Revival Of Labor Shortage, The Clothing Industry "Labor Shortage" Encountered "Difficult Employment"

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Design talents are not enough.

For garment enterprises who want to create brand, design talents are indispensable.

But at the present stage, most domestic garment enterprises are still in the initial stage of capital accumulation. Under the background of such industry development, a large number of training talents who have no relevant working experience in Colleges and universities can hardly find suitable career development platform after graduation.

Over the past two months, posts in fashion design and development have attracted wide attention.

Related surveys show that the "higher average salary" and "better career prospects" are the main reasons for job seekers.

This not only spawned a large number of colleges and universities to cultivate clothing design talents, but also attracted a large number of on-the-job clothing talents to pform into design posts.

"Every time a company releases a design job, hundreds of thousands of job seekers will be recruited."

Rebecca, a recruitment assistant for garment enterprises, said that although many candidates were employed, there were not many qualified designers.

According to her, in addition to having more than 5 years' experience in clothing design, the general clothing enterprises have relatively clear requirements for their qualifications, brand awareness and design style.

Rebecca suggests that job seekers can start from the most basic "design assistant" post, while accumulating experience, further deepen their cognition of brand, form their own design style, and find suitable career development path.

From the statistical data, at present, the designer assistants of various garment enterprises are quite abundant.

In the past month, there were fewer than 3000 design assistants in a recruitment website, but the number of people interested in this position reached 40 thousand, which proved that the competition of the position was increasing.

Good management is hard to find.

The clothing industry in China is dominated by family businesses and private enterprises. Most of the existing production management and technical personnel are based on experience. In the past few years, the importance of human resources departments is not high, so it is more difficult for enterprises to find people through routine recruitment channels.

With the relocation of domestic garment enterprises, the first-line management personnel with international brand work experience are most popular nowadays, among which business merchandiser, retail, visual merchandising and other management personnel are relatively scarce.

After serving as assistant manager for 3 years in the famous retail clothing brand, Gu Junqi recently received a call from a headhunter.

"The domestic clothing brand is digging people, and the headhunters promise that as long as I can jump over the past, not only the salary increases, but also the store manager level.

Two years after work, there may be opportunities for regional managers. "

It was only when he submitted his resignation to the company that he realized that the store managers or assistant assistants of several stores were interested in job hopping, and generally higher education, strong management concepts, sensitivity to market trends, and well-known international brand work experience were the main reasons for domestic clothing brands to target their talents.

Rebecca, a recruitment assistant for garment enterprises, said that besides the retail management talents, merchandiser management personnel can monitor the whole process of merchandising in the early stages of development by forecasting the market trend and carrying out cost price negotiations with suppliers, so as to help enterprises win the first opportunity in competition.

"At present, there are many garment manufacturers in China, but compared with international brands, there is still a big gap between standardized and scientific process management.

Looking for people with international brand experience can help us effectively monitor and improve the internal management process in the shortest time. "

Loss of sales staff

For all domestic garment enterprises, the biggest human resource dilemma is undoubtedly the absence of salesmen.

According to the data released by recruitment website, since the beginning of the year, the number of salesmen in each clothing enterprise has always been insufficient, and the high intensity of work, high wastage rate and poor stability have become the crux of the trouble for enterprises.

Chen Jiajing, a migrant worker, said he used to be a salesperson in a clothing store. However, because the manager required overtime work and low pay for the two-day weekend and the national holiday, he took the initiative to quit his job in less than three months.

As a practitioner of the clothing industry, Rebecca admitted that the overall salary of the industry is relatively low.

"As a labor-intensive industry, raising wages and improving welfare may cause enterprises to face a dilemma of loss of profits, even loss and bankruptcy.

Therefore, now we can only leave people in the environment, treat people with care, and leave them with affection.

She said that at present, the major garment enterprises have come to realize that the implementation of humanistic management is the trend of the times, and only in this way can they solve the difficult problems of salesmen.