What Can A Boss Do If He Can'T Recruit Employees?

Recruitment difficulties and labor shortage have become the biggest problems that plague many small businesses after the Spring Festival.

Ma Yun, chairman of Alibaba group's board of directors, and Alibaba CEO Wei Zhe and other entrepreneurial mentors have offered suggestions for small business owners.

Another year is hard to recruit.

The phenomenon of "recruitment difficulty" appears again after the annual Spring Festival. This year seems to be getting stronger and stronger, especially for SMEs and service industries.

As the saying goes, "smart women can't make bricks without straw". Nowadays, small businesses have orders for rice, but without smart wives, enterprises can't run well.

According to the latest report, the Spring Festival just passed, and after the last few years, the number of migrant workers who came out of several major labor exporting provinces in the past few years was very cold.

Zhang Yi, a researcher with the Institute of population and labor economics of the Chinese Academy of Social Sciences, said: recruitment difficulties in 2011 will be more serious than ever before.

Recently, a survey by the Ministry of human resources and social security showed that more than 70% of the surveyed enterprises were expected to have difficulties or "difficulties" in recruiting workers this year.

According to the latest monitoring information, the eastern coastal provinces, such as Zhejiang, Shandong and Guangdong, have spent more than one million jobs this year.

Representative question 1: no one works, and the building material factory that relies on labor force is facing closure.

Netizen hucantitie (ID) first asked: running a building material factory alone, mainly producing precast boards, in recent years, business is good, there are more than 10 employees, the annual salary of employees is also increasing year by year.

Recently, however, several employees offered to quit their jobs next year.

He was very upset. If the staff had left, it would be hard for new employees to find it, so the factory was expected to face bankruptcy.

"Transfer production base, increase logistics costs, reduce labor costs, find relatively low labor costs, and create jobs for poor areas."

Alibaba CEO Wei Zhe said, do not recruit employees to the local, because the environment will make these recruited people quickly jump to other industries.

The magazine also gives constructive advice: enterprises like this rely heavily on labor.

Question two: in order to retain staff, we must try our best.

The boss from the Zhejiang compulsory small bag processing factory is also very worried. He has very generous welfare for his employees, such as the bottom line pricing, the service age award, the performance award, the full attendance award, the old man's introduction of the new person award, and the overtime work outside 8 hours.

A billiard room has been set up in the factory, and movie projectors are regularly broadcast for the purpose of enriching the employees' spare time life.

However, the employees in their factories have been walking from more than 90 people to the present, and there are only a few 10 people left.

There are orders, but few people can not recruit people, raw materials are also rising, it is difficult for enterprises to advance.

Ma Yun, chairman of the board of directors of Alibaba group, which always created a sense of happiness for employees, gave a very specific answer: don't think you did it to your employees.

Ma Yun said: employees come to the company not to play billiards, nor to watch a movie or watch TV. The boss wants to ask himself if he has sat down to listen to the real reason for the employee to leave. Where have they been? Do they go to the company's billiard table bigger and more movies?

What if the billiard table is pulled down and the wages of employees are increased? What if the boss and employees share the company's future?

Employees can not be coaxed. Both sides need to be thankful. The boss has good staff. He should be grateful to his employees. Employees have a good job and have a sense of gratitude for their boss.

Ma Yun thinks that billiard table and movie are not the solution to the problem of leaving people. They should try to keep people, keep people not necessarily tied up with money, and let employees work happily here.

Question three: labor intensive companies want to recruit 300 people but only get 3 employees

The company's "Yi Fei" enterprise is a labor-intensive enterprise. From the second half of last year, the recruitment situation of his company is much more difficult.

Although the financial crisis has little impact on enterprises, the labor crisis is their biggest concern.

Orders are pouring in, but employees are running short.

The company also went to Yunnan to recruit workers, but it turned out to be very unsatisfactory: it planned to recruit 300 employees, but finally recruited 3.

"Yi Fei" speaks of the difficulties faced by many small and medium-sized enterprises now. "The most painful thing to do is to have orders, no one to do it!"

"If 300 people can only recruit 3 people, this is your problem."

Ma Yun said, first of all, we need to reflect on where we recruit people.

300 people can only recruit 3 people. It's too disparate. It must be a mistake, not a bad labor market.

To see if it is not the right way to recruit people, the method is not right. To go to Yunnan to recruit workers, wages are not low, but people there may not like to leave their homes.

It will be too late to start hiring when there are many orders.

Because the boss does not invest in his employees, excellent employees are always nurtured by themselves, and they can not be recruited outside.

If you can't find employees who work for you, you have to reflect on your problems and check your problems, and you can recruit your employees to your problems.