Different functions have great differences in the requirements of talents’ experience and skills. When analyzing the current situation of the supply and demand market of talents in the manufacturing industry, this report compares the supply and demand for the distribution of functions. Among them, the functional distribution of newly created positions in 2021 represents the actual distribution of talent demand of manufacturing enterprises in 2021, and the functional distribution of enterprises’ active acquisition in 2021 can reflect the job-hunting initiative of talents with different functions and the urgency of talents’ demand in different functions. The functional distribution of talents in 2021 provides the functional distribution characteristics of active talents from the perspective of talent supply.

Big data shows:
1. By comparing the distribution of new positions, active acquisition and talent positions in enterprises, it can be seen that the six types of positions, namely mechanical engineer, sales manager/supervisor, PE, electrical engineer, quality management and project management, are in a state of booming supply and demand, and the distribution proportion of enterprises’ demand, active talent and active acquisition is high.
2. From the perspective of the distribution of new positions in enterprises, the demand for production talents such as general industry and PMC and automotive and after-sales support talents such as intelligent network connection and after-sales technology have entered the TOP15, but the market supply stock and activity of related talents are not rich enough, and the supply and demand of such talents are more tight.
3. From the perspective of the distribution of talents actively acquired by enterprises, the two categories of industry-general product managers, key customer sales, cross-industry hardware engineers and Java account for more, which shows that enterprises need to take the initiative in cross-industry recruitment.
4. From the perspective of the position distribution of talents, the production management talents such as workshop director, automobile research and development, automobile quality management, automobile design and other automobile talents are highly active, and the talents are relatively abundant.

SST-PB3-SLC

The rise of new first-tier cities and the linkage of urban agglomerations have brought about high regional mobility of talents

The industrial layout of different regions, the linkage of urban agglomerations, and the distribution of enterprise business will all cause the flow of talents between cities. According to the “2022 New first-tier City Talent Attraction Report” released by Liepin on February 23, 2022, Hangzhou ranks first in the new first-tier cities in terms of the number of newly issued positions, the number of job seekers delivered and the salary of talents, with a very prominent advantage. In recent years, Hangzhou has issued a very intensive and detailed policy to attract talents, expand the scope of seeking talents to the world, and repeatedly reduce the threshold for settling down, and constantly strengthen the support for young talents to start businesses and employment. The delivery volume of middle and high-end talents in Suzhou and Nanjing also entered the top five of the new first-tier cities, and the attraction of talents in these new first-tier cities and the urban agglomeration effect of linkage with Shanghai have brought convenience to the flow of talents in East China.

Liepin big data shows that in the inter-regional flow of talents in the manufacturing industry, nearly 50% of talents flow in East China, South China and North China have similar mobility, and the proportion of talents flowing into East China is higher than that of other cross-regional talents flowing into East China, in addition, East China also brings higher talent supplement to various regions. Therefore, when enterprises attract cross-regional talents, they can refer to the proportion characteristics of inter-regional flow of talents and invest different resources and energies in different regions, so as to achieve efficient and high-quality national talent attraction.

The shortage of talents in the automotive industry has increased significantly, and the shortage of intelligence-related talents is the highest

The level of Talent shortage index (TSI index) is affected by multi-dimensional factors, and the change trend of TSI index in the automotive industry from 2019 to 2021 is quite different from that of the whole industry, reflecting the uniqueness of the supply and demand relationship of the talent market in the automotive industry. In 2019, the talent activity of the automotive industry was high, and the TSI index was relatively lower than the industry level, but in 2020, due to the impact of the epidemic, the recruitment demand declined sharply, resulting in the TSI index being significantly lower than the industry-wide level. Until the fourth quarter of 2020, the recruitment demand began to climb significantly. In order to better cope with the competition of intelligent network connections and new energy vehicles, enterprises released a large number of recruitment demands, and the TSI index increased significantly. With the increase of market competition pressure, both domestic and foreign car companies have clarified their R & D and production investment in China, and the overall value of the TSI index from 2021 has recovered and surpassed that of 2019, and the shortage of high-end talents has been increasing. By December 2021, the gap between the TSI index of the automotive industry and the level of the whole industry has become smaller and smaller. The distribution of the 20 functions with the highest shortage index can reflect the changes in the layout direction of the industry, the talent shortage index of embedded software development and intelligent network related positions is the highest, and the talent shortage of interior and exterior decoration, drawing, user research, advertising and view reflect the increased attention of automobile companies from design to marketing.