In 2021, the number of new jobs in the new energy vehicle industry was the largest, with a year-on-year increase of 365% From Pulse talent think tank
The following is the In 2021, the number of new jobs in the new energy vehicle industry was the largest, with a year-on-year increase of 365% From Pulse talent think tank recommended by recordtrend.com. And this article belongs to the classification: New energy vehicle industry.
According to the survey data of Zhilian recruitment some time ago, more than 60% of respondents believe that it is more difficult to find a job this spring festival than in previous years. Why is it difficult? In 2021, with large-scale layoffs in education and training, real estate, Internet and other industries, the supply and demand of the job market reversed sharply. At the same time, with the addition of factors such as the record high number of efficient graduates (breaking tens of millions for the first time), the economy entering a downward cycle and the outbreak of the epidemic, many job seekers fell into the situation of “difficult to find a job” this spring, and the incumbents no longer jumped to try to “change jobs”.
In the face of unprecedented competitive pressure, migrant workers call “gold, silver and four disappeared”.
However, in such an environment, practitioners in the automotive industry are particularly special. With the help of technological changes in the industry, their value soared in this year’s job market and became a “sweet pastry” competed by major enterprises for a time.
There are three macro reasons for this phenomenon.
1、 The demand for talents has increased greatly
According to the data of pulse talent think tank, among the new economy industries with the largest number of new jobs in 2021, the new energy vehicle industry ranks second, with a year-on-year increase of 365%.
2、 There is a serious shortage of supply
The “new four modernizations” have put forward new requirements for automobile talents, and the industry needs a large number of compound talents with “both software and hardware”. However, the current situation is that there are not enough talents in automobile enterprises, and the talent training system of automobile major in Colleges and universities is relatively backward. Talents transferred from industries such as the Internet can not adapt to new roles in the short term.
3、 Mismatch between supply and demand
According to the revelation of new energy vehicle talents released by pulse Research Institute, the positions with the largest demand in the automotive industry in the first half of last year were R & D positions such as perception algorithm expert, AI platform technology expert and deep learning engine framework R & D Engineer. However, the posts with the largest delivery volume are non R & D posts such as project management, HR and business development, which are divorced from supply and demand.
The above three reasons have caused the extreme shortage of talents in the automotive industry.
However, only from a macro perspective is far from enough to show how “hungry” enterprises are for talents.
So next, we will focus on the micro, combined with the real stories of auto practitioners who have recently had job-hunting experience around the author, to explore the deep reasons behind this phenomenon and interesting details, as well as the challenges and uncertainties they will face. Talking about how to double the salary, Wang Hua’s tone was full of stories.
Wang Hua: wages haven’t increased for several years. They doubled directly after job hopping
Company changes: traditional auto enterprises → large auto suppliers
Job change: Engine Engineer → new electronic architecture development
Wang Hua, 28, majored in vehicle engineering, entered a domestic vehicle enterprise to engage in engine R & D after graduation in 2016.
During his college years, vehicle engineering was still a popular major. Although the salary after graduation was not comparable to that of the Internet industry, it was at least stable.
However, no one expected the “cold winter” to come so suddenly. In 2018, the sales volume of China’s passenger car market fell for the first time in more than 20 years. Later, we all know that the decline will continue in 2019 and the epidemic will attack in 2020.
This has frustrated year-end bonus in Wang Hua’s past years. He has been tucking up to the author for more than a few years, and make complaints about the salary. “This year the company has lost hundreds of millions of dollars. The year-end award is definitely not going to be a success.”
However, all this has been completely changed with the rise of new energy vehicles and the transformation of the “new four modernizations” of the industry.
In 2021, the sales volume of new energy vehicles in China soared by 1.6 times year-on-year. Wang Hua, who has a keen sense of smell, soon found new opportunities. It was also in that year that Wang Hua began to contact electrification related projects in his work and self-study relevant knowledge and skills in his spare time.
For this transformation, Wang Hua explained that “we can clearly feel that the industry’s demand for traditional energy talents is decreasing, so we made a decisive transformation while we are young and have strong learning ability.”
After a period of precipitation, finally in March this year, Wang Hua ushered in a great turnaround in his career. The new unit is a large domestic automobile supplier, in which he is responsible for the development of electronic architecture power domain. As for salary, he told DoNews that “it has almost doubled compared with before”.
