In the age of job advertisements and recruitment posters, we seem to be stuck in a strange dilemma: crowds of job seekers wander the streets and alleys, but it is difficult to find a satisfying job; The doors of the factory were wide open, and it was a long time to wait for a willing worker to join the company.
It's a weird puzzle that seems to be in a market that should be in good supplyHow did it quietly turn into a tug-of-war battlefield that was not satisfactory to both sides?
On the one seekers are holding resumesWith a vision of a better future,In the face of the reality of salary, I was disgraced again and again. There is an insurmountable gap between their expectations and the company's offer.
Although the salary offered by the company is not low, in the eyes of job seekers, it seems that this salary is not even close to the edge of their dreams. This numbers game is not only about the numbers of money, but also about the gap between expectations and reality.
On the other hand, enterprises are faced with a large number of resumes, like a hungry traveler looking for water in the desertUrgently needed, but difficult to meet.
They complain that today's workers are too picky, either disgusted with the work too tiring, or feel that the pay is too small, and they have more consideration for the choice of workIt's no longer just a survival need.
Behind the phenomenon is a reflection of a deep social transformationFrom a single subsistence type of employment to a personalized and diversified employment choice.
Entering the job market is like stepping into a psychedelic forest woven by age and expectationsPost-80s, post-90s, post-00s - these digital labels not only represent the age of birthIt is also a boundary monument of mentality and values.
As the first generation after the reform and opening up, the post-80s generation has the courage to pioneer on their shouldersThere is also the burden of responsibility. It has experienced the birth and growth of the Internet and witnessed the transformation from a planned economy to a market economy.
Now they are stepping on the threshold of middle age and facing a mid-life crisis in the workplace, and they may not only care about the salary figure, but also the stability of the position and the needs of the family. In their eyes, a job is not only a tool to make money, but also a symbol of social identity and life value.
The post-90s generation has stepped into a more diverse and open worldGrowing up with the rise of the digital age, they have a higher desire for individuality and self-realization, and they do not want to be defined and are not satisfied with being just a screw.
What they want is a platform to shine and the freedom to pursue their dreams. On their job search lists,There may be more emphasis on the creativity of the work, the vitality of the environment, and the space for development.
The post-00s entered the market strongly, they were born on the Internet and grew up in the torrent of informationFor them, globalization is not news but the everyday. They have a wide range of horizons and are therefore imaginative in their choice of work.
They are not afraid of change and are eclectic, and for them, the boundaries between work and life are becoming more and more blurredWork is life, life is workPursuing a lifestyle full of passion and meaning became their label.
Faced with the different expectations of these three generations, the job market is a bit overwhelming. Companies tend to stay at the time of recruitment"Experienced" and "moderately paid".Within the old-fashioned framework, it is rare to really touch the expectations of these job seekers. Like a cross-generational dialogue, both sides are expressing themselves in their own wordsA common channel has been found for a long time.
Companies are facing a difficult climb in their own hands as they search for candidates with dreams and expectations in the job marketHow to find a balance between the rope of cost and the magnetic field of talent.
The cruelty of reality is that although we understand the preciousness of talents, the wallet of enterprises is not always bulging. In terms of employment and cost controlBusinesses are like high-altitude acrobats walking on tightropes, and if you are not careful, you can lose your balance.
In this context, enterprises often fall into a dilemma: whether to improve the treatment to attract high-quality talents, or to continue to squeeze the existing employee resourcesHave them work overtime to keep costs to a minimum?
In the short term, overtime seems to have become a sweet spot for quickly solving workload problemsYou don't have to hire new people and you don't have to pay extra salariesIt seems that the existing staff can make up for the lack of manpower with more time.
In the long run, the overtime culture is like a time bomb, buried in the company's cultureIt can lead to low employee morale, depletion of creativity, and even a large loss of excellent talent.
How can companies make the best moves in this delicate game? The secret to balancing costs and employee satisfaction lies in innovation and adaptation. On the one hand, enterprises can reduce unnecessary labor costs by improving work efficiency, introducing automation technology, and optimizing management processes.
On the one hand, by creating a more attractive corporate culture, providing flexible work arrangements and career development opportunitiesIt can increase employee loyalty and job satisfaction.
This is a long-term investment that may require additional costs upfrontIn the long run, a stable and efficient team is a reliable guarantee for the sustainable development of the enterprise.
On top of this, companies need to understand the voices of job seekers of different generations and try to create a diverse work environmentProvide stability for the post-80s, creativity for the post-90s, and freedom for the post-00s. This strategy keeps the team aliveIt also finds resonance in all age groups to enhance the cohesion and competitiveness of the entire enterprise.
Between the shortage of labor in enterprises on the one hand, and the employment difficulties of newcomers in the workplace on the other, the solution seems to have become a difficult puzzle to overcome. The key to solving this puzzle may not be as complex as it seems, and perhaps the core of the solution lies in innovation and adaptabilityOne cannot be the other.
Companies can optimize the recruitment process through sound human resource planning and market trends** to ensure:"Just right".employment. means that businesses need to move away from traditional"Crowd tactics".Shift to a more granular talent management strategy.
Through the project-based work arrangement, superior forces can be concentrated when necessary, and reasonable deployment can be carried out after the project is completedIt not only ensures work efficiency, but also avoids the waste of human resources.
Adopting remote work or flexible working hours can attract more young talent who are looking for work-life balanceIt can also expand the scope of talent recruitment and alleviate the labor shortage caused by geographical restrictions.
At the policy level, measures to promote employment can be introducedFor example, providing tax incentives, entrepreneurial support and vocational trainingto stimulate the dynamism and mobility of the labor market.
The education system should also adapt its training programs to ensure that students graduate with skills that match market demand. Only policy, education and enterprises work togetherIn order to effectively alleviate the contradictions in the job market.
In these rapidly changing times,Constantly improve yourself, broaden your skills, and maintain a lifelong learning mentalityIt is a compulsory course for every working person. Enterprises should provide corresponding training and further education opportunitiesHelp employees grow and build a bridge to a higher career ladder.
In exploring the solution to the problem of labor shortage and employment difficulties, we have found a win-win way out - a simple strategic adjustment, which is a comprehensive change involving policy formulation, education reform and corporate culture innovation.
Change requires companies to plan their human resources more intelligently, to develop precise measures to promote employment, and to constantly update the education system to meet changing market demands. Every person in the workplace should also take up the banner of self-improvement and embrace the concept of lifelong learning.
It's about the employment numbers of the moment, and it's about building a healthier, more dynamic and inclusive workplace ecosystem. Everyone can find the right place for them, every company can find the right talent, and the society as a whole can be more prosperous and harmonious as a result.
The exploration is not over, just as businesses and individuals need to constantly adapt to changes in the market, the future of work is full of challenges and opportunities. Embrace this change together and create a future full of possibilities.