enterprises to recruit suitable people, increases recruitment costs, reduces recruitment quality and has poor recruitment effect. With the advent of the financial crisis, is there "oversupply"?

According to the survey data, 48.5% of enterprises think that the talent market is in sufficient supply (see Figure 3), and only 16.9% of enterprises think that the talent market is in short supply. At the same time, 26.3% of enterprises have suspended recruitment, which shows the existing phenomenon of "oversupply" in the talent market.

The "supply exceeds demand" in quantity has solved the problems of recruitment difficulty, recruitment cost, recruitment quality and recruitment effect to a certain extent, but it also has hidden mystery, especially in the current financial crisis situation.

1. Greatly reduce the turnover rate. Due to the employment crisis caused by the financial crisis, more individuals choose to "lie in the trough", which greatly reduces the turnover rate. Enterprises can't get fresh blood, and the probability of having talents is relatively low.

2. Senior talents are still in short supply. The talent market is relatively rich, but it does not mean that all talents are readily available. Some senior talents, such as senior managers and technicians, are still "rare goods to live in". On the one hand, the current market salary may not reach the hope of senior talents. On the other hand, the "wave of layoffs" has made many senior talents suspicious and unwilling to change jobs.

3. Bring new challenges to HR recruitment skills. Now it seems that "a hundred people fight for one". HR hardly needs to worry about not being able to recruit people, but it is a new challenge to select the "right person" among hundreds of people, which requires more efforts in recruitment and interview skills.

From the actual demand of enterprises, the survey data shows that the demand of enterprises in all industries is lower than the "equilibrium point" (indicating that enterprises are in normal loss and normal recruitment balance). The recruitment index of enterprises in traditional industries, real estate industries, service industries and high-tech industries is less than the equilibrium point of 5.5, and the lowest in real estate industry is 4. 19. Judging from the data of individual job-hunting tendency in various industries, the real estate industry has the highest ratio of 64.9%, followed by high technology, as shown in Figure 4.

Combined with Figure 3 and Figure 4, it can be said that there is a big difference between enterprise demand and individual will, and the supply of talent market is relatively sufficient, while enterprise demand is relatively lacking. Especially in the real estate industry, while the personal job-hunting tendency is so high, the recruitment index of enterprises is relatively low. Under the financial crisis, there are three main pressures for real estate enterprises in the real economy: 1. The decline in sales area has increased; 2. House prices have fallen, and leading indicators show that house prices are still facing downward pressure; 3. The financial pressure of enterprises is increasing. We learned from the interview that many real estate industries have to suspend recruitment or even lay off employees in order to control costs. Personally, the "booming wages" in the real estate industry in recent years have fascinated many people, with an annual salary of "65,438+10,000". The salaries of technicians and salespeople are even more exciting. No wonder more and more individuals yearn for the real estate industry.

The survey found two: more than half of corporate executives were laid off.

The global financial crisis was marked by the bankruptcy of Lehman Brothers, and the subprime mortgage crisis in the United States began to transform into the financial crisis in the United States, and quickly spread to the whole world. With the continuous development of the financial crisis, the virtual economy has begun to affect the real economy. Affected by the economic downturn, IT industry, real estate industry, automobile industry, trade import and export industry and some labor-intensive industries have laid off employees one after another, and the voices of "suspension of recruitment" and "layoffs" are endless.

Personally, nearly 50% of employees in their departments have decreased, and the scale of enterprise personnel has dropped significantly. According to the survey data, 48.6% of the departments where individuals work have decreased in different degrees compared with 2008 (see Figure 5), with the highest proportion of 16.5%, with a decrease of more than 20%. Let's look at the year-on-year growth of personnel scale. The total year-on-year growth rate is 15.7%.

Case: a software engineer of a computer company in Shenzhen: "Although our company didn't lay off employees, as far as our department is concerned, someone left and the boss asked us to share his work equally, so we didn't recruit." In 2008, the staffing of our department was 25 people, and now it is only 17 people ... "

From the perspective of enterprises, corporate executives have been laid off by more than half. Among them, 22.5% of enterprises naturally lost their jobs and stopped recruiting, 19.7% laid off employees, and 10.7% of enterprises planned to lay off employees in 2009 (see Figure 6). More significantly, 19.7% of enterprises laid off employees, which is equivalent to 1 enterprise laying off employees in five enterprises.

