Every year after the 15th day of the first lunar month, long-distance bus stations in Beijing such as Beijing West Railway Station, Liuliqiao, Lize Bridge, and Liangtangchi see a large number of migrant workers carrying luggage coming to look for jobs. Nowadays, many recruiters rubbing their hands and stomping their feet in the cold wind are puzzled: "Where did the returning migrant worker tide go? Where did the job seekers go?" At the entrance of the Hufangqiao Talent Market, there is a recruitment advertisement from a supermarket: delivery and warehouse workers, with a salary of 3200 yuan after probation period. "There is a shortage of about 100 people in various positions, but only twenty or thirty people have been recruited in several days." A recruiter from the supermarket said: "Every year after the Spring Festival holiday, the employee shortage caused by old employee turnover and increased business volume is normal, but it has never been as difficult to recruit people as this year."
Middle and high-level white-collar talents also face recruitment difficulties. The beginning of the year is the peak period of talent mobility, and it also releases a large amount of recruitment demand. There are a large number of people looking for new jobs on the market, but it is very difficult for companies to find suitable talents. The ordinary supply and demand laws seem to lose effect here, making both job hunting and recruitment "difficult at both ends". It is hard for us to determine whether it is a supply market or a demand market. Traditional online recruitment seems to have lost its magic. Websites like Xiangyang Talent Network, Xiangfan Talent Network, Xiangyang Recruitment Network, Xiangfan Recruitment Network, Xiangyang Talent, Xiangfan Talent, Xiangyang Recruitment, Xiangfan Recruitment, Talent Network, Recruitment Network, this kind of "many-to-many", "massive-to-massive" way cannot provide targeted one-on-one services, greatly reducing its effectiveness. The HR department of enterprises can only look for needles in a haystack, and applicants can only be confused.
The data is equally alarming. After the Spring Festival, it has always been the peak season for job-hopping. According to the relevant data provided by Yicai Group, the most professional human resources and related process outsourcing service provider in China, the average turnover rate has increased from 18.5% in 2010 to 18.9% in 2011. Therefore, the post-festival talent market should be abnormally hot with the increase in job-hoppers. In fact, it is not the case. Labor demand has surged, but the talent market is rather quiet. Employers are struggling to recruit workers, leading to a phenomenon of "more porridge than monks" in recruitment, especially evident in first-tier cities like Beijing, Shanghai, and Guangzhou. Regarding this, the RPO (Recruitment Process Outsourcing) director of Yicai Group pointed out that the industries currently facing the most severe labor shortages mainly include catering, services, real estate, finance (insurance), and manufacturing.
At the same time, career experts also pointed out that the "labor shortage" in first-tier cities is the result of the rapidly increasing living costs for low-end industry personnel conflicting with smaller increases in income and benefits. "Last year, we offered a monthly salary of 2850 yuan for sewing machine operators, now offering 3500 yuan still draws little attention. It is estimated that a salary of 3800-4000 yuan would be needed for someone to be willing to do the job."
Nowadays, there is a significant gap between the wages offered by companies and the expectations of job seekers. With the continuous increase in the minimum wage standard, labor costs are also rising, posing a great challenge to corporate talent recruitment: how to reduce costs, avoid risks, and hire suitable talents matching the company's development, knowledge skills, and work capabilities within a short period?
In response, relevant experts suggest that the key to cost reduction and efficiency improvement in human resource management lies in the professionalization, refinement, systematization, and informatization of human resource management and operations. Professional RPO (Recruitment Process Outsourcing) services precisely meet these needs of enterprise development. Research shows that completion time, recruitment costs, new employee turnover rates, customer feedback, etc., are all important reasons why companies adopt RPO services. Through such services, companies can significantly shorten the "completion time" from when a position need arises to when personnel are in place. Furthermore, after new employees arrive, a series of processes help them quickly adapt to and integrate into the new company. Actually, these are not the most important benefits brought by RPO services. Facing the uncertain economic trends and global competitive landscape, the greatest challenge faced by human resource managers is not just recruiting suitable talents, but more importantly, achieving recruitment goals and gaining competitive advantages in the shortest possible time. Companies can outsource recruitment process management, thereby completely freeing human resource management from daily operational tasks, allowing it to focus more on core and strategic core matters, which is the most crucial for the long-term development of the company.
According to relevant surveys, RPO was mostly used by multinational companies and foreign-funded enterprises before. In recent years, with more and more enterprises going abroad to participate in international competition, and along with the rapid development of China's economy, the demand for human resources outsourcing services from Chinese enterprises has also increased. Relevant responsible persons of Yicai Group's RPO department indicated that recruitment is no longer just simple HR work, but a matter at the enterprise operation and management level. In the process of growth, Chinese enterprises expand from small to large scales, enhance their competitiveness from weak to strong, and upgrade their management systems and organizational structures from lower to higher levels. There exist dynamic developments and demand changes, especially in human resource management and operations, which have different strategic goals and demands as the enterprise grows and develops. Professional RPO outsourcers need to meet the multi-layered massive human resource reserve needs and nationwide recruitment service network needs during the enterprise's development changes, need to grasp the talent market more accurately, and can help enterprises find suitable talents matching the enterprise's development, knowledge skills, and work capabilities more quickly and efficiently. At the same time, they can adopt complete and flexible employment models and match professional recruitment and management solutions to help enterprises solve short-term personnel shortages and adapt to the needs of human resource management and operations at different stages of enterprise development.
It is understood that the "Yisuipin" service launched by Yicai Group covers customized recruitment services, professional talent search services, high-end headhunting services, and flexible position recruitment services. As the most professional recruitment whole-package service in China, enterprises can enjoy professional talent recruitment customization services through "Yisuipin": from receiving hundreds or thousands of specific demand positions or reserve position descriptions, analyzing employment concepts and job responsibilities, communicating with department heads, screening resumes, talent assessment, interviews to suitable candidates starting work, and subsequent service tracking, "Yisuipin" provides quick express services throughout all links, optimizing the recruitment process and finding suitable people quickly and efficiently. This not only satisfies the normal talent needs of enterprises but also enhances the strategic value of human resource management through professional human resource outsourcing services, keeping enterprises highly competitive.