The automotive industry is developing rapidly, and there is not only a shortage of chips and batteries, but also a shortage of talents.
"The focus of this quarter is to conduct new evaluations and ratings of engineers' ranks and earnings." Liu Zhi, an HRBP (human resources business partner) of a foreign-funded auto parts supplier in the east, told the first financial reporter that although the performance pressure in the past two years is very high, the company is still considering further improving the income and treatment of engineers, in order to minimize the "digging the wall" by competitors.
The "rush" of China's automotive industry has been going on for several years, but in the past two years, the rush of people is becoming more and more intense.
According to the "2022Q1 High-end Talent Employment Trend Big Data Report" (hereinafter referred to as the "Report") released by Liepin, in the spring recruitment and employment situation in the first quarter of this year, the number of new energy/electric vehicle jobs increased by 120.09% year-on-year, ranking second in the popular segments; the Internet of Vehicles increased by 57.40% year-on-year, ranking third; and autonomous driving increased by 41.92% year-on-year, ranking sixth.
In the case of a significant increase in the demand for talents, for the HR (human resources) department of the automotive industry, grabbing people and retaining people has become one of the most important work contents in peacetime.
The 10 contact methods are worth 1000 yuan
"Now some headhunting companies have found our human resources, not to dig us to go to new personnel posts, but to provide us with some of the contact information of incumbent and departing employees, and some headhunters have opened 10 contact methods for me to pay 1,000 yuan." Liu Zhi told reporters.
Liu Zhi provided information to reporters show that this kind of acquisition of contact information is called list purchase, 10 automotive software related engineers contact information value of 1,000 yuan, if there is a successful poaching and the employee after the regularization, there is a reward of 8,000 yuan. In addition, the data also shows that if a friend recommends or pushes inward, the relevant employee can give the recommender a reward of up to 25,000 yuan after the regularization.
Bao Bin, the headhunter of a human resources company, told reporters that in collecting candidate clues, they have long relied on recruitment websites such as Liepin and Zhilian Recruitment. "Asking candidates if there are still suitable candidates to recommend is already a routine operation, and we will maintain a good relationship with candidates we have worked with before, and sometimes ask them to provide contact information from relevant departments." Bao Bin said that at present, the company basically has its own OA system, and it is not difficult to pull an address book from it and copy a string of contact information. However, Bao Bin also said that not everyone is willing to disclose the contact information of the company's internal personnel.
When headhunting is trying to dig up people, some of the HR of automotive industry chain companies are trying to "retain people". Liu Zhi told reporters that how to retain people and deal with the risk of employee loss has become the most common topic discussed at the regular meeting of the company's HR department.
"In the third quarter of this year, we will open two competitor parts factories around a branch factory in East China, and we have a great risk of internal research and loss of personnel, because the quality of personnel in our local factory is very competitive." Liu Zhi said that in the face of some competitors' seemingly "unreasonable" offers, the success rate of retaining people is not high, and the loss of personnel in their company in the past two years is more serious.
JCDecaux, a research and development engineer who has worked in a joint venture car company for 8 years and joined a new force car company in 2021, told reporters that compared with many new force car companies and start-up car companies, the salary and grade competitiveness of traditional automobile and supply chain companies are not strong, and traditional enterprises have too many shackles, and it is difficult to break the existing salary and rank system. And new force car companies, or some start-up suppliers, not only have more competitive salaries, but also usually give higher positions, "such as managers in traditional car companies, to a new force to do exactly the same thing, the rank will become a senior manager." JCDecaux said.
Under the crowd of people, the non-compete agreement has become the sword of Damocles on the head of the backbone of the automotive industry chain, and a considerable number of vehicle and supply chain enterprises have re-examined the non-compete agreements that were regarded as "chicken ribs" in the past.
Liu Zhi said: "In 2021, more than a dozen companies were added to the company's non-compete agreement, of which not only parts-related enterprises, but also newly established new companies such as Zhiji and Jimu Technology were also among them. Before 2020, non-compete agreements were more like a nuclear weapon, most of the time it played a 'deterrent effect', even if there are employees who violate the non-compete agreement, we rarely pursue it, but in the past two years, we have sued former employees with non-compete agreements. ”
The reporter found that the car companies and supply chain companies that were reported by the media because of the non-compete agreement to sue employees included CATL, BYD, Great Wall, Geely, And Pan Asia.
The wave of robbery is difficult to quell
"Around 2015, the first wave of new car-making forces began to rise, and the domestic automotive industry has begun to grab the first crowd." JCDecaux said that he and his colleagues have received various headhunters and personnel calls many times, but at that time, traditional car companies were still in the upward channel, and the future of car companies with new car manufacturers was uncertain, and the mobility of personnel was not so large.
In the past two years, with the gradual establishment of some new force car companies and Baidu, Xiaomi and other technology companies into the game, the flow of traditional car companies has increased significantly, JCDecaux told reporters that there is no shortage of cases where the entire team has been poached, and he also joined a new force car company in 2020.
In this new round of robbery war, the new car-making forces that used to simply dig people are now facing the problem of being dug up while continuing to dig people, and the flow of people between car companies, supply chain companies and technology companies is accelerating.
Li Bin, chairman of Weilai Automobile, once said: "There are too many people digging us recently, there is no way, we have to hide the information of our colleagues." ”
Recently, some media reported that Huang Xin, former director of xiaopeng automobile's autonomous driving products, has joined Weilai, and in August 2020, Ren Shaoqing, R&D director of autonomous driving startup Momenta, also joined Weilai. Earlier, WEIO announced the establishment of a special seating department, headed by Wang Qiong, former vice president and CTO of Faurecia China. In 2021, ideal automobile Shanghai R & D headquarters settled in Anting, and directly settled in the original SAIC Volkswagen office building, some relevant people said that ideal from the relevant industrial chain companies around Anting dug up a lot of people.
A car company R & D executives said that in the past year and a half, some of the new forces of car companies have gradually gained a foothold in the market, their manpower needs began to shift to the chassis, body and other traditional car positions, began to build a system of digging people, enhance their own platform, standardization capabilities and enhance design and manufacturing capabilities; new energy vehicle thermal management research and development needs, so that the past is regarded as the sunset of the engine field of talent has been valued.
The above-mentioned executives also said that including centralized electrical and electronic architecture, intelligent cockpit, automatic driving, etc., these have been recognized as the most core competitive areas of car companies in the future, and as long as they can solve problems, car companies will have to spend money.
According to the report released by Liepin, in the first quarter of 2022, the average annual salary of recruitment corresponding to the popular areas was the highest, at 390,500 yuan; followed by the Internet of Vehicles, which was 377,000 yuan; and the average annual salary of new energy/electric vehicles was 278,900 yuan, ranking fourth.
(At the request of the interviewees, Bao Bin, Liu Zhi, and JCDecaux are pseudonyms)
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