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It is the golden period of March and April. As major cross-border companies open their arms to recruit talents, the "golden period" for cross-border practitioners to find jobs has arrived. However, judging from the feedback from some job seekers, the recruitment enthusiasm of the industry during the "golden March and silver April" period seems to be no longer the same as before. According to a survey, as of mid-March, nearly 50% of cross-border people believed that the employment situation this year was not good and the industry's recruitment demand had shrunk. However, at the same time, more than 20% of cross-border people believed that the employment situation in the industry this year had a bright prospect and strong demand. How did this data discrepancy come about? An industry insider pointed out that the fact behind this may not be that cross-border enterprises are "not hiring", but that the core of recruitment in the cross-border industry is shifting from "recruiting people" to "recruiting the right people" . This can also be seen from the cross-border job written test questions that have been hotly discussed in the industry recently.
As a key part of recruitment, the interview process is undoubtedly of great significance to the recruitment work of cross-border enterprises. According to industry sources, perhaps in order to improve the quality of recruitment and better screen out cross-border talents that meet the job requirements, many cross-border e-commerce companies have added written tests to the interview process this year. It is learned that recently, many written examination questions for cross-border e-commerce positions have been circulated in the industry. The content of some examination papers was so comprehensive and detailed that many sellers were dumbfounded and caused heated discussions for a time. Taking one of the "Amazon operations written test questions" as an example, the written test consists of 20 true-or-false questions, 10 fill-in-the-blank questions, 3 prediction questions and 2 Amazon link analysis questions. It not only tests the job applicant's understanding of operations, promotions, etc., but also requires them to provide calculation answers and judgment ideas for inventory turnover rate. ▲ Follow the official account and reply "Amazon written test questions" in the background to get the complete file There is also an "Senior Operations Manager and Development Manager Comprehensive Examination", which contains 38 operations management questions and 27 CPC promotion questions. It also covers various operations strategies and promotion methods, and the answers to the examination questions are very detailed. ▲ Follow the official account and reply "Amazon written test questions" in the background to get the complete file Regarding the above-mentioned written test questions, the opinions in the industry are also polarized: some sellers complain that the questions are too difficult and too detailed, and the recruiters seem to be asking for experience ; while other sellers believe that companies want to screen out the most suitable talents through these written test questions, and do not require job seekers to get "full marks", so it is still necessary to test basic knowledge through written tests. It was learned that in addition to the above-mentioned written test questions that are too comprehensive and detailed, there are also some companies in the industry whose written tests do not contain much content, but still stump a number of cross-border job seekers. A senior seller said that his company has also added written test content in the past two years, and will inform in advance that there will be a simple written test. But to his surprise, more than 50% of job seekers cannot calculate the answers to what he considers to be relatively basic written test questions. The specific questions are as follows: The purchase cost of a product is 20 yuan, the first leg (from China to the Amazon warehouse in the United States) is 5 yuan, the Amazon platform sells it for 18 US dollars, the platform commission is 15%, and the delivery fee is 4.3 US dollars; the promotion fee is set at 10%, what is the expected profit margin of this product? (The exchange rate of US dollars to RMB is 7:1) According to industry feedback, this question is not difficult for experienced sellers, but many job seekers still fail to calculate the answer. To a large extent, it helps the seller screen out operations that lack logical calculation ability, increasing recruitment efficiency. Therefore, some sellers believe that a written test that clearly specifies the basic ability requirements for job seekers is still very necessary for corporate talent screening. Looking back over the past few years, driven by the unpredictable market environment, unlike the situation in the early stages of development when "the number of positions required was huge and the entry threshold was low", the industry has now entered a period of rational growth. The development of cross-border e-commerce companies has become mature and refined, and the demand for talent recruitment has long since changed from "all comers" to "the capable are prioritized".
It is learned that since the beginning of this year, with the slow recovery of the global economy and the industry entering the fast lane of development, the recruitment demand for Amazon operation positions by cross-border e-commerce companies is soaring. According to Zhiyouji data, the number of recruitment positions for Amazon operation positions in 2024 increased by 301% compared with the same period in 2023 , and in January it even increased by 439% compared with the same period of the previous year. However, in the new round of recruitment, the demand situation in the cross-border employment market is different from the past: many operations staff have reported that their salary and benefits are not ideal, and "quality operations" are more popular in the recruitment market. On the one hand, with the end of the era of getting rich quickly by digging for gold everywhere, the industry has entered a period of transition to conservative growth. Faced with multiple challenges such as intensified competition and soaring costs, more and more cross-border companies have focused their operations on increasing revenue and reducing expenditure. Therefore, although the demand for Amazon operations positions has soared, the overall salary increase for this position has not been large. According to data from Zhiyouji, as of April, the salary for Amazon operations positions in 2024 will only increase by 2% compared to 2023. On the other hand, with the continuous development and transformation of cross-border e-commerce, the boutique route has long been among the mainstream. In order to adapt to industry trends, many cross-border companies have now turned to the boutique route, with a higher demand for professional talents in marketing promotion, data analysis, etc., and relatively stricter talent screening. Looking at the job-seeking situation in the industry during the third and fourth quarters of this year, a considerable number of operators have the idea of changing positions or switching jobs, but the final job-seeking results are very different: many ordinary operators have repeatedly run into obstacles when looking for new jobs, while some high-quality operators with rich resumes have multiple offers in hand and are only troubled by the decision-making issue. According to feedback from the industry, these boutique operators either have many years of boutique operation experience or have outstanding operational capabilities: they are not only familiar with basic operating skills, but also have the operational capabilities to maintain inventory turnover, and are better able to adapt to the latest Amazon policies. After Amazon made a number of adjustments to FBA logistics costs at the end of 2024, some sellers pointed out sharply: In Amazon's future adjustments, inventory management will be closely related to the operating costs of Amazon sellers. Regardless of the Amazon operations written test questions mentioned above, or the recent job-seeking situation where boutique operations are more popular, it seems to indicate that many cross-border companies are now incorporating this trend into the scope of recruitment assessment - that is, paying attention to the inventory management capabilities of operations. From this point of view, the cross-border industry does have a strong demand for recruiting operational talents this year. However, in the fiercely competitive market, with the change in development routes and the expansion of sales channels, cross-border companies need to recruit talents more accurately to improve operational quality and efficiency. Therefore, this also puts higher demands on the abilities of job seekers. As the saying goes: When the sand is gone, the real gold is revealed. It is foreseeable that with the changes in industry trends, the demand for cross-border recruitment market may change again in the future. If cross-border job seekers want to avoid being eliminated, the key to solving the problem is not only to upgrade their own capabilities, but also to keep pace with the times to adapt to market changes. What do you think about this? Welcome to discuss in the comment area~
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