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"gold nine silver ten" each year will usher in the recruitment season. For white-collar workers in the workplace, the golden autumn season is also the peak season for the job hopping. Festival. Since 2016, China's GDP has maintained a downward trend of stability. In this context, what is the choice of white-collar workers in the busy season in Ji'nan this year?
dissatisfaction with salary level is the main reason for white-collar job hopping,
staff They investigated the job hopping intentions of white-collar workers in the Ji'nan region in the fall of 2016, respectively from the white-collar business confidence index and the desire for job hopping, and recovered 792 valid questionnaires. The survey showed that 31.7% of white-collar workers in the Ji'nan region expressed confidence or confidence in their career. The white collar confidence index in the autumn of 2016 was 3.05, slightly lower than the national average of 3.07. The confidence index of 3.25 in the spring of 2016 declined slightly, indicating that white collar workers in the Ji'nan region continued to continue their confidence in the cause of 2016. Down state.
58.2% of white-collar workers in Ji'nan are actively engaged in the search for new jobs, of which 13.9% of the white-collar workers are going through the formalities, 44.3% of the white-collar workers have updated their resumes, and 31.6% of the white-collar workers say they have a job hopping intention, only temporarily without action. It is clear that white-collar workers who do not want to job hopping or do not job hopping account for only 10.2% of the total survey. This has something to do with white-collar workers' lack of confidence in their career in 2016, hoping to find better jobs.
among the reasons for the job hopping, the highest number of votes is the salary level. 44.3% of the white-collar workers choose to jump out of the job because they are not satisfied with the salary level. Secondly, 40.5% of the white-collar workers are not interested in the job prospects and are not interested in the present work because of the limited position of promotion. It is also an important part of the white collar job hopping in Ji'nan area. Because of. For the employer, the most important thing is to provide a competitive salary. In addition, it is also a means to improve the talent's attractiveness by providing a reasonable career development path and welfare treatment for the employees.
the highest turnover rate of white-collar workers in products, design and sales posts is the highest in the 1980s. Due to the lowest confidence of the post-80s and 90s, the enthusiasm for job hopping is the highest. Among the white-collar workers involved in the survey, the post-80s had the highest proportion of the actual job hopping (including the handling of the entry / turnover procedures and the resumes), which was 58.9%, followed by the post-90s, and the proportion of actual job hopping was 56.3%. After 60 and 70, the proportion of job hopping was relatively low, 47.1% and 33.3% respectively.
from different industries, the white-collar in the energy / mineral / environmental protection industry has the highest proportion of the actual job hopping, reaching 63.4%, influenced by macro policies such as the structural reform of the supply side, and the low employment boom of the industry, so the proportion of white-collar workers choosing the job hopping is the highest. Secondly, the transportation / transportation / logistics / warehousing industry, the proportion of the actual action of the job hopping is 59.7%. With the continuous development of China's electronic commerce, the recruitment demand of the e-commerce industry continues to increase, and the talents in the industry are also inclined to seek better job opportunities in the job hopping season. Due to the negative factors such as bank layoffs, the financial industry has a higher proportion of actual job hopping, which is 58.9%. In addition, the proportion of white collar job hopping in services, culture / media / entertainment / sports, IT/ communications / Electronics / Internet, real estate / construction industry is also relatively high, mainly because the industry is relatively prosperous, the enterprises have higher recruitment needs, and white-collar workers are looking for better employment opportunities. The choice of the job hopping.
from the different positions, the white-collar job hopping intention of the product, design and sale is the highest. In the fall of 2016, the proportion of the actual action of the job hopping is above 60%. The demand for talents is higher in these posts, and the mobility of talents is relatively high. With the increasing scale of small and medium-sized enterprises in China, more and more enterprises have strong demand for market and technical talents, so liquidity is strong. The actual proportion of legal and human resource posts in white-collar job hopping is relatively low, 42.8% and 42.3% respectively.
Beijing, Changchun and Xiamen white-collar workers are most keen to jump from the job hopping activity of white collars in different cities in the fall of 2016. Beijing has the highest proportion of actual job hopping, which is 70.9%, 64.8%, 62.6% and 61.2% in the traditional first line cities of Shanghai, Guangzhou and Shenzhen. High-level。 In addition, Changchun, Hefei, Fuzhou, Shijiazhuang, Kunming and other provincial capital cities have relatively high white-collar job hopping. The actual proportion of job hopping in white-collar workers can reflect to some extent that job mobility in provincial capital cities is more frequent and the attractiveness of talents is higher.
HR experts believe that the growth of each person's career depends not only on its own efforts, but also by the external economic environment and the development of the industry and the enterprise in which it is located. The white-collar who pursue self value in the workplace can not blindly jump out of the current salary level when facing the new choice. It needs to combine the current overall economic situation and the trend of industry development, and rationally formulate long-term career planning from its own work experience, skills and interests.
from the point of view of the enterprise, understanding the needs of white-collar workers and the changing situation in the recruitment market will also help to adjust the human resource planning of the enterprise itself. In accordance with its own development planning, and the arrangement and demand for talents, the enterprise can make the maximum benefit to the employees, and also make the most beneficial to the enterprise's own development, so that the employees create the greatest benefits and values for the enterprise, and the employees themselves achieve the goal of the profession, and the cooperation and cooperation of the two sides win together.