2025年上海静安国际中心A座20楼，一块动态数据屏在持续不停闪烁：万码优才平台每日AI调用峰值突 破500万次，每日Token平均消耗超过10亿。 这个三年前还只是C端招聘工具的平台，如今已演变为连接企业、人才与技术的生态枢纽，更成为大股 东人瑞人才从人力服务商向"人才科技平台"跃迁的核心支点。人瑞人才(06919)用一场静默的技术革 命，重新定义了人力资源服务的产业逻辑。 三年蛰伏：从"工具"到"生态"的认知跃迁 人瑞人才的数字化转型并非一蹴而就。 2022年，当大多数人力资源服务商仍专注于简历库扩容与猎头响应速度优化时，人瑞人才已开始孵化万 码优才项目，悄然开启从人力资源服务商向AI驱动的人才生态构建者的战略跃迁。 万码优才平台的演进轨迹清晰地展示了这一转型路径：2023年，该平台作为面向B端数字化人才需求及 C端技术人才职业发展的AI平台推出;2024年，它率先接入DeepSeek-V3大模型，成为国内领先将大模型 技术应用于人力资源领域的企业;到2025年，平台进一步焕新接入R1大模型，以更低的成本和更高的效 率构建新一代AI招聘平台的核心场景。 不仅仅是DeepSeek，万码优才还接入了文心一言、 ...

Group 1 - Nanjing has been focusing on youth talent as a driving force for innovation and development, implementing measures such as deepening school-local integration and establishing employment alliances to align talent training with industry needs [1][2] - The city releases no less than 200,000 quality job positions annually for college graduates, creating a comprehensive employment service system covering the entire cycle of university students [1][2] - Companies like Huatiankejia and Zhongtongfu have benefited from government-organized employment service activities, significantly improving recruitment efficiency and reducing labor costs through policies like wage subsidies and training grants [2] Group 2 - The 17th China International Exchange and Cooperation Conference for Overseas Students and Youth Talent Recruitment Fair will be held in Nanjing, where Huatiankejia will offer over 100 positions for fresh graduates [3] - The event will gather over 1,200 enterprises and institutions, providing more than 20,000 quality job opportunities, facilitating a "graduate to employment" growth pathway for youth talent [3] - The local government aims to create a supportive environment for youth talent, emphasizing the importance of collaboration between the city and enterprises to foster a robust talent ecosystem [2][3]

Group 1 - The core viewpoint of the article highlights Beijing's leading position in the job market, particularly for highly educated candidates, with 17.5% of job seekers holding a master's degree or higher, the highest in the country [1] - The National Bureau of Statistics reported that in 2024, there were 1.357 million graduate students enrolled and 1.084 million graduates, while undergraduate enrollment reached 10.689 million with 10.594 million graduates [1] - Beijing's average years of education is 12.64, the highest among provinces, indicating a strong educational foundation that supports its advanced manufacturing sector [1] Group 2 - Beijing has established a robust employment and career development ecosystem in the innovation sector, featuring over 1,000 national-level specialized enterprises and a vibrant mix of small and medium-sized enterprises [2] - The article emphasizes the need for collaboration across various sectors to address the evolving talent ecosystem driven by artificial intelligence, highlighting the importance of integrating technology, education, and employment [2] - The suggestion to enhance industry-education integration and focus on skill development and precise matching aims to connect enterprises, educational institutions, and job seekers, positioning human resource service organizations as key facilitators in this process [2]