As for the overall job-hunting environment this year, Wang Hua said calmly, “as long as you have an engineering background, it’s easy to find R & D positions. Just like some liberal arts positions, such as administration and project management, some enterprises are laying off staff. But like project management, it can often be taken over directly by engineering, so there is a great demand for technical R & D personnel.”
Although there are a few people who double their salary after job hopping like Wang Hua, today’s talents in the automotive industry are indeed “appreciating” rapidly. Hr of a car company once told the media that “even for the most common posts, the comprehensive salary increase (cash + stock) can reach 50%, and there are also those who offer twice the salary for software related posts.”
The reason is that in addition to the “imbalance between supply and demand” mentioned above, the competition from large Internet manufacturers and technology companies has further raised the value of talents in the automotive industry.
Zhu Mingrong, President of the automotive talent Research Association, previously pointed out that “the competitors that a new energy vehicle enterprise has to face are not limited to the automotive industry. They have to compete with big manufacturers such as Google, apple, Microsoft, Huawei, Alibaba and Tencent. It is difficult to break through without strong attraction.”
Although the former owner didn’t give Wang Hua rich material returns, he was grateful for his previous work experience. “My understanding of cars, development processes and the relationship between upstream and downstream industries was accumulated in my previous work. At that time, a basic knowledge framework was formed. If I didn’t have previous work experience, I wouldn’t find my current job.”
This also explains why the above-mentioned “talents transferred from the Internet and other industries to the automotive industry are difficult to meet the demand in a short time”.
Zhou Rui: car companies “kill crazy” by robbing people. They have to be professional
Employment change: a fresh student majoring in engine has signed a contract with a new power car enterprise
The “new four modernizations” not only makes the existing car enterprises have more talent needs, but also makes a large number of new brands rise, such as Tesla and “Wei Xiaoli”.
These new brands are also thirsty for talents.
After graduating from college in 2016, Zhou Rui worked in an independent brand car company, returned to the campus after about 3 years of engine research and development, and will complete his master’s degree this year. In the recent spring recruitment of auto enterprises, he successfully signed a new power auto enterprise as a fresh student.
Speaking of the slightly magical experience some time ago, Zhou Rui still remembers that “these car companies are like killing crazy. Before I graduated, I asked me to go to their interview in the form of social recruitment, even if I didn’t have the right major. I have studied engine since I was a undergraduate, but during this period, HR of car companies often asked me to apply for their electrification positions. In addition to the main engine factory, some suppliers and even several automatic driving companies have contacted me.”
Hearing this, the author has some doubts. At first glance, the difference between engine and automatic driving sounds 180000 miles. Are enterprises recruiting so casually now?
In this regard, Zhou Rui replied, “I can clearly feel that they are very short of people. The strategy is to recruit people first, whether it’s OK or not. For example, my post is a high-voltage structure, which belongs to the category of three electricity system, which is completely different from what I learned when I was in school. But the company let me learn this knowledge now, and they will have unified training after joining the company.”
“When I graduated from college, famous car companies hardly came to our school for job fairs. At that time, I went to other places to participate in several job fairs in order to find a good job. At that time, I couldn’t imagine that I would be scrambled by so many companies now.” Recalling the sad past before, Zhou Rui was very moved.
However, he also stressed that although car companies now seem to be “hungry”, they do not have a selection threshold at all. “Automobile majors are popular, at least mechanical majors, but the subdivision direction is not so important. In addition, the work experience of automobile enterprises is also a big plus.”.
Xu Ying: car enterprises in second tier cities get first-line salary. They have less work and more money. They are close to home
Company changes: traditional car companies → automatic driving companies
Job change: research and development of automatic driving
What is the ideal job of a migrant worker?
Nothing more than “less things, more money, close to home”. In this year’s “gold, silver and four”, Xu Ying found such a job that is infinitely close to the ideal of migrant workers.
Like the above-mentioned heroes, Xu Ying also majored in vehicle engineering. After graduation, she worked in a well-known independent brand main engine factory and was responsible for the research and development related to automatic driving.
But the difference is that Xu Ying is a girl who pursues a stable and comfortable working environment.
Because her former employer’s famous “militarized” management style in the circle made her unbearable, Xu Ying switched to an automatic driving company in Beijing after working for two years. This spring, seeing a good automatic driving company recruiting in her hometown (a second tier city in North China), Xu Ying changed jobs again.
