With the development of the economy and the adjustment of the industrial structure, the shortage of labor has become a common problem faced by many regions and enterprises. Puzzledly, many factories prefer to recruit workers at a high price through intermediaries rather than directly recruit themselves when faced with labor shortages. What is the hidden reason for this? Today, let's explore the deep-seated reasons behind this phenomenon.
1. Behind the phenomenon of labor shortage: the imbalance between market demand and labor supply
Labor shortage, as the name suggests, is a phenomenon in which demand exceeds supply in the labor market. With the advancement of technology and the upgrading of industries, some traditional industries have gradually transformed, while new industries have sprung up. This rapid change has led to a short-term supply-demand imbalance in the labor market. On the one hand, enterprises need a large number of labor to support production and development, and on the other hand, the labor force in the market cannot meet this demand.
2. Why do factories favor intermediary recruitment?
In this case, many factories choose to recruit workers through intermediaries. The main reasons behind this are as follows:
1. Efficiency first: Intermediary companies usually have a complete recruitment network and channels, which can quickly gather a large number of job seekers and provide sufficient labor resources for the factory. In contrast, factories recruit on their own, which requires a lot of manpower and material resources, and the efficiency is often not satisfactory.
2. Cost control: Although intermediary fees are relatively high, factories can spread out recruitment costs by working with multiple intermediaries. At the same time, the intermediary company can also provide some additional services for the factory, such as employee training, management consulting, etc., to help the factory better control costs.
3. Risk aversion: Self-recruitment may encounter various risks, such as recruiting employees who do not meet the requirements, employee turnover rate, etc. The intermediary company will screen and review the job applicants to ensure that the employees provided to the factory meet the recruitment requirements and reduce the employment risk.
3. The deep-seated reasons why factories do not "self-recruit" workers
While there are many advantages to hiring through intermediaries, there is much more to it than meets the needs of factories to recruit workers on their own. Here are some of the deeper reasons:
1. Difficulty in recruiting workers: With the development of the economy and the change of demographic structure, many young people are more inclined to choose service industries or high-tech industries than to enter the traditional manufacturing industry. As a result, factories face great difficulties in the recruitment process.
2. High employee mobility: The working environment and treatment of factory employees are relatively difficult, coupled with the high intensity of work, resulting in high employee mobility. Self-hiring requires a significant investment of time and effort into training new employees, and once employees are lost, those investments are wasted.
3. High management pressure: Self-recruitment means that factories need to take on more management responsibilities. Including employee training, attendance management, compensation and benefits and other aspects need to be handled by the factory itself. This is undoubtedly a huge challenge for some smaller or less managed factories.
4. How to solve the problem of labor shortage?
Faced with the problem of labor shortage, factories and the government need to work together to find solutions from multiple aspects. First of all, factories can improve the working environment and reduce employee turnover by improving employee treatment and benefits. At the same time, strengthen cooperation with intermediary companies to improve the efficiency and quality of recruitment. Second, the government can introduce relevant policies to encourage young people to enter the manufacturing industry and train more skilled workers. In addition, vocational education and training can be strengthened to improve the skills and quality of workers and meet the needs of enterprises for high-quality labor.
5. Looking to the future: the solution to the problem of labor shortage
Solving the problem of labor shortage requires long-term efforts and multi-faceted cooperation. With the continuous advancement of technology and the acceleration of industrial upgrading, the future labor market will face more complex and changeable needs. Therefore, we need to improve the quality and skills of the labor force from multiple aspects, strengthen communication and cooperation between enterprises and workers, and jointly deal with the challenges brought about by the labor shortage.