Core Insights - The high-tech industry is experiencing a talent war, with companies increasingly competing for skilled professionals as a strategic resource [1][3] - In 2023, the talent turnover rates in various sectors are significant, with AI at 24.7%, semiconductors at 21.3%, and new energy vehicles at 19.8% [1] Group 1: Reasons for Talent Wars - Rapid technological advancements are outpacing the educational system, leading to a scarcity of mature talent in fields like autonomous driving and quantum computing [3] - Increased venture capital investment in high-tech sectors has intensified competition for talent, with companies offering substantial salaries and incentives [4][5] - High-tech talent is often concentrated in leading firms, creating a "Matthew Effect" where established companies become stronger, prompting newcomers to resort to aggressive talent acquisition strategies [6] Group 2: Strategies to Retain Talent - Companies are focusing on building talent pipelines and backup mechanisms to reduce reliance on individual star employees [7] - A comprehensive and differentiated compensation system is being developed, including cultural and environmental factors that enhance employee retention [8][9] - Legal measures are being employed to protect against malicious poaching, including confidentiality agreements and non-compete clauses [10][11] Group 3: Evolving Talent Ecosystem - Some forward-thinking companies are shifting from "owning" talent to "sharing" talent through collaborative models and open innovation platforms [12] - Internal entrepreneurship mechanisms are being implemented to provide growth opportunities for talented employees, reducing the likelihood of talent outflow [13] - Companies are fostering a culture of talent circulation, with increasing rates of talent return, reaching 13.2% in 2023 [14] Group 4: Future Outlook - Global competition for talent is intensifying, with remote work enabling companies to recruit talent from around the world [15] - AI is being utilized in talent management to predict turnover risks and enhance recruitment efficiency [16] - Continuous learning and skill updates are becoming essential, with companies establishing internal training programs and partnerships with educational institutions [17] Conclusion - The talent competition in the high-tech industry is ongoing, but companies are recognizing the need for a collaborative and open talent ecosystem to thrive in the long term [18]

Group 1 - The financial technology industry is undergoing profound changes, shifting from rapid growth to meticulous cultivation, with talent and responsibility becoming core elements for sustainable development [1] - Shuhua Technology, established in 2015, has developed a unique path over ten years, focusing on compliance, talent cultivation, and social responsibility to build an ecological strength that benefits both the company and society [1][5] Group 2 - Shuhua Technology has placed talent strategy at the core of its development, launching a deep optimization of talent structure in 2022, with over 90% of employees holding a bachelor's degree or higher [3][4] - The company has implemented a comprehensive training system covering the entire employee lifecycle, including onboarding programs and cross-departmental knowledge training, ensuring 100% employee participation in professional training [4] Group 3 - Compliance and technology for good are fundamental to Shuhua Technology's value ecosystem, with the company actively embracing regulation and completing core compliance asset layouts [5][6] - Shuhua Technology has initiated 30 public welfare activities, contributing to over a thousand individuals, demonstrating its commitment to social responsibility and long-term value creation [6][7]

Economic Growth and Investment - Shijingshan District's GDP has surpassed 130 billion yuan, achieving a growth rate of 7.6% in the first half of the year, leading among central urban areas [3][4] - From 2021 to 2024, the district completed nearly 180 billion yuan in fixed asset investment, accounting for 5.2% of the city's total investment [3][4] - The district's general public budget revenue has an average annual growth rate of 7.7%, ranking first among central urban areas [3] Industrial Upgrading - The industrial system in Shijingshan is evolving from a "1+3+1" model to a "2+4+4" modern industrial system, creating a new development pattern of "dominant + characteristic + future" [3][4] - The proportion of secondary and tertiary industries has shifted from 7:3 to 1:9, with information technology and modern finance accounting for over 60% of the district's GDP [3][4] - The digital economy's value added accounts for 57.4% of the district's GDP, with the establishment of the city's first comprehensive digital RMB pilot zone [3][4] Talent Development - The district has initiated the "Jingxian Plan" to enhance talent development, allocating 50 million yuan annually for talent support [4] - A youth innovation and entrepreneurship base has been established, attracting various startup teams, including those in AI and robotics [4] - The base offers significant incentives for young entrepreneurs, including free office space for the first year and rental discounts thereafter [4] Support for SMEs - Shijingshan has implemented a partner growth plan and special support policies for unicorn enterprises, fostering a tiered development structure for innovative SMEs [5] - The district has added six new listed companies during the "14th Five-Year Plan" period, doubling the number of IPOs compared to the previous five years [5] - A total of 481 urban renewal projects have been initiated, driving over 90 billion yuan in investment [5] Urban Renewal and Cultural Development - The district is advancing urban renewal to promote industrial transformation, with 489 enterprises settled in the Shougang North District, creating over 14,000 jobs [6] - Significant progress has been made in cultural heritage preservation and urban image enhancement, transforming the area from a "gray and cold" environment to a "clean and warm" one [6]

