According to data from the Ministry of Human Resources and Social Security, in the fourth quarter of 2022, the job search rate of urban public employment service agencies was 1.46 (100 job seekers correspond to 146 job needs), while the job search rate of manufacturing skilled talents has been above 1.5 for a long time, and the recruitment rate of high-skilled talents has exceeded 2.
On the one hand, blue-collar groups frequently change jobs due to the impact of wage income and job stability, and superimposed on the impact of the previous epidemic, the flow of blue-collar talents from manufacturing to urban service industries has intensified; On the other hand, with the increasing digitalization and intelligence of the manufacturing industry, some of the manual labor of Pulan work has begun to be replaced by machines, and the other part of the work has put forward new requirements for the skill level of technical jobs Deep Blue and Rui Blue that may turn to white-collar development, and employers have fallen into the dilemma of recruiting workers.
Blue collar workers have changed, and so has the wind direction of recruitment platforms.
At present, enterprises use the Internet to recruit, a large number of blue-collar talents from recruitment websites to find jobs, human resources enterprises to use the Internet to carry out various employment training and skills training, these have long become a common phenomenon. In recent years, "Internet + Employment" has shown many new trends and trends, such as holding large-scale online job fairs, launching public welfare live classes, live streaming "posts", online interview signing, and so on. These innovative measures provide strong support for job seekers to accurately seek employment.
Baohang Manpower Group keeps up with the development and rapidly develops an intelligent labor dispatch system.
From the data level: Based on real and rich blue-collar human resources data, real-time and multi-dimensional mining of data insights, summarizing industry experience, helping enterprises formulate targeted labor dispatch solutions and help scientific decision-making.
Algorithm level: With the support of big data, build a blue-collar industry knowledge graph, enrich the portrait of blue-collar talents, and use artificial intelligence technology to help solve the difficulty of talent search, large demand for talents, urgent arrival of talents, and accurate matching of people and positions, helping enterprises find suitable blue-collar talents "faster" and "more accurately".
Process level: Intelligent automation is deployed throughout the labor service process to replace repetitive manual operations and improve labor service efficiency. From the underlying data-driven, to algorithm-empowered blue-collar talent pool, to automation throughout the recruitment-to-post process, Baohang has created a set of intelligent accelerators for enterprises, with AI, BI and automation to achieve double acceleration of recruitment efficiency and rapid arrival at the post.
The three dimensions are committed to solving the recruitment problems of manufacturing and blue-collar talents, and fully realizing the service model of "recruitment ~ face ~ factory" of enterprises and talents with online + offline multi-end collaboration.
It is understood that Baohang Manpower Group has been based on the industry for 12 years and has been adopting a vertical and heavy operation model to provide customers with in-depth vertical services of information + service + data. Taking "accurate, batch, and speed" recruitment services as the starting point, we can reduce costs and increase efficiency for enterprises while solving blue-collar job search problems. Among them, labor dispatch is the main service, which realizes rapid talent matching and transportation for manufacturing, logistics and distribution, Internet technology, electronic information, food production, medicine, finance/insurance, construction, energy, government/institutions and other industries.
However, in general, in terms of technical content, the current "Internet + employment" model is still in a relatively preliminary stage of information sharing and resource integration. The most critical constraint to the development of "Internet + employment" is whether information technology and digital technology can be deeply integrated with employment work, and whether the policy resources mastered by job seekers and education departments can be fully integrated with the technological advantages of recruitment platform enterprises. Only by continuously promoting technological iterative innovation, strengthening the application of cutting-edge technologies such as cloud computing and big data, and launching more functions such as data analysis and job screening can we tap more suitable job resources for graduates, provide valuable employment guidance, and help high-quality employment "come naturally" with accurate matching of people and positions.
In the future, Baohang Human Resources Group will continue to closely follow the development of the Internet, help more enterprise users manage applicants, achieve multi-directional cooperation, and strive for more benefits and more jobs for candidates.