LED lighting companies how to attract talent

In 2014, the labor force in the Pearl River Delta region was seriously drained, and the lighting industry was also labelled as “the most difficult to recruit industry”. A company official told reporters: "Recruitment is not recruiting people, but people!" Faced with the renewed strife in the lighting industry labor shortage, how should companies play a "war of talent defense"?

Enterprises to attract talent depends on the concept of deputy general manager of Guangdong Juke Lighting Co., Ltd. Wang Junhua

Why some companies recruit people is difficult to recruit, but some companies are very easy, which has a great relationship with the company's employment concept.

This year's opening of the year, Juke Lighting's employee rework rate is as high as 90% after the year, and this is thanks to Juke lighting's employment concept, which makes the stability of the employees so high. When employees come out to work, they hope that they will return home and have a dream of being a boss. This requires a good platform for development. If the company can provide a good platform for development, so that everyone has a place to display their talents, this is crucial for retaining employees, so we call it “Gaijin Hui Energy”. .

In summary, the recruitment of enterprises is "what kind of cause you have to plant what kind of fruit." Enterprises can not start from the cost point of view in employing people. Enterprises certainly hope that the lower the cost of staff costs, the better, but it is certainly difficult to retain employees. Regarding wages, regardless of profitability in the previous year, employees of Poly Lighting have an annual growth target. However, it is suggested that lighting companies do not have to pay for the wage cards while recruiting. After all, for traditional lighting companies, the range of wages they can afford is limited. The key lies in the concept of employing people rather than simply higher than others. One hundred or two hundred dollars are paid.

In addition, the operating specifications of the lighting company: in the company, employees can see hope; work environment is good, the workshop environment is better than the office; good salary, all employees buy five insurance and one gold so that the stability of the staff is extremely high.

Low attractiveness of talent in the lighting industry

Zhongshan Guzhen Jinling Lighting Factory Deputy General Manager Xiao Nanfang

At present, there are many reasons for the emergence of recruitment in the lighting industry: First, the influence of environmental factors. With the development of the economy in various parts of the country, many older generations of migrant workers are reluctant to come out. After all, the wages at home are not low, and they are close to home to take care of the family. This diverts a large part of the migrant workers; The lighting industry has a low attractiveness of talents. Now a new generation of migrant workers will pay more attention to the industry and the company’s visibility and development space. This is very uncompetitive for the lighting industry. The lighting industry is mostly small businesses and new. A generation of migrant workers are reluctant to enter such a small factory.

But the industry characteristic of the lighting industry is that product characteristics determine that it must rely on a lot of labor development. In the middle of the LED can also use modern machinery and equipment, but in the downstream application market basically only by people, only part of the link can rely on the machine to replace.

Currently, Jinling Lighting still lacks 20% of its employees, of whom the majority are first-line production employees. In order to welcome the next peak of orders, the company also sent several groups of recruiters to recruit. At the same time, the company has also strengthened welfare measures, such as increasing the number of spouses.

There is a deviation between talent and job matching

Guangdong Liangdi Lighting Co., Ltd. Personnel Administration Manager Song Hao

Looking at the domestic talent market, there is no shortage of job seekers. Especially in the Yangtze River Delta and Pearl River Delta regions, their unique economic advantages have attracted a large number of job seekers. However, “recruitment difficulties” are still continuing. The main reason is that the There is a deviation in the degree of matching of company positions. When a company is employed, it often sets a threshold similar to “work experience is preferred”. It virtually eliminates many job seekers. In addition to valued work experience, companies place greater emphasis on job seekers' ability to work and respond to changes. When job seekers work across companies, industries, and professions and come to new businesses, they often find it hard to resist.

As the development time of the LED industry is not long, technical personnel are relatively lacking, and it is difficult to recruit relevant talents in the talent market. From the beginning of the year to the present, Liang A Lighting has been recruiting, including placing job advertisements in industry media, posting employment information on employment websites, participating in large-scale employment fairs in the Pearl River Delta, and hiring headhunters to hunt talents. Although the salary offered by Liang A Lighting is high in the entire lighting industry, it is difficult to find talents that match the positions.

For LED companies, retaining people is more important than recruiting people. This requires companies to strengthen their own internal hardware and software construction, improve the working environment, strengthen the corporate culture; establish a sound talent echelon training, through the enterprise training, internal promotion and other systems to solve recruitment problems, so that talent and post match .