Per reporter: Zhao Wenqi Per editor: Liu Xuemei
With the mainland's economy and society fully returning to normal operation, the employment and recruitment environment has also undergone new changes.
On May 31, the reporter of "Daily Economic News" learned from the "2023 Spring Recruitment Talent Migration Report" (hereinafter referred to as the "Report") released by the recruitment platform Pulse that compared with the 2022 spring recruitment, the competition for talents in 2023 will intensify. Among them, the supply of talents in all industries of the new economy exceeds demand, and the new energy automobile industry has shown strong talent absorption capabilities, ranking first in all industries with a talent supply and demand ratio of 171.
The number of new jobs in the Internet, e-commerce retail, and new life service industries has declined for three consecutive years, of which the number of new jobs recruited in the Internet industry in the spring of 2023 decreased by 45.45% year-on-year. In addition, the trend of talent flow between giant companies is obvious, and the report shows that talent flow between Tencent, Alibaba, and ByteDance is very frequent. Talents in many fields such as the Internet, intelligent hardware, and artificial intelligence have flowed to ByteDance.
Ding Shengbin, vice president of Pulse Pulse, said that there will be no gold two silver three in the spring recruitment in 2023, and the job market will enter a talent saturation cycle. Intensified competition for talents, education inflation, employment downgrade, and voluntary resignation have become the three major characteristics of the talent saturation cycle. During the 2023 spring recruitment period, less than 15% of workers took the initiative to change jobs, and about 45% of job seekers considered downgrading employment.
Zhang Yichi, a professor at Beijing Guanghua Institute of Management, analyzed in the report that the era of academic knocks caused by scarcity has ended, and the value that academic qualifications once implied is no longer equal to the value that academic qualifications should implicit. Further, if academic qualifications mean the ability to solve problems and can provide solutions to the problems of institutions and enterprises, then academic qualifications can become a stepping stone to work; And if academic qualifications mean the ability to find problems and provide solutions to difficult problems in the market and society, then academic qualifications can be the starting point of work.
Image source: Icphoto-903557438625546294
45% reduction in new Internet jobs
The average monthly salary in the new economy industry exceeds 43,000
In the top 10 new jobs from January to April 2023, the demand for talents in the new energy automobile industry has increased year-on-year for three consecutive years, and the demand for talents in intelligent hardware, artificial intelligence, enterprise digital services, chip electronics, games, and new financial technology has declined in 2023 after growing in 2022.
The number of new jobs in the new economy industry in the past three years Image source: "2023 Spring Recruitment Talent Migration Report"
Talents in the fields of new energy vehicles and artificial intelligence have become the most popular workers in the workplace. The report shows that from January to April 2023, new energy vehicles became the industry with the highest talent inflow and outflow ratio, as high as 1.45, showing huge employment potential, followed by smart hardware, with an inflow-outflow ratio of 1.17.
Compared with the spring recruitment in 2022, the AI industry has seen a talent release phenomenon, and talent flow to pure Internet, enterprise digital services, e-commerce & new retail, and new energy automobile industry, and new energy vehicles have demonstrated strong talent absorption capabilities, widely absorbing talents from pure Internet, intelligent hardware, new life services, artificial intelligence, and enterprise digital service industries.
In the scale of recruitment companies, the report shows that in the past three years, the number of recruitment of enterprises with less than 100 employees and 1000-10,000 people has risen for three consecutive years, and has become the backbone of the job market. In contrast, the recruitment demand of giant companies with more than 10,000 people has declined in the spring recruitment in the past three years. This may be due to the fact that giant companies have entered a period of organizational adjustment, reducing the need for new recruitment.
Different from the hot new economy industry, new jobs in the Internet, e-commerce retail, and new life service industries have declined for three consecutive years, of which the number of new jobs recruited in the Internet industry in the spring of 2023 decreased by 45.45% year-on-year.
As far as the entire job market is concerned, during the spring recruitment period in 2023, the recruitment demand of enterprises with more than 10,000 people accounted for 23.14%, second only to enterprises with a scale of 1,000-10,000 people. This shows that enterprises with more than 10,000 people are still an important pillar for attracting talents and employment.
Changes in the average salary of new jobs in the spring recruitment new economy industry Image source: "2023 Spring Recruitment Talent Migration Report"
In the past three years of spring recruitment, the average salary of new economy industries has been showing a continuous growth trend. In the spring of 2021, the average salary of new jobs in the new economy industry was 36,123 yuan. By the spring of 2022, this number increased to 40,546 yuan, a year-on-year increase of 12.24%. In the spring recruitment of 2023, the average monthly salary was further increased to 43,448 yuan, a year-on-year increase of 7.26%. It is worth noting that this growth trend is taking place against the backdrop of a continuous decline in the number of new jobs.
The job market enters a saturation cycle
From the perspective of the overall employment situation, the report shows that in the past three years of spring recruitment, the ratio of talent supply and demand has continued to rise, and the competition for talents has intensified. In the spring recruitment of 2021, the talent supply-demand ratio was 0.45, which rose to 1.7 in 2022, and in the spring recruitment of 2023, the figure further climbed to 2.36, with an average of 5 people grabbing 2 positions. In the spring of 2023, the demand for recruitment positions will shrink, and the supply of talents will be saturated.
From the perspective of the requirements of the job description for academic qualifications, the proportion of requirements for bachelor's degree or above is increasing year by year, and the higher the education, the less competitive pressure. In the spring recruitment of 2023, the proportion of positions requiring bachelor's degree or above will be 9.75%, an increase of 3.47%; The proportion of positions requiring a master's degree or above was 8.9%, an increase of 3.09%; The proportion of positions requiring doctoral degree or above was 0.86%, an increase of 0.43%.
Specialist talent is the most competitive, with a supply-demand ratio of 3.53. The supply-demand ratio of undergraduate talents is 2.34, the supply-demand ratio of master's talents is 1.32, and the supply-demand ratio of doctoral talents and above is 1.23. Undergraduate talents are not only facing a huge group of undergraduate job seekers, but also facing the squeeze of downgraded employment of masters, doctors and other groups. This has led to an even more serious inflation of academic qualifications for undergraduate talents.
Seeking stability and downgrading employment have become the choices of many professionals. According to the report, during the 2023 spring recruitment period, the proportion of workers without job changes was 44.4%, while the survey at the end of February 2022 showed that this figure was 23.77%. In the spring recruitment of 2023, 20.69% of workers plan to change jobs, compared with 49.71% in February last year. Only 14.74% of workers in this year's spring recruitment took the initiative to change jobs. About 45% of job seekers have considered working in jobs that do not look at academic qualifications, such as food delivery, ride-hailing drivers, sales assistants, waiters, etc. 20% of job seekers will choose "downgrade employment" after a maximum of 3 months.
It is worth noting that in the past two years, Hangzhou's talent supply and talent attraction have continued to rise. The "Report" shows that in the first quarter of 2023, the supply of talents in Hangzhou increased by nearly 20% year-on-year. During the spring recruitment period in 2023, Hangzhou surpassed Beijing, Shanghai, Guangzhou and Shenzhen to become the city with the strongest talent attraction, with the highest inflow and outflow ratio reaching 1.17. Dingsheng Bin believes that Hangzhou's strong attraction to talents makes enterprises more relaxed in talent selection, and the types and levels of talents are richer.
Daily economic news