In recent years, some factories in China have said that they are facing the problem of "difficulty in recruitment". Factory owners generally reflect that there are certain difficulties in recruiting post-90s or post-70s. This article will conduct an in-depth analysis of this problem from the aspects of the background differences between the two generations, the change of employment concepts, and the imbalance of industry treatment, and the possible solutions.
First: the post-90s: behind the reluctance to work in a factory.
The post-90s generation is a generation born after China's reform and opening up, and they grew up in a relatively affluent era and enjoyed high-quality educational resources. As China's economy grows, jobs in knowledge-based and service industries far exceed those in manufacturing. Therefore, the post-90s generation is more inclined to choose to work in white-collar workers, Internet and other industries, pursuing higher treatment and personal development space. In addition, the high intensity, low skill requirements and heavy physical labor of factory work also discourage the post-90s generation.
Second: the post-70s: the factors of hesitation and worry.
The post-70s generation is a witness to China's reform and opening up, and they have experienced turbulent social changes. With the deepening of reform and opening up, the policy of giving priority to the development of urbanization and modernization has led to the backwardness and difficulties of some traditional industries. Therefore, the post-70s generation is afraid to use factory work, mainly because they are worried about the uncertain prospects of the industry and poor job stability. They are more inclined to choose more stable employment in ** institutions or large enterprises, and pursue a stable career and retirement benefits.
Third: the imbalance in the treatment of the industry exacerbates the difficulty of recruitment.
In addition to the different historical backgrounds and employment concepts, the imbalance in industry treatment is also an important factor that causes factories to face difficulties in recruiting workers. Compared to other industries, factory jobs are relatively low-paying, but the work intensity is higher. This makes many skilled workers more willing to choose other industries for higher income and benefits. In addition, some factories are unable to provide a good working environment and career development space due to competitive pressure, which also exacerbates the problem of recruitment difficulties.
The solution: balance the development of the industry and the protection of workers' rights and interests.
In order to alleviate the problem of recruitment difficulties, we need to work on two aspects. First of all, industrial policy should focus on the development of traditional manufacturing and provide more opportunities for skills training and technology upgrading to increase the attractiveness of factory jobs. At the same time, vocational training institutions and enterprises should actively cooperate to improve the skill level of workers and make them more competitive in factory work. Secondly, factory owners should try their best to improve the salary and benefits of employees, create a good working environment, and provide opportunities for career development for employees. Only by balancing the development of the industry and the protection of workers' rights and interests can we solve the problem of "difficulty in recruitment".
To sum up: the problem of "difficulty in recruitment" is a real challenge faced by Chinese factories. We cannot simply blame a certain generation's perception of employment or the imbalance in the industry. On the contrary, we should start from multiple dimensions, including the background of different generations, changes in employment concepts, industry development and other factors, to find a solution. Feel free to share your insights and suggestions on this issue in the comment section!