Some people are proud of the spring breeze, while others are very sad.
In this year's situation, how can we change from green to a little red? Many job seekers will find that the recruitment requirements of enterprises have changed in the process of job hunting. This year's enterprises are more inclined to recruit senior Internet people who have work experience and can work independently as the mainstay of the team.
For people with junior qualifications, there are fewer places to recruit, higher screening standards and limited salary.
Enterprises are more critical of job seekers.
Experienced Internet users are more popular than ever before. From last year to this year, the average salary of netizens with higher education has changed more than last year.
Compared with the same period of last year, the average salary of candidates with five-year qualifications increased by 24%, while for candidates with two-year qualifications, this figure was only11%-which did not outperform the year-on-year increase in housing prices in first-tier cities.
Where the salary is oriented, it shows where the needs of the enterprise are.
Nowadays, the market popularity of experienced Internet users is much higher than that of entry-level candidates.
The change of enterprise's demand for talents comes from the influence of financing environment. Internet companies are increasingly picky about recruiting people. How can I be the one who is favored? The more experienced talents are, the more in short supply. They are not only highly paid, but also more stable, so the talent market is in short supply.
Therefore, candidates with 1-3 years working experience become the main force to fill the talent gap. These talents have preliminary skills and certain industry experience, which can meet the needs of enterprises to a certain extent and are easily attracted by high salaries and quit.
When financing is hot, there are many competitors in the same field and market segment.
These companies know exactly where the talents are and where the future lies.
In order to beat competitors, it is not uncommon for people to try their best to grab talents, offering salaries 60% or 70% higher than the original annual salary of candidates, or even doubling their salaries directly to grab people.
In order to pursue the growth rate, enterprises have no time to build a complete salary system. As long as they meet candidates with the required skills, regardless of their qualifications, they will "willfully" meet the high-paying needs of candidates and recruit them.
During this period, the salary in the industry changed too fast and entered a short-term disorderly state. The salary level of candidates with different qualifications has also appeared disorder. There is no obvious difference in the salary of programmers with 2-4 years working experience-everyone gets the same salary.
This is related to the chaos in the industry-every company is competing for limited talents. For candidates with two or four years of work experience, if the salary offered by the company lags behind others, they will not be able to recruit people and may fall behind in the competition.
At this time, no matter investors, entrepreneurs or job seekers, everyone's mind is very hot.
When the capital is cold, the limited positions reserved for more experienced people have changed, and the number of financing cases has been greatly reduced, which directly leads to a decrease in the number of new startups. The expansion of existing companies has slowed down, which means that the recruitment demand has slowed down.
After Beijing computer training/discovery recruitment market returns to rationality, job seekers with general education are no longer in demand.
At the same time, capital is more inclined to the A-round, B-round and future projects with proven business models, seeking more stable returns.
The era when any BP can pull investment has passed, and the financing of the early angel seed round project may be greatly affected.