Internet people who can't go home for the New Year have begun to plan to use the holiday to write resumes, so as to seize the opportunity in the job-hopping season after the Spring Festival.
Moving from the virtual to the real will be the main tone of the development of the new economy in the coming period. When the Internet suffers a slimming, what about the new energy vehicle companies or autonomous driving companies that are currently on fire?
Internet job-hopping car companies are dimensionality reduction blows? not necessarily
"Reducing costs and improving efficiency" has become the key word for many Internet manufacturers in 2021, and this trend will continue this year. The talent market is expected to face more "overflow" of talents from internet manufacturers.
According to the data of the Pulse Talent Think Tank, in 2021, the top positions in the new economy are related to new energy.
However, The Internet manufacturers are not only in and out, while slimming down, they are also actively absorbing talents from the real economy to strengthen their ability to deeply embrace the real economy.
"It is often the case that the same candidate holds the offer of big factories, AI companies, and new energy. Especially for students who are driving themselves, basically jumping is a salary increase of more than 50%. "In the pulse artificial intelligence circle, there is a lot of discussion about which car companies, autonomous driving and Internet manufacturers are strong.
Zhang Junchuan, a simulation development engineer at Guoqi Zhilian, believes that Internet people go to car companies to some extent with the taste of dimensionality reduction and blows. Traditional car companies lack CS talents, emerging Internet car companies do not lack CS talents, but most of them are concentrated on automatic driving algorithms, and there may also be a significant talent gap in software implementation and cloud platforms, distributed computing.
Proponents of the Internet camp believe that compared with car companies, Internet companies are good at software research and development, and there are technology bulls, more focused on technology research, so in the L4-5 level of automatic driving research, Internet companies are more dominant. The car companies are based on mass production vehicles, mainly in the L2-3 level of autonomous driving research.
However, such views have also been refuted, and some people have called this view "layman" and said that in the eyes of car companies, the Internet is just a paper talk. Even in L5, in the end, it is necessary to rely on traditional car companies to integrate mass production. "Many things in car companies are to be landed, pay attention to engineering."
Wang Yucheng, head of 3D vision of Xiaopeng Automobile, described on the pulse the reason why he jumped from an Internet manufacturer to a car company.
"Jumping from the familiar Internet to other unfamiliar industries is still quite hesitant." However, I chatted with friends around me, summed up some of Xiaopeng's advantages, and finally decided to jump ship. Dr. Wang Yucheng worked for more than five years after graduation, he said, finally chose to go to the car company, he valued five aspects, namely: 1. Soft and hard integration. For the students of the algorithm, Xiaopeng will have a relatively stable development environment and iterative feedback when he builds his own car; Intelligent, 100% self-research; 3. Data scale. In the field of AI, it is often that the data is greater than the computing power, and the computing power is greater than the algorithm; 4. High-precision map; 5. Lidar.
For job-hoppers who want to get rid of the virtual to the real, Wang Yucheng believes that the smart car market will gather at the head of the automotive industry, similar to the smartphone market in previous years, the market will evolve from the initial group of males to the head. Since the beginning of this year, the demand for autonomous driving research and development, intelligent cockpit design, software engineers, sales, and user operation positions has increased by more than 2 times year-on-year.
The conflict between corporate culture and management model remains to be solved
In addition to the discussion of technical routes and compensation, the dilemma of conflicting corporate culture and organizational management model is another and more difficult problem to solve.
The same is the hit worker living in Beijing time, but the Internet people and car companies have already lived out the jet lag.
When Internet people are still working hard to say goodbye to 996, car companies are a different kind of work.
An automotive technician in Shanghai described his routine this way: "Home is far from the company, get up at 6:00am... 8:30am to the company... Leave at 5:00pm (if not overtime). ”
Another employee of the company's headquarters in Chongqing "got up at 6:30, arrived at the company at 8:00, and left work at 5:00..."
