TU-TESL

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Since last year, the domestic power battery industry has accelerated into the shuffling acceleration stage, and the expansion speed of relevant enterprises has slowed down significantly. In response, the hot market recruitment demand in the past few years has shrunk, and talent mobility has begun to cool down. Recently, many lithium related enterprises have been found in the research of lithium batteries in high industry. Since October 2018, some enterprises have basically stopped recruiting or non core positions. The leading enterprises with stable development are mainly school recruitment, supplemented by social recruitment. Second tier and third tier enterprises adopt precise recruitment strategy, which requires talents to be comprehensive, low-cost, stable and pursue higher cost performance. The reason is that before the era of all-round electric vehicles, the power battery industry is suffering from "pain". The enterprises involved need to select more rational talents to survive to the end and see the dawn of victory. This is a good thing for the industry. On the one hand, from "digging the wall" in the past to considering the cost performance ratio more now, it is conducive to the high-quality development of enterprises and industries. On the other hand, it also promotes the real powerful enterprises to win, while eliminating some competitors with poor products and weak profits. Now approaching the end of the year, it is necessary to summarize the cooling results, industrial talent selection and suggestions of power battery industry talents. Since this year, with the fierce competition in the power battery industry and the increased concentration of the industry, many second-line and third-line factories have been forced to withdraw or scale down. The senior lithium battery company learned that a group of employees were forced to resign from the second and third line battery factories and choose new jobs. Among these people, there are three final career flows. The first is the former head enterprises such as ATL, catl and BYD. This part pursues development or enters the second and third tier enterprises for family reasons. Now the second and third tier enterprises are impacted by the market, downsizing and downsizing. These people are less likely to return to the head enterprises, and they will generally flow to the second-line or head enterprises that have strength. The second is a new person in the lithium battery industry. Affected by the prosperity and development of the original industry, this wave of people are hopeful to get their dreams from the lithium battery industry. As a result, new energy subsidies have declined this year, the market situation is not good, and there are not many jobs. So a large part of them choose to change careers, or to recruit first-line and second-line enterprises. The third is the former employees in the second and third tier enterprises. As the second and third tier enterprises suffer the most impact in the market baptism, they have to go to the head or have the strength of the second tier enterprises to work. However, the competition between the top and second tier enterprises is fierce. Their original background is not hard enough, and the interview is difficult. Some people may be in an awkward position of high failure and low failure. As for the selection of talents in the power battery industry, Han Xudong, general manager of Zhongtian and automation, thinks that they should not pay too much attention to the background of talents. Otherwise, it is very likely that the talents recruited will not be able to create corresponding business interests due to various reasons such as being unable to adapt to the enterprise. Even if it passes the probation period in the future, it may not match for a long time, which will cause waste to enterprises and individuals. "Professionals want to develop well in the market baptism. On the one hand, we should solve problems and create value for enterprises. On the other hand, the ability should be constantly developed to adapt to the skills required for the promotion of the position. The fierce professionals, finally, have to start their own businesses and become entrepreneurs, striving to be the first in the wave of market economy. Or go to a bigger company and take on the responsibility of a business department. ” said a senior industry official. Wang Biyang, a partner of Qinhan Human Resource Management Consulting Co., Ltd., told the high tech lithium battery industry that the selection of people in the power battery industry now depends on the industry and company background first, and there should be no big deviation. Second is the ability to resist pressure, the degree of integrity, the ability to solve problems and other soft power. Finally, there are hard requirements for stability and skill potential. Wang Biyang also said that in terms of talent training in the industry, ATL and catl are relatively more worthy of reference. On the one hand, their talent training system is perfect and their career development model is comprehensive. After the new employee enters the position, regardless of the original industry background, he can be integrated into it. On the other hand, as long as the newcomers stay for more than one year, they can learn certain workplace skills and enhance market competitiveness. In the face of talent cooling, enterprises may need to be more cautious about the number and quality of talents they need. In this regard, Han Xudong believes that enterprises and talents are symbiotic, and only when they cooperate with each other can they achieve success and grow together. In terms of quantity, we should not be greedy for more, but focus on precision. When we recruit a talent, we should maximize the value and help enterprises solve more problems. A senior professional suggested that leading enterprises could further improve their career development mechanism and reduce their dependence on a single talent. At the same time, we should judge the situation and attract more talents with the most cutting-edge technology and product technology. A senior official of Yuchen automation said that market talents are very important. On the one hand, getting more orders means that enterprises have more business and profits. On the other hand, as the first level to connect customers, marketing personnel are related to the company image, brand and so on. At this stage, we think that enterprises should consolidate and strengthen the talent team. As for recruitment, if it does not meet the actual benefit demand for the time being, try to choose not to recruit. On the one hand, the salary and welfare of the talents recruited are generally not low, and the opportunity cost is high. On the other hand, for the input-oriented and newly established enterprises, they are not necessarily able to create high efficiency if they want to recruit talents.