Core Viewpoint - The Ministry of Education has launched a "100-Day Sprint" initiative aimed at enhancing employment opportunities for the 2025 college graduates, focusing on key employment challenges and providing targeted guidance and services to help graduates secure jobs before and after graduation [1][2][3] Group 1: Action Goals - The initiative aims to promote high-quality and full employment for the 2025 college graduates by addressing current employment challenges, expanding job opportunities, and providing precise employment guidance [3] Group 2: Action Tasks - The initiative includes expanding market-oriented job opportunities through policy promotion, targeted enterprise visits, and organizing campus recruitment activities [4][5] - It emphasizes the importance of policy-based job recruitment and the timely execution of recruitment processes for various positions, including civil service and educational roles [6][7] - The initiative also focuses on enhancing employment guidance and support for graduates, including skills training and awareness of employment pitfalls [8][9] Group 3: Management and Oversight - The initiative mandates accurate tracking of graduates' employment status and the implementation of strict data verification processes to ensure the authenticity of employment statistics [10][11] - It requires local education authorities and universities to develop effective plans for the "100-Day Sprint" and to monitor progress closely [12]

研究发现，多数情况下招聘明星员工无助于提升业绩，甚至适得其反。但在某些特定条件下，如加入明星云集或最强业务领域，或有积极效 果。企业不应盲目因明星员工流失或为提升业绩而仓促招聘，需理性规划相关策略。 研究表明，招聘明星员工不仅难度大，而且往往会适得其反。新入职的明星员工常常发现，很难在新环境中重现他们以往的卓越表现。他们还可能给新雇 主带来损害，比如阻碍创新，或者拉低现有员工的工作表现。鉴于招聘过程中投入的成本、时间和精力，这样的结果既令人惊讶，又让人担忧。 那些将员工的知识和技能视为主要资产与竞争优势来源的企业，仍然深陷这一困境。因此，它们在战略上必须招募"最优秀、最聪明"的人才，即便这意味 着要从竞争对手那里挖人。 这种做法被称为横向招聘，像大型律师事务所这类知识密集型企业，在其增长战略中越来越依赖这种方式。最近一份行业报告显示，在美国规模最大的 200家律师事务所中，每年合伙人层面的横向招聘人数可达3000人，平均每家律所每年有15个横向招聘名额。 这就引出了一个非常有趣的问题：既然学术界和业内文献都承认，聘用明星员工不太可能取得好效果，那企业为什么还继续这么做呢？ 我们最近撰写的一篇工作论文在管理学会 ...

Core Viewpoint - The securities industry is undergoing a transformation from "scale expansion" to "quality improvement," leading to frequent changes in senior management positions across various brokerages [1][2]. Group 1: Management Changes - In 2023, several brokerages have experienced significant changes in their executive teams, including the appointment of new presidents and general managers [2]. - Notably, on June 3, 2023, China Merchants Securities announced the appointment of Zhu Jiangtao as president, following other recent changes in its executive lineup [2]. - At least five brokerages have seen executives retire due to age, including CITIC Securities, China Merchants Securities, and others [2]. Group 2: Talent Strategy - The high-quality development of the securities industry is closely linked to talent strategy, with a trend of hiring executives with diverse backgrounds from banks and insurance companies [1][3]. - New executives typically possess extensive experience in the securities industry and often have prior roles in other financial institutions, enhancing the brokerages' capabilities [2][3]. - The introduction of cross-industry executives is expected to improve business collaboration, innovation, and resource integration within brokerages [3]. Group 3: Market Recruitment - Market-based recruitment has become a significant method for selecting new executives, allowing brokerages to attract high-quality talent and optimize governance structures [4][5]. - For instance, Chengtong Securities publicly announced the recruitment of a general manager and deputy general manager, emphasizing the need for experienced candidates [4]. - This trend of market recruitment is seen as a way to break traditional internal selection limitations and bring in fresh perspectives and innovative thinking [5].