Core Viewpoint - The employment market in China is undergoing significant changes due to deep economic restructuring and industrial upgrades, with graduates increasingly seeking stable job opportunities in uncertain environments [1]. Summary by Sections - The proportion of 2026 graduates planning to take civil service, public institutions, or teaching positions has risen to 25.1%, an increase of 2.6 percentage points from the previous year, particularly notable among master's degree holders at 35.6% [2]. - State-owned enterprises and public institutions account for a combined intention rate of 73.3%, while the intention to work in private enterprises has dropped to 10.7%, indicating a higher demand for job stability and welfare benefits among graduates [4]. - The attractiveness of non-first-tier cities for employment is increasing, with 34.7% of 2026 graduates actively choosing to move to second-tier and other cities, up 4.6 percentage points from the previous year [5]. - While salary remains a core consideration for graduates, there is a notable increase in the importance placed on interpersonal relationships and team atmosphere, rising by 4.5 percentage points compared to the 2025 cohort [6]. - Cities are increasingly competing for talent, with various attractive policies being implemented. For instance, Hefei offers up to 100,000 yuan in subsidies for graduates in emerging industries, while Wuhan continues its housing discount policy and introduces a one-time employment reward of 5,000 to 20,000 yuan for graduates [7]. - In response to changing employment intentions, new recruitment strategies are emerging. The proportion of companies starting campus recruitment early has risen to 33.6%, while 37.6% of companies are increasing starting salaries [8]. - Forward-looking companies are shifting from merely hiring to nurturing talent and co-building, focusing on bridging skill gaps and fostering innovation through enhanced school-enterprise cooperation and practical growth systems [9].

Core Insights - The employment attractiveness of non-first-tier cities is continuously increasing, driven by the "industry magnet + precise talent recruitment" strategy [1][3] - Graduates are increasingly favoring stable job options, with a notable rise in the intention to work in state-owned enterprises and public institutions, reaching a combined preference rate of 73.3% [3] - The focus on salary remains significant, but there is a growing emphasis on workplace relationships and team culture, which has increased by 4.5 percentage points compared to the previous year [4] Employment Trends - The proportion of 2026 graduates planning to take civil service or teaching positions has risen to 25.1%, an increase of 2.6 percentage points from the previous year, particularly among those with master's degrees or higher, where the figure is 35.6% [1][3] - The percentage of graduates choosing to move to second-tier and other cities has reached 34.7%, up 4.6 percentage points from the previous year [3] Talent Acquisition Strategies - Cities are implementing attractive talent policies, including cash subsidies for graduates in high-demand industries, with Hefei offering up to 100,000 yuan for graduates in emerging industries [4] - New recruitment strategies are emerging, with 33.6% of companies starting campus recruitment earlier, despite a slight decrease in the total number of companies participating [5] - Companies are adjusting salary strategies, with 37.6% opting to increase starting salaries, while 13.6 percentage points more companies are maintaining previous salary levels [5] Employer Engagement - Employers are recognizing the need to meet the deeper needs of young talent, focusing on continuous growth, value recognition, and development space [5] - Forward-thinking companies are shifting from merely hiring to nurturing talent and building collaborative environments through enhanced school-enterprise cooperation and practical growth systems [5]

Group 1 - The event in Hangzhou marks the launch of a youth talent ecosystem initiative, integrating job seeking, entrepreneurship, skill enhancement, and various services [1][2] - The "Youth Employment and Entrepreneurship Complex" is established in the Zhanlongkou area, featuring a 500-meter service street for skilled professionals [1] - The initiative is part of the "Youth Trend Creation Season" in Shangcheng District, aiming to create a preferred living and working environment for young talents [2] Group 2 - The new street area, centered around the Qinchunli Talent Apartment, includes various community services such as elderly care and child development [2] - Four master-level talent enterprises have been introduced, with plans for additional lifestyle service businesses to join [2] - The local government provides a one-stop service for social security, policy consultation, and employment opportunities for unemployed individuals [2]