Security market development prospects Bright SMEs are now "labor shortage"

After the Spring Festival, it should be time for enterprises to fully restore production and get on track, but the phenomena of "shortage of labor" and "recruitment difficulties" of small and medium-sized enterprises have once again become prominent, hindering the sustainable and healthy development of enterprises.

According to a survey conducted by the Mestre Talent Institute, 50% of Fujian Province's enterprises, which are one of the areas that started earlier in the security business in China, have difficulty in recruiting workers, and only one in 10 enterprises have shown that recruitment is easier. In terms of job remuneration, the number of jobs between 1,000 and 2,500 yuan accounted for more than one-third of the number of jobs. Nearly half of the jobs were negotiable, and more than 3,000 jobs accounted for only one-tenth.

One person is hard to find another core area of ​​security development - the Pearl River Delta region is also facing the problem of recruitment difficulties, according to the Guangzhou City Human Resources Market Service Center released last December to January this year, the number of 330 mobile workers in Guangzhou more than 200 people The survey results of enterprises show that the manufacturing industry is still an industry with a large gap in labor demand, accounting for about 20% of the current employment, and the top three industries for labor shortage are clothing, electronic appliances, and food manufacturing. In particular, labor-intensive processing and manufacturing "recruitment difficulties" are more prominent.

According to the data provided by China Security Industry Association, we can find that private enterprises in security companies account for nearly 70% of the total, and a large part of them are small and medium enterprises. Although this part of the company itself has a certain degree of scientific and technological innovation capabilities, and in the security industry, the rapid development of the opportunity to have good economic benefits. However, a considerable part of it is still a labor-intensive security processing and manufacturing company. This part of the company may face extraordinary pressure in the face of "difficulty in recruiting workers."

Judging from the current three major areas of security distribution, the Pearl River Delta region, as the major birthplace of China's security industry, has now become China's largest industrial cluster for production and manufacturing of security products. The development of the security industry cluster in the “Pearl River Delta” region is characterized by the advanced manufacturing of security products, the complete system, and the outward-oriented economy. However, the industrial type still belongs to the labor-intensive industry, and is dominated by small and medium-sized enterprises. From the above analysis and our daily media reports, we can see that the “difficulty of recruiting workers” phenomenon in the Pearl River Delta region is particularly serious.

How is it so difficult?

Why is labor-intensive processing and manufacturing companies in the security industry facing such great pressure? How should this part of the enterprise take advantage of this talent war?

According to the survey, 30% of respondents are dissatisfied with the company's environment, treatment, and work place. They think that there are few recruitment information and 24% of them have no place to get recruitment information. The most important factors for job seekers are: salary level (40%), development space (24%), work environment (14%), job ease (8%), and company visibility (7%). We can find that the salary level and development space are the two major driving forces for the smooth recruitment of enterprises.

In addition, there are three direct reasons for “recruitment difficulties”. First, information asymmetry, job seekers face a large amount of recruitment information, can not find their own posts, and companies face a large number of job seekers, often a huge manpower and material resources Still can't find the right talent. Second, the structure of recruitment and job seekers' capabilities is inconsistent. Job seekers and businesses are not clear about their positioning, resulting in frequent loss of employment and recruitment. Third, there is a gap between the expectations of job seekers and the requirements of companies for talents. Or job seekers expect too much and companies can't meet. Or the company's demand for talent is too demanding.

Digging deeper, we will find that the “difficulty in recruitment” phenomenon is closely linked with the national and local economic development.

First, the economic structure of the eastern coastal areas has been adjusted and upgraded, and labor-intensive processing and manufacturing industries have gradually migrated to the interior. This has also contributed to the sustained economic development in the Mainland. Many migrant workers can achieve local employment and do not have to travel south or north to find work. . Therefore, the labor-intensive processing and manufacturing companies in the southeastern coastal regions face difficulties in recruiting workers.

Second, with the continuous improvement of the living standards of the society, if the company still recruits according to the original salary standards, it is estimated that nothing will be gained. Coupled with the continuous rise in the price level in recent years, people's living costs continue to increase, the job seeker's requirements for salary and treatment have gradually increased, especially for the soft environment provided by enterprises attaches great importance. After the introduction of the new version of the labor law, many processing and manufacturing companies were unable to adapt to new requirements and faced "recruitment difficulties."

In the second half of last year, the phenomenon of financing difficulties for SMEs came to an end. Although the central and local governments have introduced many supportive policies and measures, they still face many difficulties in their implementation. For example, if SMEs want to apply for the country’s 15 billion SME development fund, they will face this rigorous review. This has also increased the pressure on companies to invest in human resources.

Security and prevention of small and medium-sized enterprises, how to solve the "recruitment difficulties" problem, from a large point of view, labor-intensive security-oriented manufacturing enterprises need to take advantage of the opportunities of national economic restructuring, change the direction of business development and methods, pay attention to investment in technological innovation, In this way, companies can survive.

As companies survive, it is time to consider how to attract talent and retain talent. In the current state of the enterprise, raising wages is an important way to solve the difficulty of recruiting workers, but security companies provide a superior soft environment and are more attractive. Enterprises should ensure the implementation of social security, medical insurance and other welfare policies, increase the overall salary level of key positions and talent shortage positions, meet the job seeker's job hunting expectations, strive to retain payroll, and improve the employment stability of talents.

Second, we must strengthen corporate culture, improve the working environment and living environment, and use humane services to retain talented people.

Finally, it is necessary to enable the recruits to fully play their role and fully reflect their value.

Safeguarding small and medium-sized enterprises can only gain an opportunity in the complicated and talented battle for talents only by increasing the salary and salary of the enterprises and attracting outstanding technical talents in a superior soft environment.

In addition, local government management should increase support measures, for example, the local government needs to allow local migrant workers to gradually enjoy the benefits of citizenization. “For example, children can apply for housing protection, strengthen the coverage of medical insurance, etc. In particular, employment support measures for vulnerable groups such as migrant workers are being sought. Vocational skills training and psychological counseling in the workplace are offered to help job-seekers acquire vocational skills and improve the employability of job seekers.