Core Viewpoint - China Chengtong is actively recruiting for key management positions at Chengtong Securities following the departure of its former general manager, indicating a strategic move to enhance its leadership team and operational capabilities [1][4]. Group 1: Recruitment Announcement - Chengtong Securities has announced the recruitment of a general manager and a deputy general manager, emphasizing the need for high political literacy, professional skills, and compliance records in candidates [1][2]. - This recruitment marks the second time this year that Chengtong Securities has sought to fill the deputy general manager position, highlighting ongoing efforts to strengthen its management team [1][6]. Group 2: Qualification Requirements - The recruitment announcement outlines ten specific qualifications for both the general manager and deputy general manager roles, including political requirements, professional qualifications, extensive management experience, and a clean compliance record [2]. - Both positions require candidates to have at least ten years of relevant work experience in securities, finance, or related fields, with a minimum of five years in a senior management role [2]. Group 3: Management Changes - The recruitment is a direct response to the departure of the former general manager, Ye Shunde, who left due to work-related reasons, with the current chairman Zhang Wei temporarily assuming the role [4]. - Chengtong Securities has been signaling its intent to attract talent throughout the year, including the recent appointment of a new compliance director after the previous one resigned for personal reasons [4][5].

Core Viewpoint - China Chengtong Securities is actively recruiting for key management positions, including a general manager and a deputy general manager, to enhance its competitive position in the brokerage industry following recent leadership changes [1][2][11] Recruitment Details - The recruitment announcement was made by Chengtong Securities' parent company, China Chengtong, aiming to attract talented individuals from both the public and internal sectors [2] - The general manager role emphasizes strategic oversight, daily operations management, and the establishment of operational management systems, while the deputy general manager role focuses on executing strategies and managing business lines [5] Company Background - Chengtong Securities, previously known as Xinda Securities, underwent significant changes after being taken over by the China Securities Regulatory Commission (CSRC) due to governance issues [6] - The company was restructured and renamed in June 2022 after China Chengtong became its major shareholder, acquiring 98.24% of its shares [6] Financial Performance - Chengtong Securities reported stable financial performance over the past three years, with revenues of 1.555 billion yuan, 1.745 billion yuan, and 1.745 billion yuan for 2022, 2023, and 2024 respectively, and net profits of 358 million yuan, 345 million yuan, and 362 million yuan [6] - The company's revenue sources are primarily from brokerage, proprietary trading, and credit businesses, with investment banking and asset management being weaker areas [7] Competitive Landscape - The brokerage industry remains highly competitive, and Chengtong Securities ranks relatively low among its peers [8] - The company is focused on building a professional team to enhance its market position and competitiveness [8][11]

Group 1 - The core point of the news is that China Chengtong Securities is publicly recruiting a General Manager and a Deputy General Manager to meet its development needs, with a deadline for applications set for June 12, 2025 [1][3]. - The previous General Manager, Ye Shunde, has resigned after nearly 13 years in the position, effective May 12, 2024, and Zhang Wei, the company's Party Secretary and Chairman, is currently acting in this role [2][6]. - The recruitment for the General Manager requires comprehensive responsibility for daily operations, coordination of business lines, and strategic planning based on national financial policies and market conditions [3][5]. Group 2 - The Deputy General Manager will oversee front-line business lines and is expected to develop strategies and operational plans in alignment with the company's overall strategy [3][5]. - Both positions require significant prior experience, with the General Manager needing at least 5 years of party membership and both roles requiring experience in leadership positions within financial institutions [5][6]. - Chengtong Securities reported a revenue of 1.745 billion yuan and a net profit of 447 million yuan for 2024, with total assets amounting to 30.106 billion yuan by the end of 2024 [6].

ADP首席经济学家Nela Richardson：在经历了今年的强劲开局后，招聘正在失去动力。然而，5月份的 薪酬增长几乎没有变化，无论是留在工作岗位还是跳槽的人，都保持在强劲的水平。 ...

