2020 white paper on industry wide talent transfer From I back tone

The following is the 2020 white paper on industry wide talent transfer From I back tone recommended by recordtrend.com. And this article belongs to the classification: research report, Online recruitment.

In the past 2020, the economic environment and market environment are constantly changing, the market demand for talents is increasing, the speed of talent flow is accelerating, and workplace integrity has attracted much attention.

Recently, I back transfer Talent Research Institute released the “2020 white paper on back transfer of talents in the whole industry”. According to the report, the proportion of abnormal credit in the workplace is nearly 40%, among which the education and training industry accounts for the highest proportion.

The proportion of abnormal professional credit is nearly 40%, and the proportion of education and training industry is the highest

I according to the data from the Research Institute of back transferred talents, the proportion of abnormal professional credit of candidates in 2020 is 39.13%, which is 1.08 percentage points lower than that in 2019, showing a good trend.

At the same time, enterprises and individuals pay more attention to professional credit, and the utilization rate of back transfer of Chinese enterprises will increase year by year from 2018 to 2020.

From the distribution map, the education and training industry has the highest proportion of abnormal professional credit risk, followed by real estate, business consumption, logistics and transportation, health care and Internet.

Through data analysis, it is found that there are differences in back transfer risk items in different industries, and there are also industry commonalities. For example, abnormal work experience is more common, which is common in the Internet, medical and health, real estate, business and consumer industries; The highest abnormal rate of work performance appraisal is in real estate, business consumption, financial industry, education and training industry; Education and training, medical and health care, manufacturing and financial industry have the highest abnormal rate.

The new first tier cities have become “talent magnetic field”, and the current situation of professional credit attracts more attention

In 2020, the proportion of back tune demand will gradually change from large multinational enterprises to state-owned enterprises and small and medium-sized enterprises. The new first tier cities will become the biggest growth point of back tune demand, reaching a high growth rate of 63%.

In recent years, the new first tier cities with relevant industrial policies and talent settlement policies have attracted a large number of talents. However, due to the imperfect construction of the overall credit system, the abnormal proportion of job hunting has increased.

In 2020, Shanghai, Shenzhen, Beijing, Dongguan and Guangzhou are the five cities with the largest net population inflow in China, among which Dongguan has the highest proportion of abnormal job credit, accounting for 35.3%;

Wuhan, Hangzhou and Chengdu, which are also the new first tier cities, account for 32.9%, 32.6% and 30.7% of abnormal professional credit, respectively, which are higher than those of Beijing, Shanghai, Shenzhen and other first tier cities.

More than 50% of “abnormal work experience” should pay attention to the risk points of candidates through “differentiation”

In the specific performance of abnormal professional credit, “abnormal work record” accounted for the highest proportion, 55.2%, more than 50%, followed by “work performance difference”. In addition to the above major anomalies, “personal business information anomalies”, “court proceedings”, “academic degree differences” and other situations also appear more.

In the distribution of the causes of abnormal work experience, the proportion of “difference in service time” is more than 20%, including some cases of not working“ The former employer’s name is different, the report to the superior is not true, and the position name is different. Recruiters also need to pay attention to the reasons for differences such as “the reason for leaving is not true”, “there is a non competition agreement” and so on.

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