Case: A human resource manager of a real estate industry in Shanghai: "At the beginning of the year, about 20% people were laid off, mainly in engineering, finance, sales and other modules. Whether there will be layoffs in 2009 depends on development ... "

"Half" is indeed a big number, but we need to see that although "half" is rainy, the "other half" is still sunny. At the same time, some enterprises are still expanding their scale. China is a big market, and China market is also a "safe haven" for this finance. In the interview, we learned that many foreign-funded enterprises have shifted most of their business to China and increased their investment in the domestic market. We believe that the "sunny day" after the financial crisis will add more rainbows.

The impact of the financial crisis on enterprise recruitment: more than half of enterprise executives were laid off.

The survey found that 82.6% of enterprises did not give new employees a raise.

Salary has always been a topic of great concern to everyone. At present, the demand of enterprises is declining, and 50% of enterprises take layoffs. So where will the salary of new employees go?

According to the survey data, 82.6% of enterprises do not increase the salary of new employees, of which 55. 1% choose to be flat and 27.5% reduce the salary of new employees (see Figure 7 for details), which means that nearly 1/3 enterprises will reduce the salary of new employees, which is also a subtle "salary reduction".

This is mainly due to the pressure from both sides. For enterprises, the financial crisis pays more attention to cost control, and the per capita cost of recruitment is also one of the indicators; For individuals, the market supply is sufficient, the demand of enterprises is declining, and it is difficult to find a job. The demand for salary will naturally decrease. 42.3% of individuals think that if they are re-employed, "the salary will be similar to before", and 7.8% think that "it doesn't matter whether they can find a job".

On the surface, enterprises do save costs, but from a deeper perspective, this undoubtedly reduces the bargaining chip for attracting outstanding talents, making it more difficult for enterprises to get real talents.

situation

Head of human resources in a medical industry in Beijing: "The salary of newly hired employees decreased by 5%- 10% compared with last year, mainly due to the financial crisis. Now the market asking price is also low, and the company also hopes that the lower the cost, the better ... "

The survey found that under the crisis, online recruitment is still the mainstream channel.

Cost control is necessary for enterprises under crisis, and recruitment channels directly affect recruitment costs. What is a "cheap and good quality" recruitment channel? According to the survey data, 89.2% of enterprises adopt "website recruitment", followed by "internal recommendation", accounting for 45.2%. See Figure 8 for details. This also proves the advantages of online recruitment, such as large amount of information, fast updating speed, breakthrough in geographical restrictions, high success rate of job hunting and relatively low cost. At the same time, internal recommendation is also favored. In all kinds of recruitment channels, internal recommendation is the lowest cost way. Of course, it also has the advantages of strong pertinence and quick personal adaptation. It seems that under the financial crisis, cost is always the first consideration for enterprises.

The survey found five points: low-cost measures-a good strategy in a crisis.

Although the sharp decline in the external economic environment has greatly affected the recruitment management of many enterprises, how to take the next step is the most critical. The so-called "the focus is not on the occurrence, but on the solution." What countermeasures will enterprises have for the recruitment process and staffing?

According to the survey data, in order to achieve more cautious recruitment, 70.2% of enterprises choose "trial evaluation" (Figure 9). When the enterprise is booming, the probation assessment may be easily overlooked because of the heavy workload. Many enterprises will do it, but it is not "accurate". In the interview, we learned that HR in many enterprises "did a good job" in the examination of probation period for better recruitment effect, which is undoubtedly a way to control costs.

From the aspect of staffing, in order to control costs, enterprises adopt more ways of "optimizing organizational structure" and "merging posts". The data shows that 47.6% of enterprises adopt "optimized organizational structure", and 3 1% enterprises adopt "consolidated posts", as shown in figure 10.