Core Insights - The online recruitment industry in China is projected to reach a market size of 18.3 billion in 2024, with a year-on-year growth rate of 1.6%. The growth is expected to accelerate to an average of 6.7% from 2025 to 2027 due to the recovery of corporate hiring demand and the value brought by AI applications in recruitment platforms [1][17]. Development Status - Online recruitment accounts for approximately 70% of total recruitment channels, benefiting from the efficiency of internet information dissemination and the evolution of recruitment models from job information directories to algorithmic matching [1][3]. - The recruitment landscape is evolving, with new media recruitment accounting for 7.5% in 2024, surpassing traditional talent markets and offline recruitment channels [4]. Supply and Demand Analysis - Over 60% of companies are reducing hiring volumes in 2024 due to operational pressures [42]. - The unemployment rate among graduates aged 16-24 is notably high, while employment stabilizes around the age of 30 [45]. - The white-collar workforce shows a decreasing trend in voluntary resignation rates, indicating a preference for job security [47]. Development Trends - The application of AI models is expected to enhance platform value by improving automation and precision in job matching, creating stronger competitive barriers for recruitment platforms [15][75]. - Social media platforms are emerging as supplementary recruitment channels, although their operational models may limit their effectiveness in recruitment [77]. Market Size and Growth - The online recruitment market is expected to grow to 18.3 billion in 2024, with a recovery in hiring demand and AI applications driving growth to an average of 6.7% from 2025 to 2027 [17]. Mobile Traffic Insights - Monthly unique device numbers for recruitment apps are projected to exceed 85 million, with peaks during the recruitment seasons [20]. - The user demographic is skewing younger, with over 50.9% of users under 30 years old [27]. Recruitment Behavior - Graduates are increasingly using recruitment apps and company websites to submit resumes, indicating a shift in preferred application channels [53]. - The job search cycle for students is extending, with job preparation activities starting as early as their first year of college [57]. Blue-Collar Recruitment - The demand for blue-collar jobs is rising, with a significant increase in job postings, particularly in logistics and skilled labor [61]. - The blue-collar job-seeking demographic is becoming younger, which is expected to enhance online job search penetration [60].

特别提示 微信公众号机制调整，请点击顶部"仪器信息网" → 右上方"…" → 设为 ★ 星标，否则很可能无法看到我们的推送。 仪粉e r们，今天是高薪精品仪器职位专辑，有不少 新的雇主 哦！ 销售精英，热招职位 Ho t r e c r u itme n t p o siti o n s 为仪科技有限公司 销售总监 长沙- 2 5 k - 5 0 k · 1 2薪 岗位要求： 本科及以上学历，材料科学、化学、市场营销等相关专业优先；5年以上科学仪器或高端设备行业销售经验，其中3年以上销售团队 管理经验；熟悉热分析仪器（如量热，DSC，TG，STA等）者优先。 瑞士步琦公司 天津-面议 岗位要求： 研究生或以上学历；熟悉近红外，在线近红外技术，并从事过NIR应用开发或技术支持或销售工作。 Re st ek 瑞思泰康 销售工程师 济南- 1 0 k - 2 0 k · 1 2薪 岗位要求： 化学、分析化学、生物、食品等专业大专以上学历；有食品、环境、制药、化工等相关行业3年以上的色谱销售经验。 北京普立泰科仪器有限公司 销售工程师 杭州- 1 0 k - 1 5 k · 1 2薪 岗位要求： 本科以上学历，化工类 ...

Group 1 - The 12th Overseas Returnees Forum held a talent recruitment event in Changsha, featuring over 50 leading companies offering more than 500 positions, with some roles offering annual salaries up to 800,000 yuan [1][3] - SANY Group reported an overseas revenue of 58.3 billion yuan in 2024 and emphasized the strong demand for international talent in key areas such as smart manufacturing and global supply chain management [3] - Anker Innovations, a major global smart hardware brand, continues to expand its business and has a growing need for overseas talent, with 90% of its business being international [3] Group 2 - The recruitment event attracted over 160 job seekers, and the organizing committee plans to hold a series of specialized recruitment activities to connect overseas returnees with companies [4] - Companies are customizing job positions based on the expertise of job seekers, which is seen as beneficial for the growth of young professionals [4] - The event serves as a platform to encourage more overseas returnees to participate in initiatives aimed at boosting local talent and innovation [4]