Although the wake-up time is a little early, this kind of work and rest still attracts people who are accustomed to seeing 996 Internet manufacturers to sigh that "human sorrow and joy are not connected." ”
This is not only a matter of leaving work at 5 o'clock or 9 o'clock, but also more behind the management mode and team atmosphere of the enterprise, which directly determines the happiness of the migrant workers in a company. A survey by the Pulse Talent Think Tank said that compared with other industry professionals, Internet people pay more attention to "happy and happy".
Internet people hope that car companies are "not so rolled", and whether car companies can give Internet people the "happy happiness" they want is not necessarily.
In the pulse artificial intelligence exchange circle, "Xiaoyaozi No. 2" said, "The management mode and talent gradient distribution in the car company, the resulting fierce infighting in the team is an absolute hard injury, and high-end talents are basically impossible to exist in such an environment, and can only be eliminated."
The "five o'clock off work" schedule is not necessarily a common occurrence in depots. Ah Cheng, who has worked in car companies and Internet manufacturers, said that he can do it with the factory engineers (leave work at 5 o'clock), and the brothers in the research and development center are more powerful than the Internet volume, especially the projects that the boss personally asks.
Zhang Jun also reminded that there are also two risk points for Internet people to go to car companies: one is how fast to turn around, after all, they have entered the automotive industry; another more fatal point is: Do you really need Internet technical talents in the car companies you enter? Or is it an expansion that takes advantage of the current wind and wind?
The doubts of job seekers are actually the "pain points" that enterprises need to grasp to attract talents.
Is it feasible to rob people with "employer brand" and big factories?
Career development, corporate culture, values and team atmosphere are important components of a company's employer brand. The value of employer branding lies in giving attractive talents outside of corporate salaries, which is especially important for companies that want to grab people from big factories. Once small and medium-sized enterprises form a unique employer brand, they can become differentiated talents from large factories and attract talents with "similar smells".
At the same time, the employer brand is actually a talent filter, screening out those who only jump jobs for salary increases in advance, but do not consider career growth and do not match values.
Yuanrong Qixing is one of the leaders of the driverless track, but the players in this circle, in addition to Tesla, Weilai, Xiaopeng and other car companies, as well as Google, Baidu, Didi and other Internet technology companies, as well as the hardware millet, Huawei, etc., the competition for talents in the industry is quite fierce.
In contrast, many candidates have a low level of awareness of Yuanrong Qixing, refusing to communicate and consider job opportunities here from the beginning.
How to compete with these big manufacturers for top talents? Yang Yi, the head of employer branding at Yuanrong Qixing, observed that the people in the driving circle are relatively young, and in addition to paying attention to salary, they are also very concerned about the development prospects, technical capabilities, organizational culture and so on.
Yuanrong Qixing maintained a high degree of transparency, trying to provide candidates with more valuable information to help job seekers make career choices. In September last year, Liu Xuan, vice president of Yuanrong Qixing, parachuted into the community to answer sharp questions. At that time, Yuanrong Qixing received 300 million US dollars from Ali to complete the B round of financing, and many people were very curious about this company, and Yuanrong Qixing was taking this opportunity to "Amway" himself to the candidate.
After the event, yuanrong started to perceive the increase in the number of visitors to the algorithm position by more than 20 times, and when HR contacted the candidates again, the "unheard of" situation was much less.
In general, and the Internet manufacturers grab people, enterprises can not ignore these three employer brand key:
(1) The flow of contemporary talents has gradually shifted from salary-oriented to work value and experience-oriented. Building an employer brand is an inevitable trend for enterprises to enhance the attractiveness of talents.
(2) For small and medium-sized enterprises with salary attractiveness and lack of advantages in scale, employer branding is a lever to leverage talent resources.
(3) To build an external word of mouth, the company said it is better to let employees say that the bottom-up word of mouth construction is the most direct and effective.
Once the employer brand is made, it will drive the company's talent attraction in the long run. In order to help more companies improve their employer branding capabilities, Pulse and Gobrand, a professional consulting agency for employer branding, have released the "Word-of-Mouth Era, Employer Branding Guide", which contains a complete system approach to employer branding, and the methods mentioned in the above articles are from this book