Sanitary companies how to deal with "recruitment difficulties"

In recent years, sanitary ware companies, as a high-intensity enterprise integrating manufacturing and service, have generally encountered the problem of “recruitment difficulties”, especially for first-line operators and sanitary technicians. Nowadays, many sanitary companies pay about 1,500 to 4,500 yuan a month for recruiting workers, and there is not much demand for ** and age. Most of the units have also opened a “convenience door” for food and shelter.

Although the conditions are fairly good, the number of people who come to apply is very limited. A person in charge of a bathroom company said: “The demand for skilled workers is very large this year, but generally speaking, the wages for skilled workers have barely risen. Because of this situation, it is very difficult to recruit a more satisfactory technical worker. ”

Today, a new generation of migrant workers is already different. Many of the new generation of migrant workers nowadays, especially after the 90s, pay more attention to their own development and are more aware of the protection of their rights and interests. They hope that enterprises will provide them with a better employment environment and the government will provide them with better vocational skills training. Policy support. Sanitary companies must change their own concept of employing people to adapt to the current changes. At the same time, they must put the recognition and respect of employees in the first place.

Sanitary companies want to create a warm atmosphere and treat each other sincerely. Many employees now think that work is not just a means of making a living. It is more an important way to realize their personal value and develop themselves. Therefore, sanitary ware companies also need to care about the training and development of employees, and the evolution of the company's work into a platform for employees to learn and grow and career development, rather than a simple exchange of labor.

To cope with this predicament, light-up wages are not enough and there is family-friendly care. It is understood that some front-line employees in sanitary companies have a salary of more than 2,500 yuan. They have established a trade union organization that safeguards the legitimate rights and interests of employees, handled various types of insurance for employees, provided free meals for all employees, and distributed welfare items on holidays. Each year, the company organizes all employees to travel, medical examinations, distribute birthday cakes, and organize various forms of cultural and sports activities. In addition, I am an outside employee who serves as a mid-level position. The company is also actively helping the bridge and has already contributed to the marriage of more than 20 new couples. Through this kind of family care, migrant workers take business as their home.

In short, the sanitary enterprise recruitment policy can not change the drug, just want to recruit people to emergency. If companies do not make enough efforts in the selection and use of education, even if employees recruit, they will soon leave. Therefore, in a certain sense, the shortage of employment is not a bad thing. If it causes our sanitary ware companies to improve the concept, methods and practices of employing people, why is it not a good thing?