Talking about salary, Xu Ying said, “although (automatic driving) is a tuyere post, but because I came from Beijing to my hometown, the salary has hardly increased, which is equivalent to translation. But even so, it is a high income in the local area. From another point of view, it is also a salary increase.”
According to public data, Xu Ying’s automatic driving company obtained hundreds of millions of dollars of round C financing last year. This year, it also reached a strategic cooperation with an international auto supplier giant to jointly develop the automatic parking system, which has a good development prospect.
When it comes to the reasons for job hopping, Xu Ying said that “salary is secondary, mainly for comfort. Before, there was a lot of pressure in XX (a main engine factory) and the management method was not suitable. Later, when I went to Beijing, it was also a transition. Now the management of the company is relatively easy, and I can often go home.” It can be seen that Xu Ying is very satisfied with her current situation.
However, it is conceivable that the workload of working in a rapidly developing automatic driving company will not be less. The so-called “less things, more money, closer to home”, the first item can not be satisfied.
But in fact, for most job seekers, they are lucky to have a comfortable working environment and a good income, and can often go home at the same time. In the real sense, the work of “less work, more money and closer to home” hardly exists in reality.
Han Ming: anyway, it’s better to go to places with high wages
Company change: traditional car enterprise → new power car enterprise
Job change: NVH Engineer
It is said that Han Ming recently changed jobs to a new power car enterprise with good development prospects. His friends are happy for him.
But when it comes to the reasons for job hopping, Han Ming considered it very realistically. “I didn’t think so much, but I thought the salary was good. Now car companies are very busy, and I can’t escape overtime anywhere. In this case, it’s better to go to a place with high salary.”
It is reported that after Han Ming’s job hopping, his salary increased by more than 50%, and his position is still NVH Engineer (responsible for dealing with vehicle noise and vibration). Although not the so-called “tuyere” position related to intelligence or electrification, Han Ming still got a good salary due to the transformation of the nature of the enterprise.
After several successive rounds of financing, the new power auto enterprises that can survive to the present are almost all rich and powerful owners. Moreover, because the new brand itself has poor anti risk ability, it needs rapid development in the early stage of its establishment to survive, so it also appears to be more vicious than traditional car enterprises in terms of robbing people. For example, Xiaomi auto, which started recruitment some time ago, gave a salary level 40% higher than the industry average.
When asked about his plans for the future, Han Ming also showed more rationality. “Although this brand seems to have a lot of innovative things, it’s hard to say what it can do in the future. The new brand is very uncertain. We don’t expect it to develop to any extent, so we can only look at it step by step.”
Zhao Lei: auto enterprises have become a trend through self-development. They should dig people from suppliers
Company: an international auto parts giant
Position: Braking System Engineer
Although Zhao Lei didn’t change jobs himself, he could feel the drastic changes in the current industry when he watched his colleagues move empty one by one.
“There are many job hoppers in our company recently. The salary outside is very high, especially those related to intelligent driving. For example, Weilai, ideal, Zhiji and jikrypton, their salary is slowly aligned with the Internet.”
Zhao Lei works for an international auto parts giant, which provides ESP (body electronic stability system) for 70% of new cars in China. He works as a brake system engineer.
In addition, Zhao Lei believes that the subversion of the new four modernizations to the automotive industry is far more than outsiders imagine. “In addition to the direction of intelligent driving and intelligent cabin, like the chassis, it has also derived an intelligent chassis suitable for automatic driving (the final solution is the chassis by wire), which will also generate a lot of new jobs.”
As for why car companies often dig people from suppliers, Zhao Lei thinks it is related to the current trend of self-research.
“In the area of intelligence, the OEMs want to do it by themselves, not just by buying, so they will poach many suppliers’ engineers. Even if they don’t do it all by themselves, the latter trend is that the suppliers are only responsible for the implementation part, but the decision-making (that is, the specific function design of the product) depends on the OEMs.”
Next, he gave a specific example to illustrate “for example, esp, although the main engine factory will not establish a separate production line because it has no cost advantage, the functional design is done by the main engine factory, but no matter how the functional design changes, the supplier’s products can respond to the braking request without brain.”
“If the OEMs want to adjust the functional design of products now, they need to discuss with Bosch, and the software change cycle is relatively long. However, under the new mode, if the OEMs want to change the functional design or directly replace the supplier, they don’t need to be subject to Bosch, which meets the needs of the OEMs for rapid iteration.” Zhao Lei further explained.
It can be seen that as intelligence will become the core competitiveness of automotive products, in the past, those technologies that were not paid much attention to, such as intelligent driving, chips, car machine systems, etc., now car enterprises should take the lead and do not want to hand over the “soul” to suppliers, which leads to the continuous upgrading of the “human war” between OEMs and suppliers, which is also a major reason for the rising value of talents in the automotive industry.
Challenges and hidden worries behind high salary job hopping
At present, the automotive industry is undergoing drastic changes. For practitioners, the upheaval brings many opportunities, but more uncertainty. So what challenges and hidden worries will auto workers face behind their high salary job hopping? It is mainly divided into the following four aspects.
1. challenges brought by technological transformation
Whether it is from the traditional energy field to the new energy field, or from the hardware field to the software field, for technical R & D personnel, it means that the knowledge base needs to be completely updated.
Wang Hua said, “this industry is very involved, and you have to learn if you want to go up. At present, you are learning the basic knowledge of electronics, including electrical signals, controllers, etc. of course, some people who don’t want to be involved but are afraid of being eliminated will directly transfer to purchasing posts to provide for the elderly. Although it is easier, the development ceiling is also relatively low.”
Moreover, due to the rapid iteration of new energy vehicle technology at present, it is impossible for car enterprises to wait for R & D personnel to learn well before doing it. Instead, they “learn while doing” in their work. Therefore, they will also encounter many challenges in the process of promoting the project. Wang Hua also admitted that “when I first came into contact with the project, I really felt a little obscure.”
2. Challenges posed by the new environment
The automobile industry chain is a very huge system, which contains various types of enterprises, and the organizational structure and management style of different enterprises are also different. For job seekers, in addition to facing business challenges, they also need to adapt to the new working environment.
“After accumulating some experience here (the supplier), I still want to return to the car company in the future, mainly because I have adapted to the previous environment and interpersonal relationship. In addition, we were Party A in the main engine factory before, and we set the time point of the project, so the pressure is not so great. Now after becoming Party B, I have to listen to others,” Wang Hua said.
In fact, the reverse is the same. For example, job seekers who change jobs from suppliers or Internet companies to auto companies will also face similar problems. For them who are used to flat management, the standing in line and fierce internal fighting caused by the traditional management mode of car enterprises also make it difficult for them to adapt.
3. Worries about talent saturation
In the medium term, with the gradual saturation of intelligent and electric talents, the relationship between market supply and demand may change in the next few years. At that time, the high salary of automobile talents may be unsustainable.
Previously, the training system of automobile talents in Colleges and universities was disconnected from the industrial development, resulting in a huge talent gap. But in the future, this situation will be improved.
In the catalogue of undergraduate majors of ordinary colleges and universities formulated by the Ministry of education, the specialty of “intelligent vehicle engineering” has been newly established, and many colleges and universities have adjusted the direction of talent training.
In addition, car companies themselves are also strengthening the training of relevant talents. For example, at present, including FAW, Dongfeng, SAIC and other auto enterprises, have established their own intelligent networked auto talent related training system.
Among them, Dongfeng Group established Dongfeng science and innovation school in December 2021, focusing on the four fields of “intelligent networking, new energy, software defined automobile and digitization”, and plans to train 1000 new talents within five years.
SAIC also cooperated with Tencent travel to carry out the “digital talent training project”, focusing on the five sectors of “digital operation, product development and design, automobile + Internet, information security and data analysis and mining”, and has trained more than 3000 internal employees so far.
4. Uncertainty of tuyere
In the long run, for talents in popular directions such as intelligence and electrification, they are more worried about whether the expansion speed of new energy vehicle industry in the past two years has exceeded the actual demand? Will the future repeat the mistakes of the Internet industry and face the risk of layoffs?
For example, the hottest automatic driving at present, if the technology fails to break through the bottleneck and achieve commercialization, and the capital no longer follows up, where should the relevant talents go?
Generally speaking, everything has two sides. High wages mean high pressure, and the draught may also mean foam.
For current auto practitioners, while grasping the trend of industrial reform, they should also focus on building their own long-term core competitiveness. After all, any air outlet will disappear one day. Only personal hard power can benefit us for life.
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